The Group now has over 1,200 employees, with over half operating overseas from the UK in one of our 14 international locations in North America, Europe, Africa or Asia Pacific. Against the backdrop of the COVID-19 pandemic, this year more than ever, the Group’s employees have navigated these challenging times with incredible resilience and agility, hard work and professionalism enabling us as a business to continue to operate smoothly and serve our customers.
Our people enable us to do great things each and every day, helping Clinigen as a business to improve global health and access to medicines whilst ensuring we remain financially resilient and sustainable. That is why 'Our People' represent one of the four pillars which form our sustainability framework.
We have set out below details of the people pillar, including our commitments, targets and activities, and a summary of some of the core initiatives and projects which Clinigen is undertaking. The people pillar includes the following core areas:
- Recognition and Reward
- Career Development
- Diversity, Inclusion and Equality
- Mental Health & Wellbeing
- Health & Safety in the Workplace
We recognise that people are our most valuable asset. Doing the right thing by our people ensures that they are happy, healthy and thrive in a working environment. In doing so, our people will help us to achieve our ambitions and strategy as a global leader in providing access to medicines. Our commitments to our people include:
Our employees are vital to help us deliver on our strategic objectives and so we must continue to recruit, develop and retain the right people. We are committed to attracting, developing and retaining the right people by setting competitive benefits and compensation packages, driving a culture of learning and development, and supporting our people with their career ambitions.
Clinigen's commitment to our people and to accelerating equality for all has never been more relevant than it is today – to drive our growth agenda and act as responsible business leaders for all of our stakeholders.
It enables us to attract, develop, recognise and reward our talent whilst creating a culture and environment of development and innovation. We are committed to supporting our people to perform at their very best and underpins a culture in which everyone feels they have an equal opportunity to belong and build a career.
This commitment starts at the top with our Board and Executive Management Team. Our Business Leaders help to create and drive a culture of diversity, inclusion and equality, supported by our Human Resources team.
We strive to ensure that all our people are compensated fairly and equitably across all areas of the Group. We are also committed to recruiting, retaining and advancing talent from diverse ethnic and racial backgrounds.
We are committed to supporting the health and wellbeing of our people. We will led from the front on the issue of mental health, removing the stigma associated with mental health issues within the workplace.
Our people are our greatest asset. Engaging with them is critical to ensure we retain and develop valuable talent. With the pandemic, engagement (through our online engagement platform 'Peakon') has never been more important and we are committed to regularly engaging with our people across a range of topics including mental health, wellbeing, compensation and benefits, culture, and career development.
How we will measure progress against our commitments
We will measure our progress against our stated commitments through by monitoring and reporting against a number of data points highlighted below. We have also highlighted recent initiatives with contribute towards making an impact against our commitments:
Contributing to the UN SDGs
Goal 5: Achieve gender equality and empower all women and girls
We fully recognise the importance of diversity and inclusion, including gender, at all levels of our organisation. We have a strong female representation in both management and operational boards and continue to actively recruit and develop women into our top management structures to enable us to better reflect and serve the diverse communities and cultures in which we operate around the world.
We are also committed to flexible working, and have a continued focus on gender pay equality. As part of contributing to UN's goal of achieving gender equality and empowering all women, our people strategy includes actions to increase gender diversity in the C suite and talent pipeline, with an ongoing target to increase female representation within our management levels by continuing to focus on internal career advancement, succession planning, and inclusive external recruitment processes.
Goal 8: Promote inclusive and sustainable economic growth, employment and decent work for all
Sustained and inclusive economic growth can drive progress, create decent jobs for all and improve living standards. As a Group, we fully recognise the important role we play in supporting our people with sustainable and inclusive employment opportunities. Our Human Rights policies reflect international principles and laws and ensure we promote an inclusive and safe environment to work.
We reward our people for the important contribution they play in delivering our mission through fair and competitive compensation packages. For instance, our Sharesave Scheme (SAYE) provides eligible employees with the opportunity to purchase Clinigen Group plc shares (for US employees a stock purchase plan is available). We believe schemes such as this ultimately make a significant difference to our employees' quality of life.
Goal 10: Reduce inequality within and among countries
The UN highlights that inequality within and among countries is a persistent cause for concern. Despite positive signs toward reducing inequality, such as reducing relative income inequality in some countries, inequality still persists.
Coupled with this, social, political and economic inequalities have amplified the impacts of the pandemic, with COVID-19 resulting in significant increasing in global unemployment and dramatically slashed workers’ incomes.
