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Diversity, Equity and Inclusion (DEI)

Join us and bring your uniqueness to the team.

We recognize that building a diverse, equitable and inclusive environment is an ongoing journey, and while we don’t have everything figured out yet, our team is wholeheartedly committed to making concrete progress and meaningful change.

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Our Diversity, Equity and Inclusion Strategy

 

DEI definition

Diversity, Equity and
Inclusion = Belonging

DEI vision

Become a one of a kind
Ecovadian

DEI mission

Incorporate belonging
in how we work everyday

Project Goals

Equity and inclusion are a must for our team, so we foster interculturality, gender equity, well-being, accessibility for people with disabilities and long-term conditions and the sense of belonging.

Each of the priorities are looked into and addressed across these six areas.

Leadership
and management

Keep learning, lead by example
and engage in DEI initiatives.

Metrics

Measure what’s relevant to the team,
and what will foster improvement.

Communication

Keep employees and
candidates informed.

Employee-led
resource groups

Use the collective knowledge and
energy to enhance the sense of belonging.

Everyday work life
and development

Eliminate barriers to provide all
employees an equal chance of success.

Recruitment, onboarding
and offboarding

Provide an exceptional and inclusive candidate and employee experience.

Team Highlights, Commitments and Milestones

We’re a diverse team. We’ve also set ambitious goals related to equity and inclusion, and continually review
our progress to keep us moving forward.

Over 70 nationalities

Embracing this diversity of cultures, perspectives and experiences not only enriches our work but also strengthens our bonds.

Offices around the world

Our flexible hybrid working model gives the possibility to work from one of our offices. See all our hiring locations on our careers page.

An average EcoVadian is a millenial

A millennial is a person born between 1981 and 1995.

Gender representation

All employees:  56% female, 43% male, 1% non-binary
Managers: 56% female, 43% male, 1% non-binary
Executive Committee: 36% female and 64% male

Data as of December 2023

Career advancement

We offer career management programs and training for all employees, and additionally dedicated skills strengthening programs for all managers.

Coaching programs

Key contributors on management and expert paths are offered a chance to participate in programs tailored to their development needs.

Gender pay gap analysis

Throughout the year, we regularly conduct this analysis to uphold the principle of pay equity among all employees. Our goal is to eliminate any unjustified pay disparities, promptly addressing any inconsistencies identified during our reviews.

Review of EcoVadis’ offices and events inclusivity

Our Office Managers do their best to ensure a welcoming work environment, where you can focus, collaborate and take a break. They prioritize having office spaces and events inclusive and accessible.

Review of job ads’ language inclusivity

EcoVadis commits to equity, inclusion and reducing bias in our hiring processes. We also encourage candidates to apply even if they don’t fit all the criteria. We’re interested in hiring talented people, regardless of professional and educational background.

Adjusting hiring process to individual needs

We want everyone going through the hiring process with EcoVadis to feel confident that you are able to demonstrate your full potential. If you need any adjustments, including the provision of interview questions, please let the hiring team know.

Future of work and work from abroad

Our flexible hybrid working model gives the possibility to combine working from home and from one of our offices, according to one’s needs. Employees are also allowed to work from abroad up to three months per year.

Diversity, equity and inclusion survey

This voluntary and anonymous survey includes self-identifying questions and questions about EcoVadis’ work environment. The answers are essential in identifying strengths, next goals and areas for improvement.

Five employee-led resource groups

We strive to create a culture where everyone can express their uniqueness and where we constantly learn from each other. We created five groups, engaging employees around gender equity, interculturality, LGBT+ inclusion, work-life harmony and accessibility.

Training for all employees

Every new hire is requested to complete Diversity, Equity and Inclusion, and Anti-Harassment and Anti-Discrimination training in the first month of employment.

Training for managers

All managers are requested to complete additional training on recognizing and overcoming unconscious bias, leading international and culturally diverse teams, and identifying and addressing mental health struggles in their team.

Mental health and well-being platform

The external platform we’re using is a comprehensive and accessible resource for seeking support, finding connection, learning and prioritizing your well-being. It offers unlimited and free mindfulness sessions and online programs.

Unlimited psychological sessions

The same platform offers unlimited access to 1:1 sessions with psychologists and check-ins for immediate insights and tips.

