"Diversity, Equity, Inclusion & Allyship" is more than just a company mission; it's our overarching strategy and the daily actions we take to foster workplace diversity. Within this framework, we acknowledge both the structural and systemic dimensions of DEI&A efforts, while underscoring its equally vital individual and collective aspect. Every day, each one of us brings a collective attitude towards making our workplace more diverse, equitable, and inclusive.

Our commitment lies in cultivating a culture and work environment where the richness of our differences is celebrated, where respect and fair treatment are the norm, and where work-life balance is valued. This journey towards a more inclusive culture is a continuous effort, a process in which we all actively participate. We recognise that there is a long way still ahead of us, and we understand that the work of DEI&A is ongoing—there is no "finish line."

This page serves as both a testament to where we want to go and a declaration of our actions to reach them. It's a dynamic reflection of where we envision ourselves and the steps we're taking to get there.

🌻 How do we define Diversity, Equity and Inclusion. And why did we add Allyship?

• Diversity -  refers to all aspect of human differences in the workplace
• Equity - is creating the structures and processes that enable people to have the same outcome. Equity is not the same thing as equality. Difficult to say it better than Whereby : “If equality is giving everyone the same, equity is giving people what they need to have the same experiences.”
• Inclusion - refers to being intentionally inclusive of the diversity that you have within your teams through the creating of an environment that respects and values diversity. Vernā Myers : “Diversity is being asked to the party, Inclusion is being asked to the dance.”
• Allyship - being an ally to someone is an important aspect of DE&I because it highlights the individual and collective effort. It’s the act of supporting and advocating for individuals or groups who face systemic inequalities and challenges, even when you are not directly affected by those issues. It involves creating a safe and inclusive space, being aware of the experiences of marginalised individuals, actively listening, and taking action to address and dismantle inequality.

💜 At Tailwarden, DEI&A is closely linked to our values.

• We care, and we support each other.
• Open Source & Open Collaboration.
• Trust & Transparency.
• Collective success.

💡 Where we are at in terms of DEI&A ?

As a young company, we are still at the beginning of our DEI&A efforts.

• On the entry level, we have a structured interview process with a sensibilisation to cognitive bias. We offer candidates to be paid for their technical challenges to acknowledge the fact that certain candidates might need to pay for a babysitter, for example.
• We offer flexible working hours so that people with different situations can adapt accordingly. We rely on async communication as much as possible, so that Wardens can truly be flexible.
• We have a perks & benefit policy that is guided by the strategy of *equity in outcome.*
• In order to give Wardens a space and to encourage an ongoing feedback loop, we have monthly feedback sessions.
• We have one employee resource groupe called “The neuroverse”. More employee resource groups are welcome !
• We offer female flexibility days for Wardens that need them.
• We have a “harassment alert procedure” through our partner Moka Care. We have a zero tolerance policy when it comes to discrimination or harassment.
• We use simple english in all circumstances so that everyone can understand what is being said and communicate

❓ How do we plan to move on?

DE&I is an ongoing, company wide effort. Which is why we want to take on one or two DE&I initiatives per quarter (depending on the complexity).