Our People

Investors in People

By recognising the importance of our people, we can help them to develop their potential, improve their skills and gain greater job satisfaction. Since being first awarded Investors In People status in 2009, we are pleased to announce that we have retained IIP status achieving accreditation based on the new 6th generation standard.

Empowering our people to create life’s turning points, together.

The turning points we create are applicable to not only clinicians and patients, but also to our people. Employees are empowered to take control of their careers - continuously encouraged to learn and grow at Steeper. Our values are centred on care, integrity, and patient focus. Therefore, our business thrives on attracting and retaining the best talent in the industry; people who are passionate about making a real difference, and who are driven to find the best solution to a challenge.


To support our employees we create and maintain a challenging yet rewarding working environment, where initiative and innovation are rewarded without constraints to personal achievement. We actively encourage employee involvement and opinions through forums and focus groups, as this cultivates our culture of continuous improvement. Furthermore, through our annual Employee Recognition Awards we reward those who have gone the extra mile, pushing themselves above and beyond the call of duty.


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We are a Disability Confident Employer

A Disability Confident Employer is recognition given by Jobcentre Plus to employers based in Great Britain who have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees.
 
Steeper has agreed with Jobcentre Plus that we will take action on these five commitments:

  • To interview all disabled applicants who meet the minimum criteria for a job vacancy and consider them on their abilities.

  • To ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what can be done to make sure they can develop and use their abilities.

  • To make every effort when employees become disabled to make sure they stay in employment.

  • To take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work.

  • Each year to review the five commitments and what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.

Steeper Group - Our Insights

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Edwina Freeman's Story Case Study Edwina Freeman's Story