Only with a diverse and inclusive team that feels a sense of belonging every day will we reach our vision of making contracts more human.
The impact of diverse workplaces on business success has been measured extensively for decades – they outperform and they are more innovative. Anyone who still contends that point isn't looking. But let's go there.
Apart from it being the morally default thing to (1) create a workplace that is broadly representative of the population and then (2) live a culture of belonging that provides fair opportunities for that workplace, there are strategic considerations to be made that distinguish a successful company.
If you want to skip the definitions, head directly to what we're doing for:
We're planning to add more pages like these for LGBTQ+, neurodiversity, disabilities, ethnicity and others.
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We will miss things. There will be blindspots that we won't know about unless you tell us. As with the rest of this handbook, use the comment function (cmd+shift+M) to flag anything you believe is wrong or missing and we'll address it.
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We hire people by evaluating how their abilities fit the role, how their values add to our team's cognitive diversity and what motivation they bring to Juro. We are an international team, operating over two European office hubs with several different cultures incorporated into our teams along with an abundance of languages spoken.
As an equal opportunities employer, we don't discriminate against employees or any candidates on the basis of gender identity or expression, sexual orientation, religion, ethnicity, age, neurodiversity, disability status, citizenship, or any other aspect that makes them unique. We recognise that differences in physical ability, thinking style and background enhance and educate our work environment and are constantly looking for ways to empower this.
But that's just basics. Ultimately, the aim is for our team to be truly representative of all sections of society and for each employee to feel respected and able to give their best.