The goal we’ve set out to achieve is a lofty one: to eliminate the healthcare interoperability problem. That’s why we need the best minds working together. The brightest collaborators. The most passionate problem solvers. We know we can’t do this if we’re all alike. It’s going to take a special team that’s committed to welcoming each others’ ideas so we can work well together.
At Redox, we strive to create an environment where every team member can thrive. It is fundamental to our success that every Redoxer, from every background, identity, and circumstance, feels like they belong and can contribute. We actively choose to build a safe environment where Redoxers can show up authentically so that we can all act with confidence and perform at our highest levels, both individually and collectively. Diversity and inclusivity aren’t just buzz words to us—they’re a celebration of the unique points of view that make us stronger.
Our goal of improving the healthcare experience requires examining solutions from multiple perspectives. Why does that matter? Because at its core, healthcare is incredibly personal and affects people of every background.
As we build our team, we’re intentionally selecting contributors who can help us see the problems and their solutions from all angles. We’re doing this by diversifying our recruiting pipeline, asking questions—and listening to answers organization-wide, maintaining transparency, and making sure everyone feels welcomed and supported. It’s our vision that Redox will be known as an open and inclusive organization that not only attracts but supports and celebrates individuals of all backgrounds, abilities, and orientations.
Director of Sales
We know the goals we set for Redox aren’t easy, but that just inspires us to work harder and more creatively to reach them anyway. We survey our team and track progress to make sure we are living up to our intentions.
In January of 2019, we set our first company diversity goal around gender balance. We were excited to work towards a more balanced team. By the end of 2019, we grew our non-male identifying Redoxers from 23 to 38%. We expanded our diversity goals in 2020 to include ethnic minority and age distribution balance. We experienced a hiring freeze in 2020 as a result of the pandemic, which significantly slowed our progress toward these goals. Our numbers today tell us that there’s much more work to be done, and now that we’re back in hiring mode we’re eager to move full steam ahead. In 2022 we are investing in our data by making sure we expand the diversity of our candidate pipelines and fully understand the hiring decisions we make from there. We’re committed to building a diverse community of Redoxers at every level to help contribute to this work alongside a dedicated DEI Leader to help guide our efforts.
Our Code of Conduct establishes norms for how we work together. It sets baseline expectations required to make Redox a positive, inclusive, and growth-oriented environment for all Redoxers.