SlideShare une entreprise Scribd logo
1  sur  23
Diversity &
Inclusion at BGV
Introducing
September 2020
Introduction
As VCs aspiring to drive positive outcomes by investing in tech for good
founders from all walks of life, we hope that we can level the playing
field for any founder to build an impactful tech for good business.
This hope extends to our team and we are dedicated to creating an
inclusive workplace - one where all team members can feel safe and
valued at work and the wider community.
This deck summarises BGV’s team and portfolio practices that promote
diversity and inclusion.
Our Guiding Principles
Understand the problem. We seek to understand the big challenges faced by people,
society and the environment, and we look for the same in our founders. We know that
those who truly understand the problem they’re solving and their users needs are more
likely to succeed.
Be imaginative, act early. We strive to be imaginative and to spot the potential in new
ideas. We’re not afraid to experiment and learn from both our successes and our
failures. We believe in doing, not pondering.
Lead by example. We celebrate the radical approaches generated by diversity. This
means championing inclusion in both our portfolio and our own team. We always work
hard to act with integrity, fairness, and respect; we try to understand our impact and
any unintended consequences.
Be part of something bigger. We believe in the power of generosity and actively look
for ways to help others where we can. We’re proud to actively help grow the global tech
for good movement.
Take the long view. We understand that there are no quick fixes for changing difficult
real world problems; but we’re optimistic, patient and here for the long haul. Our
commitment to our portfolio ventures is for life.
1
2
3
4
5
Investment approach
We back ambitious early-stage
founders who are using technology to
tackle social and environmental
challenges and provide world class
support to help them grow and scale.
All companies join BGV’s three-month
intensive tech for good programme and
receive life-long support.
BGV Team diversity
79 active
ventures
379 FT
employees
(50.2% female, 0.3%
non-binary)
44.3%
A Better
Society
19%
A Sustainable
Planet
36.7%
Healthy Lives
Portfolio diversity
Portfolio diversity data as of 30th of June 2020. BGV Team data as last reported as of the 31st December 2019.
Proportion of companies split by theme
BGV Team
What we do to make our team more
diverse and inclusive
BGV Team
We survey and report on our team diversity and inclusion
We survey our team, Investment Committee, Board and Venture Partners to understand how all
groups feel about working at BGV. We openly publish this data in our annual Impact Report.
We offer flexible remote working
Every member of our team can work from home when and as they require without requesting
managerial approval. Most people in the team take this up to either work from home or occasionally,
work from abroad for short periods of time to spend time with their families.
Our salaries have been designed to be fair
We are a Living Wage employer and the difference between the lowest and highest paid employee
within BGV is 4x. All salaries are reviewed on annual basis to achieve consistency across the team.
Working Practices
We offer enhanced parental leave
We offer 26 weeks of shared parental leave, which is significantly higher than statutory
requirements. Our maternity and paternity policies are enhanced in terms of pay and were drafted
to be equal for either parent.
We have a Grievances and Whistleblowing Policy
BGV is committed to maintaining the highest standards of honesty, openness and accountability
and recognises that all partners and members of staff have an important role to play in achieving
this goal. We have put necessary processes in place to ensure that any employee who has been the
victim of or has seen any wrongdoing is able to come forward.
We have an open salary policy
Every salary we pay is visible to anyone in the team. In addition to encouraging transparency, this
approach contributes to fair salary setting.
We are a certified BCorp
Our latest verified score is 94.7. Being a BCorp means that we adhere to an objective standard that
assesses BGV’s impact on our employees and environment.
We offer mental health support to all employees
We offer Spill on an ongoing basis to all employees. With Spill, every team member has access to
on-demand mental health resources and a course of therapy to support them through challenging
situations at work or their personal lives.
We set company objectives as a team
At BGV, we use the OKR system to prioritise our efforts on a quarterly basis. We set these objectives
as a team and value everyone’s contributions equally rather than setting priorities top-down. This
helps to ensure that each quarter we are working on things that matter to each team member.
We have a team-created Progression Framework
Our Progression Framework has been designed with input from everyone in the team to ensure we
have clear levels and guidelines for promotion opportunities. This is used to ensure that promotion is
based on skill and adherence to to company values and reduces the risk of unconscious bias.