Throughout the pandemic, we have continued to support our workforce through sustained employment and work. This includes taking the decision not to furlough any of our workforce (Group wide) and putting in place a range of support mechanisms to ensure our employees are looked after from a health and wellbeing perspective. In addition, as a global employer we annually review our workforce salaries by country to ensure they remain competitive and fair regardless of gender and ethnicity.
Goal 16: Promote just, peaceful and inclusive societies
We support the UN Guiding Principles on Business and Human Rights. We are committed to upholding and respecting human rights. As an employer we contribute to a peaceful society with equality and justice are at the heart of how we operate. We do this by:
- Providing a fair salary and good conditions of employment.
- Providing a healthy, safe, and secure workplace for all employees and contractors.
- Opposing discrimination at work and promoting inclusion and diversity.
- Promoting the personal development and dignity of every individual employee.
- Being respectful of the right of employees to join an independent trade union, the right to collectively bargain, and of freedom of association.
Opposing all forms of slavery and exploitative child labour.
Our people policies at a glance
The Group has developed a number of core people policies which help to set out the frameworks by which we operate. These include:
Diversity, Inclusion and Equality Policy
This policy sets out our commitment to promoting diversity, inclusion and equality in the workplace and our supply chain.
Human Rights Policy
In line with the UN Guiding Principles on Business and Human Rights (Guiding Principles), we base our Human Rights Policy commitment on the International Bill of Human Rights and the principles concerning fundamental rights set out in the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work.
Stress and Wellbeing Policy
This policy sets out our commitment and key policies with regard to supporting the wellbeing and mental health of our people. This policy is supported by mental health training available to all people managers.
Full details on the above policies can be found here.
Our culture (and mission) drives how we operate as a responsible business. Culture is highly important to our company’s success and is a critical element of our governance framework driven by the Board and Executive Management Team. Our culture is articulate through six principles which make up 'The Clinigen Way'.
The Clinigen Way
Six principles underpin everything we do. Together they form ‘The Clinigen Way’. They are relevant to everyone connected with Clinigen: colleagues, customers, partners, patients…all of us. These principles have deep roots that reflect our rich and varied past. Six clear and powerful principles, rooted in our past, that will guide us into the future. They’ve been part of our story from the beginning. And they’ll help us keep growing; taking on new challenges, driving new business and inspiring us to achieve more.
The Clinigen Way is embedded within our operating principles and has been clearly communicated across the Group. Our governance framework supported by clear policies (i.e. ABC, Whistleblowing, etc.) and operations (i.e. Quality Assurance) enable us to maintain and embed our culture and expected ways of working.
The six principles are set out below:
Our progress and actions
We have set out below a summary of our progress and ongoing people initiatives:
Why our people are so important to the Group
Our employees are vital to help us deliver on our strategic objectives and so we must continue to recruit, develop and retain the right people. We have appropriate remuneration packages to help recruit and retain key employees and our permanent employees are given the opportunity to become shareholders of the Company.
Why the Group is important to our people
Many of our employees are attracted to Clinigen due to the nature of the work in providing access to medicines. In addition, age, colour, race, gender, disability, ethnic origin, national origin, marital status, sexual orientation, religious or political views are not seen as barriers to employment and are evidenced by the Group’s diverse employment base.
Culture and specifically the development and retention of talented people represents one of our key strategic objectives. As a Group we have implemented appropriate remuneration packages to help recruit and retain key employees. In addition, all permanent employees are given the opportunity to become shareholders of the Company.
We have set out below the core aspects of our benefits and compensation scheme:
Clinigen offers its employees highly competitive remuneration packages. We recognise the important role our employees play in supporting our growth and exceptional delivery of our services, with this reflected in the remuneration policies we have set. Annually, we complete an external benchmarking exercise of salaries to ensure we remain competitive and fair in our pay.
Sharesave Scheme (SAYE)
Sharesave Scheme (SAYE) - The Scheme operates as a 3 year monthly savings plan which provides all employees with the opportunity to purchase Clinigen Group plc shares (through the provision of share options) at a discounted market price. The scheme launches each October.
A Stock Purchase Plan is available to all US employees, which runs for 2 years.
For 2020 we had 220 new participants to the scheme, representing over 20% of the business in this year alone.
Non-salary benefits and work/life balance
The Group offers a strong benefits package which includes a range of additional non-salaried flexible benefits including:
- Perkbox (UK employees)
- Cycle to Work Scheme (UK employees)
- Employee Assistance Programme (EAP) - this provides free, confidential and impartial information and support 24 hours a day, 7 days a week, 365 days a year on a range of matters such as family care, pensions, will writing, and property matters
- Private Healthcare (grade specific)
- MAD Awards - the awards go to employees who have gone above and beyond their normal duties to make a positive difference, or who have shown exemplary effort in demonstrating "The Clinigen Way".
