Diversity, Equity, Inclusion & Belonging at Work.Life
Our aim is to create a workplace where people from different backgrounds can join, contribute, develop and feel that they belong.
Our DEIB Philosophy
At Work.Life, diversity, equity, inclusion and belonging are connected.
Diversity describes who is represented in our team. Equity is about whether people have fair access to opportunities, support and progression. Inclusion is the everyday experience of being respected, heard and able to contribute. Belonging is what happens when those conditions are consistently present: people feel secure, accepted and part of the community.
Our philosophy is simple: we achieve meaningful diversity by increasing inclusion, belonging and equity.
We do not recruit people to satisfy a demographic target. We focus on building fair processes and a working environment in which people from different backgrounds can join, contribute and succeed. Over time, diversity should be the outcome of doing those things properly.
How it Shows in Recruitment
Our priority is always to appoint the person whose capabilities are the strongest match for the role and our business goals. Our responsibility is to make sure everyone has an equitable opportunity to demonstrate those capabilities.
In the last year, 25 roles attracted approximately 6,250 applications from candidates representing more than 40 nationalities and a wide range of ethnicities, religions and beliefs. We see that breadth as evidence that fairer recruitment can widen access without compromising the standard of hiring.
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Language Decoder
We review job adverts for language that could discourage particular groups from applying. Applications are anonymised before they are assessed, removing information such as names and gender from the initial review. Everyone interviewing for the same role is asked the same core questions and assessed against the same criteria.
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No Bias
At least two people participate in each technical interview stage, reducing the influence of one person’s assumptions or preferences. Members of our People team involved in recruitment are trained in diversity and inclusion.
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No AI
We use technology to support the administration and consistency of recruitment, but AI does not decide who progresses. It does not screen CVs or make hiring decisions on our behalf. It does not interview people by itself. People remain accountable for assessing people.
How it's Lived Day-to-day
Belonging at Work.Life is built through hundreds of ordinary interactions: whether managers listen, whether different opinions are respected, whether events are accessible, whether opportunities are shared fairly and whether people can raise a concern without fearing that it will be held against them.
Our value, It’s Personal, recognises that everyone arrives at work with a different life, identity and set of responsibilities. And while some roles are more flexible than others, we apply equitable principles across all.
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Thoughtful Policies
The policies and frameworks that shape working life at Work.Life are designed to be applied consistently. At the same time, equity does not always mean treating everyone identically. People may need different forms of flexibility, accessibility or support to participate on equal terms.
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Offering Support
We encourage from the early-doors to disclose support needs for a disability or health condition; we are also prepared to provide flexibility around childcare, consideration of religious or dietary requirements, or simply creating enough psychological safety for someone to explain what they need.
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Flexibility
This is particularly important for working parents and carers, disabled and neurodivergent colleagues, and people managing physical or mental health conditions. Flexibility alone does not create equity, but thoughtful flexibility can remove barriers that would otherwise prevent good people from progressing or remaining in work.
Belonging & Connection
Our team works across different spaces, functions and locations. Belonging therefore requires more than having a positive relationship with the people immediately around you.
Quarterly gatherings, team events organised by our Culture Club, One Work.Life Thursdays, shared Slack spaces and regular company communication create opportunities for people to meet beyond their usual teams. Our Talent Marketplace also gives employees greater visibility of internal opportunities and ways to contribute outside the boundaries of their current role.
Feedback & Action
We regularly invite people to tell us about their experience through engagement surveys, anonymised feedback channels and direct conversations with managers and the People team.
Many people described the culture as open, welcoming and supportive. Some also told us where their experience has not matched our ambition, including around psychological safety, representation, accessibility, pay and progression.
We will not use positive results to claim that everyone has the same experience, and we will not treat difficult feedback as a contradiction of the culture we are trying to build. It shows us where culture is working and where greater attention is required.
Our jobs
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Head of SalesSales · HQ · Hybrid