Become part of the team!

Diversity promotes innovation, equality and inclusion promote diversity. 

There are numerous studies on the value of diverse teams, but this one stands out for us: Deloitte's 2018 global CIO survey illustrates that companies with inclusive cultures 

• twice as likely to meet or exceed their financial targets than other companies,
• are three times as likely to be efficient, 
• six times more likely to be innovative and agile and 
• eight times more likely to achieve better business results. 

For us, diversity, equity and inclusion (DEI) is not a debate, but a business necessity.

To highlight just two initiatives:

Election of the Equal Opportunities Officer

According to German law, this is always a woman, and only women may vote by secret ballot.

Equal opportunities officers at Raidboxes are elected for a term of four years. They do not report directly to managers, but are authorized to implement equality measures independently of other company objectives. They also advise People Operations and Culture Care and are the general point of contact for women when it comes to equality and safety in the workplace.

Flex30 part-time model

Parents and employees who have a 30-hour week due to childcare or other care responsibilities can flexibly increase their working hours to 40 hours whenever this fits in with their family's schedule and receive their usual hourly rate for these additional hours.

Employees can normally reduce their overtime flexibly in the form of compensatory time off. It is also possible to switch from full-time to part-time work. But we have recognized that part-time work is not always just a matter of preference, especially for parents with younger children (and especially mothers). Some parents prefer to work full-time if their childcare commitments allow it. That's why we pay them the same as full-time employees during the times when they can and want to work more.

Two examples from a larger number of initiatives and guidelines:

Raidboxes Code of Conduct (CoC)

Our Code of Conduct summarizes the values we are committed to as a team in a comprehensive document. It forms the cornerstone of our company culture, to which we commit in our daily interactions. New team members are briefed on the Code of Conduct on their first day at Raidboxes. Violations can be addressed directly or, if desired, through a specific role within the company. 

We take issues with the Code of Conduct very seriously and investigate potential violations with a clear focus on protecting employees.

Bi-weekly anonymous pulse survey

Giving open feedback and putting it into action are crucial techniques for fostering an inclusive, agile team culture. In addition to regular one-on-one meetings, we conduct an anonymous survey of all team members at Raidboxes every two weeks. 

The ability to provide anonymous feedback can open an important channel for employees who would otherwise find it difficult to be heard in a group situation. Based on the survey data, we were able to prioritize and implement a number of HR-related initiatives and improve our Employee Net Promoter Score (eNPS) from 34 to 72 within six months.