Texere Publishing, incorporated 2012, has a bold mission: to redefine the concepts of content and community within scientific, technical, and medical markets (STM). They have a creative and innovative culture where they place our employees at the heart of everything and would want to celebrate their success.

During 2021, Texere Publishing implemented a range of initiatives which included a Performance Engagement Process (PEP), enabling individuals to achieve 6% of their salary and contribute to personal and business growth. They introduced Continuous Professional Development (CPD) encouraging employees to undertake learning and development initiatives. This has seen a significant increase in prior years, with all employees engaging in L&D activities, from qualifications such as Prince2, Lean Six Sigma, AAT, ACCA, MBAs, apprenticeships, along with bespoke leadership courses. Importantly, they focused their efforts on Wellbeing and provide training on Managing Health and Wellbeing which helps everyone to understand their own and others health. Texere Publishing’s commitment and pro-active approach to wellbeing resulted in the company achieving the Wellbeing Index (Bronze) by Mind in 2021.

The additional training is making a significant impact on the organisations – it has resulted in people working collaboratively. Not only is this supporting the direction of the business but is also making a significant impact on the individual, giving them more confidence, a positive outlook, and a purposeful mindset. Furthermore, to identify skills gaps, HR have implemented a wide range of Thomas International assessments such as the Personal Profile Analysis (PPA), and Emotional Intelligence (TEQui) which has helped individuals gain a more in-depth understanding of their own and their teams’ behaviours.

Texere Publishing established an employee forum in 2021 enabling employees to contribute and have meaningful discussion regarding their culture, approaches to health and wellbeing, our values and diversity in the workplace. Equality and Diversity training is mandatory, and they believe this supports an open and transparent culture. They have a diverse workforce and actively promoted individual difference.

Their culture and the initiatives they have introduced are contributing to a happy, engaged, and productive workforce. The PEP process enables everyone to share in their own achievements but also the company success. The L&D initiatives are supporting the development of talent within the business and helps to identify the next generation of leaders. The focus they have placed on our team has not only been recognised by achieving Investors in People (Silver) but it is contributing to individuals and the company reaching their full potential.

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