- Employee of the Year - each year, one employee from each country is given the title of Employee of the Year. These employees are selected by management based on their exceptional job performance and distinguished contributions to the busines
The Group provides significant opportunities for learning, development and leadership training, demonstrated by its management academy which is recognised by the Institute of Leadership and Management to assist with career development and improve competency. As of 2021, we are now in our fourth year of running Clinigen Management Academy and to date, we’ve had over 200 employees enrolled on the programme, which is endorsed through the Institute of Leadership and Development (ILM).
Job specific training
We offer a range of job specific training programs to our people. We have summarised some of these below:
- All employees create Personal Development Plans (PDPs) in support of objective setting during the performance/ appraisal process. Objective review meetings take place regularly between the Performance Manager and Employee.
- Personal development planning resources are available to all employees to support them in career decisions. Additionally, line managers have been trained to support employees in their personal development.
- Clinigen Learning Zone - an e-learning portal containing a library of 1,300+ online courses on a variety of topics (examples: finance, math, communications, personal development, written English, sales). Bespoke training programs are also available to employees.
- Clinigen Group plc also has a Learning Management System (LMS) which enables all staff to access core / mandatory training modules across a variety of topics including H&S, regulatory, legal and quality.
- Clinigen also actively encourages job shadowing. This is where an individual has the opportunity to gain experience in the role of another individual, and gain an insight into that particular work area.
- Rosetta Stone language portal is available to employees to support the learning of new languages. This portal provides online language learning for 24 different languages.
Support for Degree Programs/Professional Qualifications
Clinigen encourages all of its employees to seek opportunities to improve their performance in their current role or to prepare for future promotional opportunities. In line with this, the Company offers educational sponsorship to employees who wish to achieve a formal professional qualification in a field relevant to their role. Requests for sponsorship are made through a formal Educational Sponsorship Application with specific criteria set out to support the assessment of the application.
- Clinigen Group plc provides sponsorship of up to 100% of costs for employees on a range of degree programs / certificates.
- In FY20, circa. 20 employees were sponsored and undertook a range of professional and degree level programs.
Graduate traineeship / apprenticeship program
Clinigen utilises the Apprenticeship Levy and is supporting a number of apprenticeship programs in the UK.
Developing our people through Performance Management
Clinigen Group plc has in place a consistent and rigorous Performance Management Framework. Clear Review (platform) is used to ensure all Performance Managers and employees regular review performance against set objectives through regular check-ins, at a minimum of 6 week intervals.
- Objective setting is at divisional, team and individual levels is undertaken annually and reviewed throughout the year. The Clear Review system is utilised to review performance against objectives throughout the year.
- Performance against individual objectives is linked to the employee bonus scheme.
- We have circa 1200 employees using Clear Review.
Clinigen is committed to creating a workplace that maximises the potential of all of our people, where everyone is valued and feels empowered to contribute to our continued success. We recognise that discrimination is unacceptable, and equality of opportunity are a long feature of our employment practices.
Every employee has the right to be treated with respect and dignity. Clinigen has a zero-tolerance attitude to bullying, harassment or victimisation of any kind.
We are an equal opportunity employer and strive to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, sex, marital status and civil partnership, sexual orientation, gender reassignment, disability, membership or non-membership of trade union, rehabilitation of offenders, age, political or religious belief, equal pay, fixed-term or part time working, pregnancy and maternity. This list is not exhaustive.
We recognise the importance of diversity and inclusion, including gender, at all levels of the Company. The Group already has a strong female representation in both management and operational boards. We continue to actively recruit and develop women into our top management structures to enable us to better reflect and serve the diverse communities and cultures in which we operate around the world.
We recognise that developing a more diverse executive pipeline is vital to increasing levels of diversity amongst those in senior positions and the ESG work will include an assessment of the makeup of the workforce. We aim, over the coming months, to develop tools to assess a range of different aspects of diversity, including age, disability, ethnicity, education and social background, as well as gender. The Nomination Committee plays an active role reviewing and monitoring Board and Senior Management diversity.
Our areas of focus include age, gender, ethnicity, LGBTQ+, religion, persons with disabilities and cultural diversity.
Gender equality in pay
In 2019, we reported a pay gap of 5.1% in favour of our UK female employees whereas in the prior year we reported a pay gap of 0.6% in favour of our UK male employees. Our full report can be found here.
