Our business was founded on the idea of disrupting an industry that was benefitting from an NHS in crisis. Remedium is the only business in our industry to put the sustainability of the NHS workforce first, by championing the recruitment of permanent doctors and healthcare professionals as opposed to expensive agency locums. Permanent clinicians not only cost the NHS significantly less but also provide better continuity of care for patients.
Despite our best efforts, there is only so much that Remedium can do to meet the mental health needs of our NHS workforce. We are acutely aware that increasing the number of medical staff in the workforce would relieve the excessive work pressures placed on existing employees. This would help lessen their burnout and consequent departure from the NHS. That’s why we continue to champion this issue both with our NHS clients and at a national level.
As a business dedicated to supporting our clients to create fully diverse and inclusive workplaces, we do everything we can to remove the barriers to recruitment that often exist for marginalised groups. For instance, our recruitment team receive unconscious bias training, which has helped us to develop inclusive candidate screening processes that minimise such biases.
In addition to supporting the needs of our doctors, Remedium believes that investing in the physical and mental wellbeing of our own workforce is vital to our success. Operating in the healthcare space means that we are acutely aware of the importance of supporting our growing team to remain healthy, and so we run a large number of staff wellbeing initiatives. For instance, all Remedium employees have the opportunity to join ClassPass for free, where they can book everything from spin classes and gym classes to massages and haircuts. We also run a number of charitable events during the year, including for Breast Cancer UK, The Royal British Legion and Movember. Additionally, we are actively working towards reducing our environmental impact. For instance, we achieved our zero-to-landfill recycling target through First Mile’s environmental certification scheme and saved 1.3 tonnes of CO2 in 2021. We have found that engaging in these CSR initiatives positively impacts the wellbeing of our employees and encourages their subsequent retention, all of which leads to increased innovation and productivity on behalf of our clients.
Diversity and Inclusion
Remedium is committed to creating a learning and working environment which is inclusive of all of our colleagues – no matter their backgrounds. We aim to eliminate any disadvantage based on age, disability, marriage, civil partnership, race, culture, religion, sex, gender identity, sexual orientation, pregnancy or any other minority characteristics.
We are determined to empower our colleagues to celebrate and share their unique experiences and viewpoints to help us achieve our mission – to solve the UK healthcare staffing crisis. As specialists in international recruitment, we see first hand how a blend of experiences and cultures contribute to the successes and innovations seen in the NHS, and we aim to create a workforce that is representative of both our candidates and clients.
Modern Slavery Policy
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. We have a zero- tolerance approach to modern slavery, and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains.
We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015.
We expect the same high standards from all our contractors, suppliers, and other business partners, and as part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards.
This policy applies to all persons working here at Remedium Partners or on our behalf in any capacity, including employees at all levels, directors, officers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.
This policy does not form part of any employee’s contract of employment, and we may amend it at any time.
Roles & Responsibilities
Responsibilities and accountabilities related to the ownership, implementation and revision of this policy are governed by the Board of Directors & HR Manager.
In addition: The Senior Leadership Team has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.
HR Manager has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and procedures to ensure they are effective in countering modern slavery.
Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains.
The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control.
All colleagues are required to avoid any activity that might lead to, or suggest, a breach of this policy.
You must notify your manager or the HR or the Board as soon as possible, if you believe or suspect that a conflict with this policy has occurred or may occur in the future.
You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage.
If you believe or suspect a breach of this policy has occurred or that it may occur, you must notify HR or the Board as soon as possible.
If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your manager or HR.
We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers
Any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform your manager, HR or the Board of Directors immediately. If the matter is not remedied, and you are an employee, you should raise it formally using our Whistleblowing Policy.
Our zero-tolerance approach to modern slavery must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter.
Any colleague who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.
We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.
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