To create a more diverse and inclusive workplace, where everyone can be their best self.
10% of GoCardless people identify as LGBTQ+, compared to the UK benchmark of 4% (sources: ons.gov.uk; internal survey May 2019).
When it comes to nationality, we’re more diverse than most, with over 35 nationalities in our team, from Algerian to Vietnamese.
23% of our senior leaders are women – a little higher than the UK (19%) and Fintech (17%) averages (sources: ons.gov.uk; internal data September 2019).
At the moment, we’re under-represented in ethnic groups including Black/African and Asian/Asian-British.
However, we have seen increases in ethnic representation in employees who identify as Black/African (+2%) and Mixed ethnicity (+4%) in our yearly internal survey, comparing May 2019 to May 2018.
(source: internal survey May 2019)
We have some work to do on gender diversity. We’re above the UK average for women in leadership, but behind UK averages for total percentage of women at GoCardless and women in tech roles.
Since September 2018, the overall representation of women at GoCardless has increased 4%; 8% for women in Tech; and 4% for women in leadership (Director level and above).
(source: internal data September 2019)
Through changing the way we hire, make policies and support employees from under-represented backgrounds, we hope to become a more diverse team by 2020. We’re setting specific targets for improving gender diversity – take a look at our commitments below.
From learning how to spot common bias to understanding how under-represented groups might experience work differently, we’re shining a spotlight on diversity in the workplace.
To build a diverse team we need to improve how we hire, from tackling bias in the interview process to looking at how and where we promote our open roles.
We’re introducing leadership and mentoring programmes for under-represented groups to encourage mobility within GoCardless.
From parental leave to performance to health and wellbeing, we’re making sure our policies are fair and inclusive.
According to benchmarks, we have more women in our team than the average UK FinTech, but we still have work to do. By 2020, 45% of our team will be women, bringing us in line with the UK average overall.
By 2020, 18% of our tech roles will be filled by women, bringing us in line with the UK average. Since September 2018, we've increased the women in engineering representation from 5% to 11%.
We have a little way to go to achieved our target of women in leadership, particularly as our team grows.
Diversity is important to both our culture and our mission. Only with a diverse team, will we be successful in enabling customers to process payments from anywhere, to anywhere, in any currency.Carlos Gonzalez-Cadenas, CPTO