D&I Report

Read our diversity and inclusion guidebook or go through our glossary of terms.

We are proud to present our second Diversity & Inclusion Report. As our team has grown over the years, we want to make sure we remain an open and inclusive company. We hope that our transparency in publishing this annual report will invoke change – both internally and within our industry at large.

Diversity & Inclusion

We believe that the future of our company is formed by the people in it. We want different people to feel like they can bring their authentic selves to work and feel a sense of belonging. For us to set realistic goals for a more diverse work environment in the coming years, we feel it’s time to share an accurate image of the company's makeup as it is now — and how it’s changing over time.

To attract and retain a diverse group of people, we first need to focus on building an inclusive workspace. We don’t have the illusion that the BB team will ever be fully inclusive or diverse. There’s always room for improvement – in our company, the industry and our society at large. Every step forward uncovers new challenges and we’re trying to address them one step at a time.

This report is a starting point for a longer trajectory, in which we are trying to open up the conversation.

Survey

While we recognise that capturing data around self-identification is a daunting task, we didn’t want to skirt around certain sensitive questions by treating them like elephants in the room. This report presents the data we’ve gathered through an anonymous* demographic survey in 2019, which covered identity factors such as ethnicity, religion and gender identity. Our report includes only aggregated sets of data, meaning data appeared to us where 3+ people identified as a specific demographic. Being a small company, this means that we only have a general picture.

*The privacy and anonymity of our employees was our chief concern. Our report solely includes aggregated sets of data, meaning data appeared to us where 3+ people identified as a specific demographic. The collected data sets enable us to better understand the needs of everyone, but will never be used in a way which identifies individual beings

What is your job discipline?

Development

50

%

Design

25

%

Operations

15

%

Writing

8

%

Other

2

%

Apart from our Lead/Head of roles, we don’t have job levels like“junior”, “mid” and “senior” at BB. We therefore asked our employees to indicate how they identify themselves within the company.

What do you consider to be your current job level?*

Mid

24

%

Senior

25

%

Lead/Head of

22

%

Prefer not to answer

18

%

Junior

12

%

At BB, we don’t like micromanaging and top to bottom hierarchies, nor do we like the idea of people getting stuck in pre-defined roles. We do, however, want to be transparent on who holds what position in what project and why. While it’s tempting to hide behind the idea of a structureless ‘flat-hierarchy’, effective forms of organising actually need a great deal of structure. That's why, based on our work on D&I in 2018, we started to actively identify and demystify former hidden structures by appointing more leads and heads across our offices. We realised that building an inclusive work environment is not only about giving people responsibility, but about holding them accountable.

From which BB office do you mainly work?

I mainly work from the Oslo office

47

%

I mainly work from the Amsterdam office

20

%

I mainly work from the Bonn office

18

%

I mainly work remotely

10

%

Prefer not to answer

6

%

What gender do you identify as?

I identify as a cisgender man

56

%

I identify as a cisgender woman

30

%

I prefer not to answer

10

%

I identify as a transgender man

4

%

I identify as a transgender woman

0

%

I identify as genderqueer

0

%

I identify as gender non-conforming

0

%

Other

0

%

Tech’s gender problem is nothing new. While there’s enough proof out there that gender diversity leads to increased productivity, greater innovation, and happier people, leadership around the world remains unbalanced, with women accounting for less than a quarter of management positions worldwide. Over the past four years, we’ve improved the gender balance of our company from 10/90 to 40/60 (going by binary definition only). Naturally, this problem is not fixed by a clear-cut solution like hiring more women. It asks for a cultural change. While we didn’t manage to stretch the gender balance to 50/50 last year, we focused on having more women in leadership positions instead: from 25/75 to 40/60. While making this happen, we also made sure we are paying women the same as we pay men across all job levels. We still believe the most challenging part is to actively support women’s careers and professional growth over time. This is, and will be, our primary focus for the coming years.

