<aside> 🌈 In October 2023, our team:
Omnipresent was started with the mindset that we would remove barriers of employing people, enabling them to be employed anywhere, creating new employment opportunities for a wide range of people. We recognise that systematically there are different barriers for different, diverse groups. We also recognise that we are all biased and that this can negatively affect those groups. We see that next to creating a diverse workforce, we also need to be inclusive to this workforce, and provide equal opportunities for all.
We encourage anyone to question our actions and to challenge us to become more inclusive wherever they see room for improvement.
Here’s some examples (and not an exhaustive list!) of how we do this throughout the employee lifecycle:
We are constantly investigating various communities, such as Women in Tech to support gender diverse applications, and coding academies to support applications from candidates changing careers into Engineering and various socio-economic backgrounds. We actively source candidates from all around the world.
We ensure all of our partners focus on delivering a diverse shortlist of candidates, and include a statement about our commitment to DEI on all adverts.
Everyone at Omnipresent who is involved in interviewing is invited to join one of our monthly interview training sessions. This covers the basics, but also dives into DEI, unconscious biases, and being consciously unbiased - these sessions are discussion led, with opportunities to learn about combatting these, and ensuring fair selection processes.
We don’t have fixed working hours. We trust everyone to do their work, how and when they need to. This means you might start later in the day to do the school run, or take a break for a dog walk - you are trusted to do what you need to do. You don’t need to ask permission, just book your calendar for the hours you are available, and make sure to snooze notifications when you’re not online!
Our parental leave policy covers the vast majority of the world in that we generally offer more than what is statutorily available from the Government. In a few countries, there may be additional specifics or higher minimums. Our policy entitles you to whichever is more generous of the two. For those who have been employed by Omnipresent for 12 months by their due date, primary caregivers are entitled to 26 weeks fully paid parental leave. This includes adoption and surrogacy. We also offer enhanced leave for secondary caregivers, of 8 weeks at full pay.
Everyone at Omnipresent is given equal opportunities to further develop their career and skills, whether that be internal mobility to pivot into a new role, follow a subject matter expert path, or move into a leadership position. We use department-based career progression frameworks that allow our leaders and employees to track their performance throughout the year with performance & self-reviews that happen in Q2 and Q4 each year.
In order to make sure that we pay fair and equitable salaries, we receive salary data from a well-respected online compensation comparison tool with a specific focus on venture-backed companies in the tech industry and include compensation data from over 3,000 startups twice per year. Other than paying fair compensation, we also want to make sure that your salary is competitive for your experience, role, and location. It's important to note compensation benchmarking is both art and science and we use as many data points as possible to build a fair and inclusive picture.
We provide support through a number of forums - our Employee Resource Groups (ERGs) for Parents, Pride and Wellbeing, as well as DEI more broadly. We provide Mental Health & Wellbeing services through Plumm. We also have a number of trained Mental Health First Aiders.