We are committed to ensuring an inclusive environment for all employees regardless of their sexual orientation, gender identity or expression. The Group is currently undertaking a review of its diversity, inclusion and equality initiatives.
Ethnic and racial diversity in the workplace
At the core of our principles is our strong commitment to inclusion and diversity, and equality for all. We take a broad view of diversity, which includes our people from diverse ethnic and racial backgrounds in every corner of the globe and every country where we operate.
We are proactive in taking action to fight racism. In the future we will set goals to increase our ethnic and racial representation across the Group, this will include greater reporting on ethnicity and racial diversity.
We recognise that there is still much hard work to do given the events in 2020, however it is clear that there is now greater dialogue and action happening globally to address this hugely important issue. As a business we listen carefully to our employees and also what is happening externally globally. We will continue to put in place plans to ensure we make a impact and contribute by ensuring a fair, inclusive and diverse workplace.
Support our people with disabilities
All of our people play a part in delivering our mission. That’s why we create an inclusive and accessible workplace for everyone to thrive. We are an inclusive employer and support those with disabilities to thrive and achieve at work.
Our CEO is committed to putting disability inclusion on business leadership agenda. In demonstration, our CEO recently signed the Group up to 'The Valuable 500' which is a business to business initiative catalysing the influence of large private sector corporations in national and international markets to unlock the social and economic value of people living with disabilities. We will communicate more on this during FY22.
Fair Employment Practices
We are committed to fair employment practices and comply with national legal requirements regarding wages and working hours. In the UK, we are required to report under Gender Pay Gap regulations.
Grievance and escalation procedures
We recognise that as part of our fair employment practices we must also have clear procedures to escalate concerns raised by our employees. We have a clear Resolution Procedure. The procedure is clearly set out in the Employee Handbook (Compass) and includes details regarding Clinigen Group plc’s grievance and escalation procedures.
In addition to the Resolution Procedure, a detailed Disciplinary Procedure is applied across the Group. The procedure is available to all staff within the Employee Handbook.
Monthly reporting on all matters relating to grievances / disciplinary is completed by Vice President (HR) to the Executive Management Team.
Our Board and Executive Management Team recognise the stigma around mental health and are committed to breaking this stigma down by encouraging open, honest conversations amongst our people.
The subject of mental health is vitally important with overall mental health problems increasing year on year. A recent study by Mind identified this increase with:
- 1 in 4 people likely to experience a mental health problem of some kind each year in England; and,
- 1 in 6 people reported as experiencing a common mental health problem (like anxiety and depression) in any given week in England.
Wellbeing at Clinigen - supporting our employees
- Training - In 2021, we rolled out Mental Health Awareness training to our people managers, recognising the potential impact of COVID-19 on our people in respect of wellbeing and mindfulness.
- Employee Assistance Program - We provide an Employee Assistance Program across the Group for our employees and their families to access the support they need.
- Listening and actioning feedback - We have utilised Peakon (our employee engagement tool) to capture feedback on the health and wellbeing of our employees. This has been particularly important during the COVID-19 pandemic with employees working more remotely and facing a variety of challenges brought about by the pandemic. For instance, during the pandemic, we listened to our employee feedback regarding health and wellbeing, by introducing weekly virtual workout classes for all staff.
The Board and Executive Management Team recognises that health and safety has positive benefits for the company and its employees. We also recognise that health and safety is a legal requirement and must, therefore, continually improve, progress, and adapt to change. To achieve this aim, appropriate levels of resource are allocated to ensuring a positive health and safety culture throughout the Group.
Clinigen prides itself on being people focused and empowering its staff to make change. This is demonstrated by the fact we have active HSE Committees and regular internal HSE inspections.
Our approach to health and safety is based on the identification and control of risks. Adequate planning, monitoring and reviews of the health and safety policy are carried out to ensure continual improvement to our health and safety standards. In the UK, we continue to work closely with the British Safety Council to enhance our procedures, compliance and reporting.
We also recognise the importance of providing a safe working environment for all of our employees and visitors, and strive for best practice standards.
Our CEO sets out our ‘Statement of Intent’ for Health & Safety here.
We encourage a culture of open communication through a range of two-way mediums including: sharing all staff announcements via our global intranet platform (2-3 times per week); and regular Group and divisional performance updates from the CEO and CFO. In addition, we utilise Peakon (our cloud based employee engagement platform) for measuring and improving employee engagement.
In 2020, our average employee engagement score was 7.5.