We offer transparent and empowering performance
reviews
Twice a year, each team member requests feedback from people who they have worked most with.
This feedback is openly shared and discussed with multiple people to ensure fairness. At BGV we
believe great feedback is:
- Timely - relates to performance and events no more than six months ago
- Relevant - about the person’s actions not the person
- Constructive - with examples and evidence to illustrate and support it
Our performance reviews are opportunities to celebrate each person’s achievements and help them
identify skills and opportunities they should work on next.
Professional Development
We offer a generous learning and development budget
equally split between everyone in the team
Every member of our team, irrespective of how long they have been at the company or what ‘level’
they are at, has access to a yearly £1,000 learning and development budget. Everyone in the team is
encouraged to spend this to upskill in areas, which they believe to be important to their own personal
development.
In the past, our team have used this on everything from specialised training in their subject area to
memberships to communities, such as YSYS that promote diversity in the tech ecosystem, and
attendance to events.
We use Applied to reduce unconscious bias during hiring
We use Applied for recruitment to uncover the best candidates through a data-driven approach.
Our hiring team uses short competency-based questions about day-to-day problems an applicant
would face on the job, structured interviews and tasks to assess candidates - all of which have
been shown to reduce bias and be better predictors of success than CVs.
We post all open positions to diverse networks
We post all openings outside traditional platforms like Linkedin because we want to encourage
applications from a diverse applicant pool. We actively seek opportunities to hire employees from
underrepresented backgrounds. Our team is particularly unusual for the VC industry, 68.8% of our
employees identify as women and 31.3% come from an ethnic minority background.
Hiring
Our onboarding process was designed to help new joiners
learn and feel included
We make an active effort to build good relationships from the outset. In addition to meeting every
member of our team in the first week, our new joiners also complete a user manual that describes
important things we should know about them and write a blog post introducing themselves to the
wider BGV community.
We hire two Associates every year on a contract to help
more people enter the VC and tech industries
The VC and tech industries are notoriously difficult to enter, which is why we offer two Associate
roles every year to help more people gain work experience in these areas. These roles are typically
offered on a full-time 12-month contract and paid at London Living Wage to enable more people
to gain this experience.
Culture
We regularly survey and poll the team to understand
sentiments on working at BGV
We use a combination of custom surveys, CharlieHR pulse checks and annual Culture Amp surveys
to gather insights from everyone in the team, including people who might not feel comfortable
voicing their opinions in team meetings. The annual Culture Amp survey also allows us to segment
sentiments by demographic groups, giving us a better understanding of where we should
prioritise our efforts.
Any results are always openly shared and discussed with the entire team.
Our social events are open to all and aim for inclusivity
irrespective of anyone’s background
We actively invite each other to social events and when possible, usually spend Fridays after work
hanging out together. We’re a small team but many have organised their own events too -
everything from running clubs to cinema outings and even the occasional online quiz - all of which
cater for a variety of interests and personalities. Throughout the pandemic, we have either moved
our socials online or have created virtual and in-person options to ensure that everyone can join.
We strive for diverse representation at our events
Representation matters, which is why we promote a diverse range of founders and speakers in the
events we run. At last year’s tech for good meetups we had eleven speakers who identified as
women, and eight as men with different socio-economic and religious backgrounds and sexual
orientations.
We love celebrating small wins as a team and show
recognition at all levels
We never shy away from saying something nice to each other and share big and small team
achievements in our Slack for everyone to see and celebrate. Each Friday we host a team meeting
that we use as an opportunity to reflect on all the good and bad that has happened that week
(because it is important to support each other through challenges as well).
Every birthday, we get together and in times of a global pandemic, got creative with our
celebrations by making something unique for each team member (think everything from frying
pan pizza kits to team-wide recommendations on games to play at home!).
BGV Portfolio
What we do to level out the playing field for
underrepresented founders and encourage inclusive
practices within our portfolio
Portfolio
