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At Arden & GEM, we continually strive to make the organisation ‘a great place to work’.
This means embedding a supportive culture of collaborative working which values diversity, promotes wellbeing and nurtures the next generation of leaders.
By investing in our people, we can create productive, successful, happy teams that support each other to deliver high-quality, trusted and valued services for our health and care clients.
We are committed to being an inclusive employer that eliminates unlawful discrimination, promotes equality of opportunity and creates a working environment that enables good relations to flourish between all our staff regardless of their background.
Our equalities group and staff networks help to ensure that our culture and working practices deliver on this commitment. Specific equality, diversity and inclusion initiatives are designed to overcome barriers to progress such as our reverse mentoring scheme which offers leaders access to a different lens to help assess the impact of their approach and decisions.
Our policies and procedures ensure all applicants are treated fairly and consistently at every stage of the recruitment process.
As an NHS organisation, we believe that supporting employee wellbeing doesn’t just make great business sense but is also part of our duty to individuals and their communities.
We have designed an inclusive ‘Health, Wealth and Wellbeing’ model based on research and best practice that helps people to flourish and reach their potential in an environment that actively promotes physical, emotional, psychological, financial, social and career wellbeing. Our wellbeing programme is available to all staff and includes occupational health services, an employee assistance programme, virtual communities and a wellbeing webinar programme.
Investors in People have awarded us gold accreditation on the ‘We invest in wellbeing’ framework.
Investing in people
Investing in people is a core value at Arden & GEM which means investing in development and helping staff to manage their performance.
All of our employees take part in an ongoing performance and development process which, in addition to annual performance appraisal and objective setting, considers training needs and development potential as part of a Personal Development Plan. This process is complemented by skills mapping, competency development and succession planning exercises within each of our directorates.
As well as external learning and development opportunities, such as professional accreditations and apprenticeships, we also develop tailored in-house programmes including our highly-regarded Leadership Development Programme.
We are proud to have been awarded ‘We invest in people’ gold accreditation by Investors in People, achieved by just 23% of applicants, recognising that we care about our people.
With over 1,000 staff supporting 70+ clients, collaboration, communication and multidisciplinary working are key to successful delivery. Regular briefings, meetings, e-newsletters and drop-in sessions are complemented by a staff intranet and virtual workspaces to share information, best practice and experiences with colleagues.
Staff also have the opportunity to work in partnership with industry specialists and technology leaders to drive forward transformational solutions from 5G-connected ambulances to remote diagnostic devices to AI trials.
Our work with academic partners – including the University of Edinburgh and the University of Nottingham – has also been published in medical and healthcare journals.
You can find all of our permanent and fixed term by clicking the link below.