* In some of our other articles and the glossary of terms, we sometimes refer to the more inclusive, but less known, term GSD: Gender and Sexual Diversity.

Do you identify as LGBTQIA+?*

I don’t identify as LGBTQIA+

76

%

I prefer not to answer

12

%

I do identify as LGBTQIA+

10

%

I identify in another way

2

%

While research has increasingly focused on gender diversity and inclusion in the workplace, issues facing lesbian, gay, bisexual, transgender, queer, intersex and asexual (LGBTQIA+) employees have received little attention. Differing from the majority in ways that are not immediately visible, LGBTQIA+ employees can choose whether, when and how they communicate their identity. Doing so can be very complicated and terrifying. We’re committed to creating an environment in which everyone feels safe to disclose – or not disclose – invisible sides of their identities in a way they feel comfortable with.

* This graph shows more than 100%, because we gave people the opportunity to select multiple identifiers.

What race/ethnicity do you identify as?*

Caucasian/White

67

%

Hispanic/Latinx

8

%

I prefer not to answer

8

%

Middle Eastern

4

%

South Asian

4

%

Southeast Asian

4

%

I identify in some other way

4

%

African-American/Black

2

%

East Asian

2

%

Ethnic and racial minorities face many challenges in our predominantly white industry, including discrimination and unequal pay. Today, our 63 team members represent 22 nationalities, which means that different people with various cultural experiences interact with each other on a daily basis. This is part of our company fabric; it shapes our work and the ways we relate to each other. Diversity, however, is more complex than bringing people from all over the world together. It starts with the recognition of the existence of structural discrimination and its symptoms. Based on the outcomes of the previous survey, we made sure to make the question on ethnic/racial background more inclusive. In the future, we’ll add a separate question on POC, as the term encompasses shared experiences of systemic racism (although racism affects different groups differently), and should be recognised as such.

What is your age?

I am 25-34

69

%

I am 35-44

20

%

I am 18-24

8

%

I prefer not to answer

4

%

Most tech professionals are in their late twenties, our team is no exception. While a young culture has a tendency to attract young people, we strongly believe that having a certain age shouldn't be a requirement to work or participate in our company culture. As our team matures, we’re more actively working towards a hiring process that's inviting and friendly to people of all ages. Every life phase brings new opportunities and challenges, we would like to cater for them all.

What is your parental/carer status?

I am not a parent/carer

75

%

I am a parent/carer

20

%

I prefer not to answer

5

%

As our team grows and grows older, more people find themselves in caregiving positions. We want to make sure that everyone who has responsibility for the care and support of another person (whether that is a child, a partner, a parent, a relative or a friend), has the freedom to do so. We want to give everyone the time and space they need to have a life, a family, and a career. We're committed to align our policies on, for instance, paid parental leave across our offices, making sure people in every country get the same flexibility.

What is the highest level of schooling you have received?

I have a college/bachelors degree or similar

43

%

I have a masters degree or similar

35

%

I have a high/secondary school diploma

8

%

I have a PhD

6

%

I prefer not to answer

6

%

Other

2

%

Are you currently attending further study (e.g. online courses, attending university, etc.)?

I am currently attending further study

12

%

I am not currently attending further study

82

%

I prefer not to answer

6

%

We like to look at people beyond their education. We’re more interested in what they’ve experienced in life and how they approach and tackle complex problems. That doesn’t mean we don’t like to encourage a growth mindset. Our industry is constantly changing. Continuing education keeps us familiar with the latest developments, skills, and technologies in our field. Most of us work forty hours a week, throwing classes into our working lives isn’t easy. We are committed to supporting those who are completing school or doing extra-curricular education.

Do you identify as neurodiverse?

I don’t identify as neurodiverse

72

%

I prefer not to answer

16

%

I do identify as neurodiverse

10

%

Other

2

%

References

While compiling our Culture Amp survey, Versett’s diversity report was (and remains) our biggest inspiration.