We have a fair and transparent investment application
process
In the VC industry, warm introductions are 13x more likely to convert to investment for founders. This
means that founders from under-represented backgrounds who do often do not have established
networks are at a disadvantage. That’s why we continue to run the tech for good meetups, host regular
drop in sessions as well as open Q&A events closer to programme deadlines to maximise opportunities
for ambitious founders to meet us and learn more about our offers. We also work with diversity and
inclusion networks who help us promote opportunity to founders form underrepresented
communities, such as YSYS, Foundervine, Femstreet, Out in Tech, and many more.
For both our programmes in 2019, we met 94 individuals through drop in sessions, and another 129 at
BGV events and 180 who we sourced proactively. We are typically the first investor in our companies
and certainly the first stop on a VC trajectory.
Funding
We track and monitor our portfolio diversity data
We have already been collecting the gender breakdown of our portfolio companies since 2013. This year
we have initiated conversations with other VCs and communities to understand best practices and
appropriate benchmarking tools. As a result, we will be expanding our diversity and inclusion analysis to
include a more diverse range of demographic and socio-economic indicators, spanning from the
application stage to our decision-making for later stage ventures seeking follow-on investment.
Each application is reviewed by multiple stakeholders
Diversity data at application stage
We take a permission-based approach to ask applicants to submit D&I data about themselves and
ensure that this data is excluded from the application to remove any unconscious bias.
Review Process
Every venture that applies for funding and participation in our programme is reviewed by at least five
people, representing a variety of BGV stakeholders, such as BGV team members, portfolio companies
and mentors. We do this to reduce bias and ensure data-driven decision-making at application stage.
Interview panels
We always ensure that our interview panels are gender-balanced.
We believe great founders are the ones who understand
the problem they are solving
BGV’s mission is to solve the world’s toughest challenges and in order to do that, we believe we
need diverse founders who can leverage their unique experiences to come up with novel solutions.
We do not favour founders with prior business experience or a technical background and instead,
actively seek out people from all walks of life who have a deep understanding of the problem they
are solving.
We do not require founders to engage in their startup
full-time
While we believe that full-time commitment is beneficial to the growth of any venture, we
understand that not all are in a position to leave their jobs immediately (especially, those providing
for families or people who do not have savings to fall back on). We see full-time commitment as a
goal to aim for rather than a prerequisite to gaining BGV investment.
We offer early-stage follow-on funding
Our investment model expects that companies will continue to raise capital in order to scale rapidly
and with purpose. We recognise the difficulty that comes with securing early-stage rounds and try to
aid in filling that gap with follow-on investments of circa £50,000 at pre-seed and £100,000 at seed
stage.
We offer diversity and inclusion support for our portfolio
As an investor, we are in a unique position that allows us to engage with numerous ventures
throughout different stages of their growth. We believe it is important to support our teams on their
paths to achieving best diversity and inclusion and are offering sessions and resources to do so. To
date, we have organised sessions covering inclusive hiring, building products with inclusivity in mind
and running an interview process. We have also created a dedicated Slack channel for sharing tips,
tools and questions about building a diverse and inclusive business for our portfolio.
Diversity and inclusion content and best practices are an
integral part of our Tech for Good programme
We run workshops on team culture and inclusion during the programme trying to bake in diversity
from the start. Sprints on designing with people in mind also include unintended consequence
scanning to ensure product and service design decisions are inclusive, especially for tech for good
products that are prioritising the needs of marginalised communities and individuals. Additionally,
we have a range of mentors and partners in our network, who provide their expertise on
accessibility on a regular basis.
Support
Our commitment
Plans and objectives for the future
What’s next?
There is still a lot we want to do. Within the next year, we want to:
● Collect and publish applicant diversity data at the programme
application stage and on portfolio level
● Expand our investor network to level the playing field for
diverse founders
● Review BGV’s internal diversity and inclusion practices and
establish new ones to offer further support to
underrepresented founders and our team
Resources
2019 Impact Report Leading by example - diversity and inclusion at
BGV blog post

