At Medenterprises, we believe a diverse and inclusive (D&I) environment is crucial to a successful team. Our goal is to reflect the diversity of our customers, clients, and communities within our workplace. Despite progress in gender representation, we now aim for equal advancements in ethnic representation. We are dedicated to implementing initiatives to create a workforce mirroring Australia's diverse population in the coming years.In 2022, we embarked on a company-wide D&I initiative, the components of which included implementing a D&I policy and promoting visibility through participation in events like Winter Pride events and shared resources around Roll out the Rainbow.  We also introduced pronouns in staff emails, endorsing gender inclusivity. We make a consistent effort to educate the healthcare sector about D&I in our web articles, and implemented a "Diveristy & Inclusion in Advertising" policy to ensure we represent our diverse population in all marketing campaigns.In a bid to promote internal equity, we started capturing data on diversity, enabling us to measure and improve equity. To gauge our progress, an annual D&I survey was implemented for Medenterprises staff. This survey's findings informed our areas of strength, like women in leadership, leading to 2024 KPI implementation. In our fight against gender pay disparity, we have initiated measures to address this systemic issue, pushing for a fairer and more equal workspace. Lastly, we rolled out a flexible working policy and public holiday swap, recognising its potential to enhance employee wellbeing and productivity. Through these concerted efforts, we are committed to cultivating a workforce that mirrors Australia's diverse populace.

We place doctors in hospitals and practices where they are much needed in remote, underserved communities, and low-socio areas classed as "disadvantaged."To date, we have placed 791 doctors in 51 hospitals in regions classed as "underserved" in Australia (based on areas classed as MM7 by the Australian Government).
To date, we have placed 265 doctors in 30 hospitals in regions classed as "underserved" in New Zealand. Source IMD 2018 & ChatGPT4.
Placing doctors in these underserved "MM7" areas can make a huge difference because in some cases it can be the difference between medical care or none.
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To date we have placed 23,372 doctors in 80 hospitals in areas which are classed as the "most disadvantaged" electorates in Australia (based on 2020 data).
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‍Contributing to this, over the last fiscal year we have placed 247 GPs in practices & hospitals in regions classed as "underserved" due to their "critical shortage." (Based on Distribution Priority Level mapping by Australian Government showing critical shortage areas).
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As well as this we constantly strive to educate doctors on the benefits of serving these underserved communities through our marketing efforts, including allocating a portion of our brand budget each year to "rural & remote" focussed campaigns. To combat the critical GP shortage in Australia we have focussed on growing our general practice division with specialist staff and have increased the head count exponentially since 2021.

We have also invested a significant amount of marketing budget advocating for GPs to fill roles in the areas they are most needed.

We annually administer a Lifestyle Satisfaction Survey to understand and improve our doctors' well-being. This survey gauges our effectiveness in enhancing their lifestyle, mitigating burnout, and allocating more personal time. To maximise participation, we donate $2 to Hand-N-Hand Peer Support for each survey response, a service providing confidential peer assistance for health professionals in Australia and New Zealand.
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Australian 2023 Lifestyle Survey:
‍ In our annual "Lifestyle Satisfaction Survey", we reached out to our locum doctors to understand the impact of our services on their lives. The results were highly encouraging, reinforcing our efforts. An overwhelming 91% of doctors reported improved lifestyles, underscoring the positive influence of our interventions. Additionally, 72% of the respondents stated they saved significant time on administrative tasks, indicating our solutions' efficacy in optimising their workflows. Importantly, 77% reported reclaiming time for activities beyond medicine, enhancing their work-life balance. Finally, 80% of the locums revealed a reduction in burnout, signalling a decline in job-related stress. These results illuminate our pivotal role in enhancing our locum doctors' quality of life, reducing admin burdens, facilitating work-life balance, and tackling burnout, reaffirming our commitment to our mission and our doctors' wellbeing.
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‍New Zealand 2023 Lifestyle Survey:
In our annual "Lifestyle Satisfaction Survey", we connected with our New Zealand locum doctors to measure our service impact. The positive results affirmed our dedication to improving their work-life balance. 83% noticed a better lifestyle since their association with us, reflecting our contributions towards their improved living. With 81% respondents reporting saved time on administrative duties, it shows our efficiency in streamlining their workflow. 76% revealed they reclaimed time for pursuits beyond their medical profession, signifying a healthier work-life equilibrium. Lastly, 81% indicated a decrease in burnout, underlining our role in mitigating work-related stress. These findings confirm our commitment to enhancing the lifestyle of our locum doctors in New Zealand, by reducing administrative burdens, enabling personal time, and addressing burnout effectively.