We believe that when people of different experiences and perspectives work together, we make better decisions and better software. That’s why we’re working hard to create an environment where all feel safe to be their true selves. You can find out more here about how we live our commitment to diversity, equity and inclusion.
All of our people policies have been reviewed by Stonewall and Inclusive Employers to ensure that they conform with best practices.
Our Transitioning at Work policy supports any of our people who are on a transitioning journey or experiencing gender identity issues. Transition journeys are unique and personal, so our approach is led by and tailored to each person’s needs. Our wide-ranging support covers areas such as paid leave for appointments and counselling (exempt from any absence management), and the updating of HR records to match a person’s new name and gender without a link to their former name.
At Scott Logic, we’re committed to supporting our people when they embark on their journey into parenthood and beyond. We have a range of inclusive policies that are designed to support everyone, regardless of sexual orientation or gender identity and expression, covering maternity and paternity leave, as well as leave for IVF, adoption and surrogacy. Find out more.
Through this policy, we ensure that all individuals are treated with dignity and respect and that our working environment is free from discrimination, victimisation and harassment. It also helps ensure that all decisions on recruitment, selection, training, promotion, career opportunities, terms and conditions of employment, etc., are based solely on objective and job-related criteria.
We are a Disability Confident Employer, certified by HM Government. This means we have been identified as an employer committed to diversity and inclusion. This certification acknowledges our understanding of disability, which has resulted in a truly inclusive recruitment process and workplace practices.
Research has consistently shown that diverse teams outperform homogeneous ones. Shikha Nandal explains how diversity & inclusion breed innovative problem-solving and help you meet the needs of clients, not just meeting your social obligation.
Shikha Nandal
Inclusivity and accessibility in software development are key to removing potential barriers for users. Doro Hinrichs and Oded Sharon attended a panel discussion and workshop on Creating Accessible Digital Experiences, and they share their insights on factoring accessibility into all stages of product development.
Doro Hinrichs
UX designers should put ALL users at the heart of design. Mark Wallace explains how you can integrate neurodiversity considerations into a fully inclusive design process.
Mark Wallace
Our D&I Ambassadors are volunteers from across Scott Logic who champion and influence the embedding of diversity and inclusion in all areas of the company. They collaborate on company-wide initiatives and also work at a local level to advocate and help promote inclusive behaviours and activities.
We celebrate key moments in the D&I calendar throughout the year, including Black History Month, LGBTQIA+ History Month, Pride, Women’s History Month and International Women’s Day – coming together to celebrate, commemorate and inspire each other to be better allies and enhance the inclusivity of our workplace.
We provide mentorship, coaching and encouragement to support underrepresented voices in the Scott Logic community to find expression through writing blogs and giving talks. We also organise regular talks, both internally and externally, to amplify diverse histories and influence change – you can find examples of these below.
We provide education and awareness-raising opportunities throughout the year with formal training on topics such as allyship, inclusive recruitment and unconscious bias, and informal sessions including lunch & learn events.
Find out more here about careers at Scott Logic.