Contenu connexe

Tendances

Unconscious Bias - PAEA Admissions Workshop
Unconscious Bias - PAEA Admissions WorkshopUnconscious Bias - PAEA Admissions Workshop
Unconscious Bias - PAEA Admissions WorkshopSeán Stickle
 
How to Remove Bias From Your Hiring Process
How to Remove Bias From Your Hiring ProcessHow to Remove Bias From Your Hiring Process
How to Remove Bias From Your Hiring ProcessAmanda Herbert
 
Cultural Differences in Nonverbal Communication
Cultural Differences in Nonverbal CommunicationCultural Differences in Nonverbal Communication
Cultural Differences in Nonverbal CommunicationAbbie Laudato
 
Workplace Gossip
Workplace GossipWorkplace Gossip
Workplace GossipYuGao
 
Diversity In The Workplace
Diversity In The WorkplaceDiversity In The Workplace
Diversity In The Workplacekmn3973
 
Diversity and Inclusion
Diversity and InclusionDiversity and Inclusion
Diversity and InclusionRobert Travis
 
Unconscious bias training
Unconscious bias trainingUnconscious bias training
Unconscious bias trainingtatva1234
 
Managing Change in the Workplace
Managing Change in the Workplace Managing Change in the Workplace
Managing Change in the Workplace Pro Way Development
 
Unconscious Bias Presentation Linkedin
Unconscious Bias Presentation LinkedinUnconscious Bias Presentation Linkedin
Unconscious Bias Presentation LinkedinChuck McClellan
 
The impact of workforce diversity on organizational effectiveness
The impact of workforce diversity on organizational effectivenessThe impact of workforce diversity on organizational effectiveness
The impact of workforce diversity on organizational effectivenessACCA Global
 
Managing Change in Your Workplace
Managing Change in Your WorkplaceManaging Change in Your Workplace
Managing Change in Your WorkplaceJoseph Juras, MBA
 
7 elements-workplace-culture
7 elements-workplace-culture7 elements-workplace-culture
7 elements-workplace-cultureCorporateRewards
 
Gender diversity in workplace
Gender diversity in workplaceGender diversity in workplace
Gender diversity in workplaceShahriar Rawshon
 
Unconscious Bias: Awareness and Action
Unconscious Bias: Awareness and ActionUnconscious Bias: Awareness and Action
Unconscious Bias: Awareness and ActionRotary International
 
Diversity in the workplace
Diversity in the workplace Diversity in the workplace
Diversity in the workplace kimoooo
 
Managing A Diverse Workforce
Managing A Diverse WorkforceManaging A Diverse Workforce
Managing A Diverse WorkforceHector Rodriguez
 
Diversity at workplace
Diversity at workplaceDiversity at workplace
Diversity at workplaceKannan karthik
 

Tendances (20)

Unconscious Bias - PAEA Admissions Workshop
Unconscious Bias - PAEA Admissions WorkshopUnconscious Bias - PAEA Admissions Workshop
Unconscious Bias - PAEA Admissions Workshop
 
How to Remove Bias From Your Hiring Process
How to Remove Bias From Your Hiring ProcessHow to Remove Bias From Your Hiring Process
How to Remove Bias From Your Hiring Process
 
Cultural Differences in Nonverbal Communication
Cultural Differences in Nonverbal CommunicationCultural Differences in Nonverbal Communication
Cultural Differences in Nonverbal Communication
 
Workplace Gossip
Workplace GossipWorkplace Gossip
Workplace Gossip
 
Diversity In The Workplace
Diversity In The WorkplaceDiversity In The Workplace
Diversity In The Workplace
 
Diversity and Inclusion
Diversity and InclusionDiversity and Inclusion
Diversity and Inclusion
 
Test your Unconscious Bias
Test your Unconscious BiasTest your Unconscious Bias
Test your Unconscious Bias
 
Unconscious Bias Training
Unconscious Bias TrainingUnconscious Bias Training
Unconscious Bias Training
 
Unconscious bias training
Unconscious bias trainingUnconscious bias training
Unconscious bias training
 
Managing Change in the Workplace
Managing Change in the Workplace Managing Change in the Workplace
Managing Change in the Workplace
 
Unconscious Bias Presentation Linkedin
Unconscious Bias Presentation LinkedinUnconscious Bias Presentation Linkedin
Unconscious Bias Presentation Linkedin
 
The impact of workforce diversity on organizational effectiveness
The impact of workforce diversity on organizational effectivenessThe impact of workforce diversity on organizational effectiveness
The impact of workforce diversity on organizational effectiveness
 
Managing Change in Your Workplace
Managing Change in Your WorkplaceManaging Change in Your Workplace
Managing Change in Your Workplace
 
7 elements-workplace-culture
7 elements-workplace-culture7 elements-workplace-culture
7 elements-workplace-culture
 
Operationalizing Diversity, Equity, and Inclusion in the Workplace
Operationalizing Diversity, Equity, and Inclusion in the WorkplaceOperationalizing Diversity, Equity, and Inclusion in the Workplace
Operationalizing Diversity, Equity, and Inclusion in the Workplace
 
Gender diversity in workplace
Gender diversity in workplaceGender diversity in workplace
Gender diversity in workplace
 
Unconscious Bias: Awareness and Action
Unconscious Bias: Awareness and ActionUnconscious Bias: Awareness and Action
Unconscious Bias: Awareness and Action
 
Diversity in the workplace
Diversity in the workplace Diversity in the workplace
Diversity in the workplace
 
Managing A Diverse Workforce
Managing A Diverse WorkforceManaging A Diverse Workforce
Managing A Diverse Workforce
 
