Diversity

At Unifrog we believe it is crucial to have a truly diverse team. We work with thousands of schools around the world and it’s our responsibility to make sure our team is as diverse as our community of teachers and students. Wherever we fall short of this goal - and currently we have work to do - we prioritise fixing it.

Actions we are taking at the moment and on an ongoing basis include reviewing our recruitment strategies with the aim of increasing diversity, offering resources and training to help our team educate themselves and limit unconscious biases, offering work experience to students from underrepresented backgrounds, and creating relevant content for students and teachers to use on our platform.

We are also committed to making Unifrog a fully inclusive place to work. The whole team should be actively working towards recognising their own unconscious biases, and we should be filling gaps in our understanding when it comes to issues of race, class, educational background, age, gender, sexuality and disability. Continually making progress is one of our core values and so we aim to learn from our mistakes. We all have a personal responsibility to learn: ignorance isn’t an excuse for discrimination.

Recruitment

Here are some of the things we do to ensure that we recruit from as diverse as possible an array of candides, and to ensure that the process is fair and inclusive:

• When scoring candidates' written answers to our application questions and tasks:
  • We do not look at candidates' names, or their personal, educational or professional background.
  • We randomise the order in which we assess each answer. For example, we might assess Candidate 1's answer to task 1, then Candidate 4's answer to task 2, then Candidate 2's answer to task 3. This means that if we get a bad impression from Candidate 1's answer to task 1, we're not carrying that judgement over to their task 2.
• We rotate the people who sit on our interview panels so that everyone on the team can be involved, and it's not always the same people who are making decisions. We're also mindful of the need for the panels to be diverse.
• At the end of the process of recruiting for a role, we analyse applicant data to see if we're successfully attracting a diverse range of candidates. If we're not, we take actions to improve the process so more people from a greater variety of backgrounds apply for the next role that we recruit for. Things we often tweak include advertising in new ways and in new places.
• We have a general attitude of always trying to improve how we recruit, and always being open to making changes, however big or small.

Sustainability

We keep track of how many tonnes of carbon our work activities release into the atmosphere each year, and we review how we can reduce this number for the next year, for example by doing more virtual meetings.

We offset flights and miles driven for work using carbon offset programmes. We've decided to always eat team dinners at vegetarian restaurants, and we also encourage everyone in the team to use the search engine ecosia.

House style

We try to always communicate in the most straightforward manner possible, honestly, and with respect for the other person. We do this with each other and with people outside Unifrog.

We take the time to communicate complicated things as straightforwardly as possible, which includes doing things like writing concise emails rather than long vague ones. See full policy here