Making sure our environment is safe, and everybody feels like they belong is important. Words are not enough, and practical, pro-active steps have to become part of our every day.
We appreciate that asking for accommodations during the interview process is daunting, and the responsibility is on us to build your trust in us.
You do not need to tell us why you are requesting accommodations. If you haven’t requested accommodations in your application, please email firstname.lastname@example.org to request them.
What are examples of how we work towards inclusiveness & belonging?
The standards we set in our internal policies.
Our day to day working style (which includes taking breaks!)
How to support neurodivergence in the workplace with remote and async work | Remote
And what we prioritise as a company.
What does our recruiting team already do?
- invite all applicants to share their demographic information through an optional self-identification survey. As an equal employment opportunity employer, it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences - this data will help us to stay accountable. It’s important to note that all answers/data will be anonymous and not tied to the candidates profile.
- run a candidate feedback survey and share the results publicly
- published our advice when it comes to interviewing at Remote
- hire for values alignment & culture contribution not culture fit
- before we advertise a position we create a job description with input from the Hiring Manager, Recruiter, and People Partner
- limit the requirements section on adverts based on research that women are more likely to self select out of jobs
- everybody who is part of the interview process at Remote attends our internal training which includes educating them on unconscious biases and how to combat them
- adverts are run through a gender decoder based on research that masculine coded adverts cause less women to apply