As an ambitious digital studio, we develop products that meet the needs of a wide range of users. To understand these needs, we’re actively searching for ways to shine a light on our blind spots, whether it is in the products we want to build, the problems we like to solve, or the company culture we try to create. We believe this can only happen if we work towards a diverse and inclusive working environment – together.
The lack of diversity and inclusion in our industry is not something that can be solved easily. It requires a cultural shift, which will not be an overnight success. To start the work as a group, everyone needs to feel included in that group. As smaller parts of a bigger whole, we define the direction of our company together. We want you to feel like you belong, and invite you to bring your entire selves to work every day. Regardless of your identity, experiences and beliefs.
We believe that fostering a working environment that embraces differences will make us more flexible to the rapid changes in our industry. A diverse team will help us recognise the unmet needs of users and clients, leading to more creative and innovative solutions for the complex problems we're trying to solve. Our ultimate goal is to unite a diverse group of people who are able to communicate across their differences and work closely together in an inclusive workspace. To make this happen, we need to move away from passive tolerance and work towards a pro-active approach. That’s the only way we can make a change – within the company and the industry at large.
This guide is not the final outcome of our mission, but a starting point of an ongoing conversation and iterative process. Your input is highly needed to move into the right direction as a group.
Code of Conduct
This code of conduct applies to interactions in different areas of our shared professional lives – in the online spheres we work in (including but not limited to Slack and social media platforms), across the offices, and at all events hosted by B&B.
B&B should be a friendly workplace where everyone feels welcome and safe, be it during a project, in a meeting, or during a get-together. As a company, we embrace a diverse and inclusive culture and are committed to providing fair opportunities to all, regardless of gender identity, race, sexual orientation, disability, age, religion or any other aspects of appearance or background.
Everyone is required to be friendly and respectful; harassment or bullying in any form has no place at B&B. This includes offensive verbal comments, deliberate intimidation, stalking and following, photography, audio or video recording against reasonable consent, sustained disruption during meetings, inappropriate physical contact, and unwelcome sexual attention. Harassment does not need to be recognised as unwanted or unwelcome by anyone other than the person being harassed. People asked to stop any harassing behaviour are expected to comply immediately. Anyone violating these rules may be sanctioned.
If you are being harassed, notice that someone else is being harassed, or have any other concerns, please reach out to our People and Culture team on Slack. They are there to talk to you remotely or in person about the problem and can help you figure out what steps to take. You can share your concerns about small violations with them, but they will also be there in situations where more drastic action needs to be taken. In all cases, they will make every effort to stay in clear communication with you, maintaining confidentiality whenever possible. Depending on the severity and urgency of a particular issue, they may need to share the report with others. When this is necessary, you will always be kept in the loop about the progress.
Depending on your comfort level and the severity of the situation, here are some other things you can do when something goes wrong:
Address the situation directly. If you’re comfortable bringing up the incident with the person who initiated it, pull them aside to discuss how it affected you. Be sure to approach these conversations in a forgiving spirit: an angry or tense conversation will not do either of you any good. If you’re unsure how to do so, try discussing it with the people around you first — they might have some advice on how to make this conversation happen.
If you’re too frustrated or feel too uncomfortable to have a direct conversation, there are a number of alternate routes you can take.
- Talk to a peer. Your colleagues are likely to have personal and professional experience on which to draw that could be of use to you. If you have someone you’re comfortable approaching, reach out and discuss the situation with them. They may be able to advise on how they would handle it, or direct you to someone who can.
- Talk to your project manager or team lead. They probably know quite a lot about the dynamics of your team. They may also be able to talk directly to the colleague in question if you feel uncomfortable or unsafe doing so yourself. Finally, your manager will be able to help you figure out how to ensure that any conflict with a colleague doesn’t interfere with your work.
In creating this code of conduct, we were inspired by the Vox Code of Conduct.
For a more detailed overview of definitions, see this glossary of terms we’ve compiled over the past few months.
Equality vs Equity
Social groups (or identities)*
Deep sea divers*
Diversity is often described as an iceberg. We differ from each other because of our characteristics. Some of them are immediate and obvious, like our biological sex or physical ability, while others are hidden under the surface, like our mental health, value systems, or gender awareness.1 To understand our differences, we invite you to be deep sea divers. Dare to look beyond appearances, and be curious! Not only to be a nice and approachable person, but even more to broaden your own perspective. As people, we’re continuously growing, both on a personal and a professional level. Embrace these changes – in others and yourself.
No matter who you are, implicit bias is real. We all come from different backgrounds and are shaped by different experiences. It’s hard to recognise our implicit biases or cultural blind spots, as they are deeply embedded into our brains. These biases don't always indicate “wrong” or “bad” intentions, they are part of us being human. That doesn’t mean the concept and existence of biases absolves any form of discriminatory behaviour. It takes time and effort to change our brains and systems, but we believe we’re all capable of using our critical skillsets to override our biases.
Open communication is what we all thrive on. We encourage you to speak up, bring your own ideas to the table and initiate discussions about the things you care about. We also know that making your voice heard is not always easy. Make sure to give room for others to speak. Be respectful and including towards those who have a smaller voice. Be critical and honest, but always in a constructive way. We build things together – an inclusive culture is one of those things.
We all love good conversations. Meetings, however, often tend to turn into black holes in which time seems to tick more slowly – especially when the same people keep on hijacking the conversation. Be aware of interruptions, and point them out. Consider sharing the discussion points beforehand so everyone can prepare themselves. Don’t be afraid to ask ‘dumb’ questions or state the obvious – there’s no such thing. We work on complex projects, and explaining what you’re doing while being stuck on a puzzle can be hard. Listen actively when somebody struggles with something, use the meeting to figure things out collectively.
