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FAQ

Frequently asked questions

• Why are diversity, equality, and inclusion (DEI) important to you?

  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.

• What equality measures have you implemented so far?

  To emphasize just two initiatives:

  Diversity, Equity and Inclusion (DEI) role

  Raidboxes has a Diversity, Equity and Inclusion (DEI) role. They do not report directly to a manager, 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 or disadvantaged groups when it comes to equality and safety in the workplace.

  Flex30 part-time model

  Parents and employees who have a 30-hour working week due to childcare or other caring 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.

• What else do you do to promote an inclusive team culture?

  Two examples from a larger number of initiatives and guidelines:

  Raidboxes Code of Conduct (CoC)

  Our Code of Conduct summarises the values we are committed to as a team in a comprehensive document. It forms the cornerstone of our corporate 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 possible violations with a clear focus on protecting employees.

  Monthly 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 all conduct an anonymous survey of all team members at Raidboxes every month.
  The ability to provide anonymous feedback can open an important channel for employees who would otherwise struggle to make their voices 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.