EQUALITY
AT ONEFIFTY
We are here to create what comes next – and that means we have to drive wider change, in part through how we operate as a business.
Equality is a key component of this.
We believe our actions will speak loudest in this area – but have summarised our approach and selected examples of these in practice.
PRINCIPLES AND PRACTICE
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Principle 1
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We are all responsible for ensuring equality of opportunity.
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How do we live it?
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Living it daily, challenging ourselves and others to meet these principles.
Principle 2
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We discuss issues around equality.
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How do we live it?
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In public – We provide employees the freedom to discuss issues around equality in a public space – openly in the office, through open team or one-to-one meetings, or on their individual social media platforms (excluding internal company discussions)
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In private – Every employee has the right to disagree/agree with a cause/religion/matter and we support them having the conversation, respectfully)
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Principle 3
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Actions matter as much as words: what we do is key.
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How do we live it?
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Vendor vetting
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We review policies before signing to identify mutual equivalence of values/approach
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Hiring policies
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What we look for: We have clear criteria as to what we are identifying for in talent, which are behaviour and competency-driven
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How we find them:
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Entry-level recruitment is primarily conducted via LinkedIn and therefore open to all
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Experienced hires are often (not always) through recruiters
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We brief to ensure recruiters understand the above criteria we look for
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They select with these principles/approaches in mind
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We encourage them to send “atypical choices” to calibrate their judgment of our system/preferences
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How we select:
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We have a range of people who meet and assess candidates to get different perspectives.
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We provide the opportunity to meet/discuss life at Onefifty with your peer group
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People policies
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Employee feedback / performance frameworks conducted anonymously and with third-party provision
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Access/engagement with management consistently
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How we engage with each other
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Open communication: public slack channels are our primary mode of communication to ensure that everybody has the opportunity to be heard and listened to, by everyone
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Monthly team meetings: a forum for discussions within the team around key topics
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Monthly catch ups: a place to discuss more sensitive topics that people might not be comfortable discussing with everyone, as well as access to catch-ups with line manager if needed more urgently
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Team lunches and socials: designed with inclusion in mind
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Daily interaction: we talk together as people, not our job roles. We have informal relationships with each other, which are not reflective of the hierarchy
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Who we work for
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We expect all clients to treat our staff with the equivalence of standards we would
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Longer-term:
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Pay/diversity data transparency: we believe we need to hit a greater minimum size of employees before this is possible, to avoid breaching individual confidentiality, but are committed to doing so as soon as possible
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Principle 4
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Ability and effort are what should dictate your outcomes, not access to initial opportunity.
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How do we live it?
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Meet the team and see their individual progress.
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This is an iterative and ever-evolving area, as we grow as a business, and these principles, and practices were produced by, and discussed with, the team as a whole.
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Sound good? Work with us.