We believe in a world where EVERY PATIENT POSSIBLE is within reach, and that begins with a diverse and inclusive workforce that reflects the communities we serve. DEI isn’t just a concept we discuss; it’s a principle we actively embody through our policies, employee networks, and flexible work arrangements.

Harriet Shurville, Chief People Officer, and Sarah Cook, Compensation & Benefits Director, explain to myGwork how our policies are built on inclusivity and accessibility:

myGwork: What are some of the policies you’ve put in place to highlight your commitment to inclusivity?

Harriet: This year we launched two inclusive and very important policies. We became an accredited Fertility Friendly organization and launched our Fertility Policy at the same time. It’s so important that we continue to recognize fertility as a workplace priority – not a personal challenge to be faced alone. We know that there are many different routes to parenthood, and to make assumptions about how any individual is getting there is to do a disservice to them. Fertility challenges can impact individuals and families of all genders and circumstances, and it’s crucial that we offer services and support that reflect our diverse workforce. Through our Employee Network Groups (ENGs), our Fertility Policy, and our partnership with the brilliant organization, Fertility Matters at Work, we’re ensuring that fertility support is accessible, inclusive, and responsive to the many different experiences our colleagues may have.

We also launched our first ever Menopause Policy, just in time for Menopause Awareness Day in October. This policy and the initiatives we’ve put in place aren’t just for people experiencing menopause – they’re for everyone. As colleagues, managers, friends, and family members, we all need to be aware of the potential impact menopause can have and be ready to provide support, particularly at work. Through empathy, understanding, practical tools, and resources, we’re building a space where every person feels nurtured, supported, and empowered to bring their true self to work.

myGwork: Avalere Health is a proud participant of the Disability Confident Scheme. Can you describe some of the accommodations you put in place for employees with disabilities and why these are so important?

Sarah: I can actually share my own personal experience with this. I live with a physical disability that affects my legs and feet, which makes daily commuting to work impossible. When I applied for my current role at Avalere Health, it was initially described as hybrid. After I explained that this wouldn’t be feasible for me, our Head of Talent and Chief People Officer worked with my line manager to offer a fully remote arrangement for me. This accommodation has not only made my work physically manageable but has also helped me thrive in my role. I’ve never experienced such thoughtful flexibility as I’ve witnessed at Avalere Health, and it has remained consistent throughout my time here. Because of this support, I now feel comfortable speaking openly about my disability – something I had never done before – which often leads to others feeling more comfortable sharing their experiences and seeking support as well.

In my role, my team and I handle disability accommodations, leaves of absence, and all medical-related needs, ensuring employees feel supported and equipped to succeed. We also make sure people understand their rights and the options available to them regarding disabilities and medical or mental health conditions. This is exactly why I went into this line of work – so every employee feels seen, supported, and included.

myGwork: Why is it important to partner with inclusive benefits providers?

Sarah: Of course, we always prefer to partner with inclusive providers because it demonstrates our commitment to supporting people as whole individuals. And when you feel valued and supported as your whole self, you will be more successful – bringing both personal and professional satisfaction and fulfilment. Inclusive perspectives also help us shape and deliver a stronger, more effective benefits strategy.

Cal Leuck, Senior Medical Writer and LGBTQ+ ENG co-lead, discusses the importance and power of our six ENGs:

myGwork: What roles do your ENGs play for both their members and their supporters/allies?

Cal: I see the purpose of our ENGs as being a structure for building community and providing a safe space. While our LGBTQ+ ENG members do host company-facing educational events, at the end of the day, one of our primary reasons for being is to provide that space for people to connect, be in community, share joy, and be seen.

myGwork: As co-lead of the LGBTQ+ ENG, how have you marked significant awareness days?

Cal: In a number of ways – we create posts on our internal learning site, share awareness messages on the Teams site for ENG members, and host company-facing events several times a year, as well as members’ meetings. Our major company-wide events are for Pride Month in June, where we’ve hosted speakers and interactive events, including a speaker for asexual awareness, an LGBTQ+ art event, and even Drag Queen Bingo! Company-wide events are the perfect time to use our allocated budget to bring in external speakers who specialize in supporting queer professionals.

myGwork: Why do you think diversity is critical to your success as an organization?

Cal: I think any community where everybody is the same ultimately fails to see its own flaws. We need diversity of experience, backgrounds, abilities, and thought in order to keep progressing and improving – demonstrating our value to our clients. A staunch focus on diversity also shows us as employees that we are valued and supported for who we are, not just tolerated.

Rochelle Dennis, Senior Talent Partner, discusses our ‘Magnet not Mandate’ approach, offering flexibility around how our teams work:

myGwork: How does Magnet not Mandate help to foster a culture of inclusivity and flexibility among your employees?

Rochelle: We’re committed to creating a workplace where everyone feels comfortable showing up as their full selves. So naturally, this extends to how our people choose to work – whether remotely or through in-office collaboration. Magnet not Mandate helps us strike the right balance between flexibility and connection, and accountability and autonomy. We recognize that the best results come when people feel empowered and are creating a workplace that values both performance and belonging. This is more than just a hybrid policy – it’s how we’re building a culture of trust, flexibility, and inclusivity. This approach has not only been embraced by our leadership team, but become a core part of who we are, and a true reflection of our people-first philosophy.

myGwork: How does Magnet not Mandate support a workforce that is rich in diversity?

Rochelle: Magnet not Mandate recognizes that work and life can coexist, and that flexibility looks different for everyone. We have employees who are caregivers to medically dependent children or ageing parents, or managing other personal and cultural responsibilities, and they also deserve the flexibility to thrive both personally and professionally, without having to compromise one for the other. Life doesn’t just happen on weekends. We’re really proud to be an organization that embraces that reality and supports our people through it.

Our ongoing dedication to DEI is a core value that continues to influence every part of our organization. With inclusive policies, active ENGs, and flexible work arrangements like Magnet not Mandate, our aim is to create a workplace where everyone can thrive.

 

A version of this article originally appeared in Attitude Magazine: https://www.attitude.co.uk/life/avalere-healths-continued-commitment-to-dei-505542/