At Permutive, we’re taking a thoughtful, intersectional, long-term approach to diversity, equity & inclusion. We care deeply about creating an inclusive work environment that allows everyone to flourish, and we are taking continual action to progress in that direction.

The following is an outline of efforts we have already made towards becoming a more inclusive company, as well as some insight into what we are actively working on now.

If you have questions about diversity, equity, or inclusion at Permutive or you would like to provide feedback or suggestions, we'd love to hear from you: email our people team at [email protected].

A selection of examples where we have already taken deliberate steps towards inclusion:

Hiring: Gender-inclusive wording in our job ads; transparent salary ranges; we don’t require specific experience that privileges higher socio-economic backgrounds; we are deliberate in our sourcing efforts; we take a structured interview approach when screening candidates which is proven to reduce bias; varied interview panel; we work directly with organisations like Coders of Colour and SheCanCode.

Socials: Rarely alcohol-oriented; designed to be inclusive; fully optional; we avoid activities that require a minimum level of physical ability or fitness.

Benefits: We provide significant paid vacation and sick leave (for both mental and physical health); flexibility on working hours and work-from-home; generous parental / adoption leave; mental health support.

Comp: A fixed salary structure (reduces risk of ethnicity & gender pay inequality); discursive levelling (reduces risk of under-levelling minoritized groups)

Events: We only host or contribute to events where the line-up is at least 50% female and at least 30% people of colour. Events need to be multigenerational too. For this, we follow the guidelines set by D.I.C.E. - Diversity & Inclusion at Conferences and Events (https://www.getdice.co.uk/).

Disability Confident Committed: The Disability Confident scheme is about creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. We are currently Disability Confident Committed and working towards becoming a Disability Confident Leader. https://www.gov.uk/government/publications/disability-confident-aims-and-objectives/disability-confident-aims-and-objectives

Job Adverts Visibility: Every new vacancy at Permutive is automatically posted on Evenbreak in order to ensure our opportunities are visible and accessible to people with disabilities.

What we’re working on:

• Creating a comprehensive, robust DEI policy.
• Setting up listening sessions to hear from our employees about their experiences at Permutive, their concerns, and areas where they feel greater focus on inclusion is required.
• Establishing (compensated) diverse working groups that we can pull in to provide a challenge for each area of the people experience at Permutive, and to provide input on other areas across teams.
• Revisiting our anti-harassment policy & training to ensure that microaggressions and other forms of discrimination are explicitly covered.
• Developing & delivering a mandatory inclusion training curriculum, including additional modules for interviewers and for managers.
• Each team is making commitments on diversity, equity & inclusion within their practices.