Express yourself in a language that everyone understands. Speak English in meetings, on Slack or at the lunch table. Don’t be afraid to make mistakes if it isn’t your native language. Ask for clarifications if you don’t understand something. Fair chance you’ll learn some Slovakian, Lithuanian, Italian, Filipino, Russian, Portuguese or Romanian along the way. In case there are no words left: physical comedy is always an option.
Words can be very harmful, always be careful in choosing them. Remember that sexist, racist, and other exclusionary jokes are never appropriate nor funny. Also be aware that offensive language often takes the form of microaggressions — subtle put-downs which may be unconsciously delivered or received. Speaking loudly to a blind person, calling something unpleasant “gay”, or congratulating a person of colour for being articulate. Regardless of intent, these actions have a significant negative impact that slowly adds up. If you see these things happening around you, don’t be afraid to point them out.
Space as a Resource
We work in spacious, well-equipped offices that can be deployed for various causes with very little cost or effort. If you spot an initiative with good intentions but no resources – invite them over and provide them with the space they need! Want to share something about yourself? Give a talk about that obscure hobby you have, show us the documentary that has changed your life or cook that special dish that reminds you of home. We organise international breakfasts and themed movie nights across the different offices, and are keen to do more together.
We don’t believe in ladies’ rooms and despise locker room talk. Our workplace restrooms in Oslo and Bonn are gender-neutral. In Amsterdam, we share our restrooms with others in the same building.
In every office, we reserved a private space exclusively for prayer, meditation, breastfeeding and/or breast-pumping. Respect those places, and check if they’re used by someone before barging in. You can also use them to indulge yourself in a sponsored Headspace session, or to just stare at a blank wall for a while.
As a company made up of people with varying interests and experiences, we all have different ideas about what an interesting event entails. If you’re planning one at the office, make an effort to reach outside of your network to find interesting speakers and spread the word to a diverse range of people to join the event. Attend events you usually wouldn’t go to, meet new people and invite them over to our space – both as speakers and as guests.
When you’re invited to speak at an event, make sure the event is up to our standards when it comes to diversity. If the line-up of the event isn’t as diverse as you’d like it to be, consider speaking up to the organizers or kindly pass on the opportunity. We encourage you to set an example and help move our industry forward. Here are some warning signs.
The event has:
- Less than 30% women as speakers or panelists
- No visible people of colour as speakers or panelists
- A missing official code of conduct
Hiring and recruitment
We’re very aware that the lack of diversity in our sector is not just a “pipeline problem”. That’s why we are currently overhauling our whole hiring process, which will take some time. We haven’t figured everything out yet, but it’s our ultimate goal to work towards a recruitment culture that puts careful consideration before fast hiring, so we can attract and retain people from all backgrounds, identities and abilities. This asks for a reconstruction of our entire process, from recruiting, to interviewing, to on-boarding. Here are some small things to think about.
Let’s ban the word "fit" from our hiring discussions. While it seems to refer to shared values across our company, it’s most likely referring to the comfort we find with someone who looks, thinks, and acts like the majority. Instead, we want to look for people who don’t necessarily conform to our existing culture but pay a contribution to it, challenging us to think differently about why and how we do the things we do. We’d like to base our decision to hire someone on specific principles, concrete tasks and explicitly stated values, so we can always offer clear feedback to our applicants.
What good looks like
It's important that we take a long hard look in the mirror and figure out what a ‘good’ candidate actually looks like. What does the team need to move forward? How do we define ‘merit’? What do our company values actually mean? Job descriptions tend to focus heavily on skills, which limits the pool of applicants massively. Replacing skill-based job descriptions with those focusing on performance objectives will open up the talent pool to people who have comparable accomplishments but a different mix of skills and experiences. Ask people about the work they are most proud of, instead of a list of places they worked at or the programs they know. This will tell us more about how they solve problems, where they see themselves in the future and what they value most in their working lives.
It takes two to know one
Self-replication happens in recruiting processes all the time. You browse through a folder of applicants and unconsciously favour the candidate that has something in common with yourself. That’s why we don't make the selection of candidates (or conduct interviews with them) on our own. While the selection process usually involves a group of people, we feel two people should be plenty to conduct an interview. You don’t want to overwhelm your candidates either. Having an extra set of eyes and ears can cover your blind spots. Your colleague can ask questions you wouldn’t have come up with yourself. Having a sparring partner also assures that you don’t fall into the trap of looking for a cultural fit. Having two individuals with differing identities and experiences talk to potential hires doubles our odds of finding the best contribution to our team and culture.
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Our own AI platform with a range of tools that understand and automate language and conversations.orbit.ai
- Business Inquirieshello@bakkenbaeck.com
As a tight-knit team of sixty engineers and designers1, we know how to build products from the ground up that stand the test of time.
With solid expertise in a wide range of industries and several PhDs in machine learning and artificial intelligence, we believe that there are no products we can't build.
Forming close relationships with ambitious companies outside of organisational bureaucracy, we like to get things done at full speed.
We do have a soft spot for the serendipitous path of discovery. That’s why we host An Interesting Day2, run stupid hackathons3, keep bees and make honey4.
We are committed to creating a
Check out our to get a peek into our perks and the inner workings of our culture.
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Bakken & Bæck AS
Bakken & Bæck GmbH
Bakken & Bæck
Van Diemenstraat 38
1013 NH Amsterdam