We believe that diversity isn't just a nice-to-have; it's a must-have. By bringing together people from all sorts of backgrounds and cultures, we've seen firsthand how different perspectives have strengthened our organisation and fuelled innovation throughout the years.
Today, we’d like to share what our diverse team looks like at Panda and give you some practical tips on how your team can build a more inclusive hiring process.
We’re proud to celebrate the diversity of our team:
Female-led from the start: Our company was co-founded by a woman, setting a strong precedent for inclusive leadership from day one.
Gender representation: 63% of our workforce is female, with an even 50-50 split in leadership roles.
Cultural diversity: Our team includes talent from 16 different nationalities, reflecting the global nature of our work.
LGBTQIA+ inclusion: 20% of our employees identify as LGBTQIA+, contributing to a truly representative workplace.
This diversity has been a cornerstone of our success, fostering fresh perspectives and driving creative problem-solving.
It’s well-documented that diverse teams outperform more homogeneous ones. Research highlights key benefits, including:
Enhanced creativity and better problem-solving through a mix of experiences and perspectives.
Improved decision-making thanks to more balanced viewpoints.
Increased innovation from a greater variety of ideas.
Better connection with diverse customer bases, allowing for more inclusive and empathetic solutions.
Unconscious bias is something all of us have but left unchecked, it can influence hiring decisions. Here’s what we’ve done to make our recruitment process fairer and more inclusive:
Anonymised CVs: Removing identifying information like names, ages, and photos helps us focus solely on qualifications and skills.
Inclusive job descriptions: We ensure language is gender-neutral, avoiding jargon or criteria that may discourage candidates from underrepresented groups.
Structured interviews: We work closely with our partners to ensure standardised interview questions, and we ensure consistency and fairness in how candidates are assessed.
Diverse hiring panels: Including interviewers from different backgrounds minimises individual biases and creates a more inclusive experience.
Expanding our reach: We actively advertise on platforms that cater to diverse candidate pools, ensuring we connect with a broader range of talent.
Recruiting diverse talent is only part of the equation. Creating an environment where everyone feels valued and empowered is equally important. Here’s what we’ve found effective:
Celebrating cultural moments: From Eid to Pride to International Women’s Day, recognising these events helps us learn about and appreciate each other’s experiences.
Flexible working arrangements: Tailoring working hours and patterns helps team members balance their personal and professional lives.
Mentorship programmes: Providing guidance and support to underrepresented groups fosters growth and inclusion.
Open dialogue: Encouraging conversations around diversity and inclusion ensures everyone’s voice is heard.
Regular policy reviews: We routinely update our diversity and inclusion policies to reflect best practices and evolving team needs.
We’re proud of what we’ve achieved so far, but we know the work is never done. Building a truly diverse and inclusive workplace requires continuous effort and reflection. As we move forward, we’ll keep listening, learning, and refining our approach.
We hope our journey inspires other organisations to prioritise diversity and inclusion in their own hiring practices. Together, we can create workplaces that not only reflect the richness of our global community but also harness the incredible potential of diverse perspectives to drive meaningful innovation.
Let’s keep the conversation going—share your insights and experiences with us. After all, inclusivity is a collective effort, and we’re better when we work together.