Semestral well-being budget

To promote healthier lifestyles and habits encompassing both mental and physical health, EcoVadis offers each employee a dedicated budget for participation in a wide range of programs, classes, purchase of sports equipment, etc.

Training for managers

All managers are requested to complete mental health awareness training that includes different methods of supporting people in their teams.

Over 70 nationalities

Embracing this diversity of cultures, perspectives and experiences not only enriches our work but also strengthens our bonds.

Offices around the world

Our flexible hybrid working model gives the possibility to work from one of our offices. See all our hiring locations on our careers page.

An average EcoVadian is a millenial

A millennial is a person born between 1981 and 1995.

Gender representation

All employees:  56% female, 43% male, 1% non-binary
Managers: 56% female, 43% male, 1% non-binary
Executive Committee: 36% female and 64% male

Data as of December 2023

Career advancement

We offer career management programs and training for all employees, and additionally dedicated skills strengthening programs for all managers.

Coaching programs

Key contributors on management and expert paths are offered a chance to participate in programs tailored to their development needs.

Gender pay gap analysis

Throughout the year, we regularly conduct this analysis to uphold the principle of pay equity among all employees. Our goal is to eliminate any unjustified pay disparities, promptly addressing any inconsistencies identified during our reviews.

Review of EcoVadis’ offices and events inclusivity

Our Office Managers do their best to ensure a welcoming work environment, where you can focus, collaborate and take a break. They prioritize having office spaces and events inclusive and accessible.

Review of job ads’ language inclusivity

EcoVadis commits to equity, inclusion and reducing bias in our hiring processes. We also encourage candidates to apply even if they don’t fit all the criteria. We’re interested in hiring talented people, regardless of professional and educational background.

Adjusting hiring process to individual needs

We want everyone going through the hiring process with EcoVadis to feel confident that you are able to demonstrate your full potential. If you need any adjustments, including the provision of interview questions, please let the hiring team know.

Future of work and work from abroad

Our flexible hybrid working model gives the possibility to combine working from home and from one of our offices, according to one’s needs. Employees are also allowed to work from abroad up to three months per year.

Diversity, equity and inclusion survey

This voluntary and anonymous survey includes self-identifying questions and questions about EcoVadis’ work environment. The answers are essential in identifying strengths, next goals and areas for improvement.

Five employee-led resource groups

We strive to create a culture where everyone can express their uniqueness and where we constantly learn from each other. We created five groups, engaging employees around gender equity, interculturality, LGBT+ inclusion, work-life harmony and accessibility.

Training for all employees

Every new hire is requested to complete Diversity, Equity and Inclusion, and Anti-Harassment and Anti-Discrimination training in the first month of employment.

Training for managers

All managers are requested to complete additional training on recognizing and overcoming unconscious bias, leading international and culturally diverse teams, and identifying and addressing mental health struggles in their team.

Mental health and well-being platform

The external platform we’re using is a comprehensive and accessible resource for seeking support, finding connection, learning and prioritizing your well-being. It offers unlimited and free mindfulness sessions and online programs.

Unlimited psychological sessions

The same platform offers unlimited access to 1:1 sessions with psychologists and check-ins for immediate insights and tips.

Semestral well-being budget

To promote healthier lifestyles and habits encompassing both mental and physical health, EcoVadis offers each employee a dedicated budget for participation in a wide range of programs, classes, purchase of sports equipment, etc.

Training for managers

All managers are requested to complete mental health awareness training that includes different methods of supporting people in their teams.

Employee-Led Resource Groups

At EcoVadis we are dedicated to fostering a culture where everyone feels empowered to express their uniqueness and find or offer support, if needed. Our employee-led resource groups are instrumental in this endeavor.

These groups play a vital role in harnessing collective energy and promoting continuous learning. By working together, we aim to create an environment where every individual feels valued and respected.

EVMEDLEY

offering space for intercultural knowledge sharing and dialogue

ECOBALANCE

promoting the importance
and ways to manage
mental health

WO-MEN

empowering people
of all genders in their career 
choices and opportunities

ECOCARE

co-creating work experience tailored to the needs of people with disabilities, impairments 
or medical conditions

RAINBOVADIS

fostering a safe environment 
for people of different sexual orientation, gender identity 
and expression

What Our Teammates Are Saying about DEI

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EcoVadis does not discriminate based on race, religion, color, national origin, gender, sexual orientation,
age, disability, veteran status or any other protected category.

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