Diversity at workplace
Diversity at workplaceDiversity at workplace
Diversity at workplace
 

Similaire à Diversity and inclusion at Bethnal Green Ventures

Similaire à Diversity and inclusion at Bethnal Green Ventures (20)

D&I
D&ID&I
D&I
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
D&I
D&ID&I
D&I
 
D&I
D&ID&I
D&I
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity Inclusion
Diversity  InclusionDiversity  Inclusion
Diversity Inclusion
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity Inclusion
Diversity  InclusionDiversity  Inclusion
Diversity Inclusion
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
D&I
D&ID&I
D&I
 
Oliver James Associates - Diversity & Inclusion
Oliver James Associates - Diversity & Inclusion Oliver James Associates - Diversity & Inclusion
Oliver James Associates - Diversity & Inclusion
 
D&I
D&ID&I
D&I
 
Diversity & Inclusion
Diversity & InclusionDiversity & Inclusion
Diversity & Inclusion
 
Diversity Inclusion
Diversity  InclusionDiversity  Inclusion
Diversity Inclusion
 
Diversity Inclusion
Diversity  InclusionDiversity  Inclusion
Diversity Inclusion
 
D&I
D&ID&I
D&I
 

Dernier

Applying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous ImprovementApplying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous ImprovementCIToolkit
 
Tackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna RothmanTackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna RothmanStefan Wolpers
 
Analyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value MappingAnalyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value MappingCIToolkit
 
From Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EMFrom Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EMGloria Chow
 
Test_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteenTest_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteenolgaz9
 
The Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and EffectThe Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and EffectCIToolkit
 
Making Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity DiagramsMaking Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity DiagramsCIToolkit
 
Performance Management Notes for MBA Students
Performance Management Notes for MBA StudentsPerformance Management Notes for MBA Students
Performance Management Notes for MBA StudentsManickam Gajapathy
 
Organizations in a Future with Generative AI
Organizations in a Future with Generative AIOrganizations in a Future with Generative AI
Organizations in a Future with Generative AIKye Andersson
 
Forget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outsForget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outsStephan Koning
 
Improving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba WalksImproving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba WalksCIToolkit
 
An Important Step Toward Process Improvement
An Important Step Toward Process ImprovementAn Important Step Toward Process Improvement
An Important Step Toward Process ImprovementCIToolkit
 
Value Stream Map: A Visual Approach to Process Optimization
Value Stream Map: A Visual Approach to Process OptimizationValue Stream Map: A Visual Approach to Process Optimization
Value Stream Map: A Visual Approach to Process OptimizationCIToolkit
 
What is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdfWhat is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdfBALASUNDARESAN M
 
Roadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint PresentationRoadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint Presentationgdscghrcem
 
Empowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging LeadersEmpowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging LeadersMahmoud Rabie
 
HR for Non HR_Learning and Development.
HR for Non HR_Learning  and Development.HR for Non HR_Learning  and Development.
HR for Non HR_Learning and Development.azischin
 
How the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the StudioHow the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the StudioChristopher Totten
 
A3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem SolvingA3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem SolvingCIToolkit
 

Dernier (20)

Applying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous ImprovementApplying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous Improvement
 
Tackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna RothmanTackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna Rothman
 
Analyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value MappingAnalyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value Mapping
 
From Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EMFrom Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EM
 
Test_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteenTest_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteen
 
The Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and EffectThe Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and Effect
 
Making Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity DiagramsMaking Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity Diagrams
 
Performance Management Notes for MBA Students
Performance Management Notes for MBA StudentsPerformance Management Notes for MBA Students
Performance Management Notes for MBA Students
 
Organizations in a Future with Generative AI
Organizations in a Future with Generative AIOrganizations in a Future with Generative AI
Organizations in a Future with Generative AI
 
Forget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outsForget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outs
 
Capacity2 - Briefing and Facilitation training slides
Capacity2 - Briefing and Facilitation training slidesCapacity2 - Briefing and Facilitation training slides
Capacity2 - Briefing and Facilitation training slides
 
Improving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba WalksImproving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba Walks
 
An Important Step Toward Process Improvement
An Important Step Toward Process ImprovementAn Important Step Toward Process Improvement
An Important Step Toward Process Improvement
 
Value Stream Map: A Visual Approach to Process Optimization
Value Stream Map: A Visual Approach to Process OptimizationValue Stream Map: A Visual Approach to Process Optimization
Value Stream Map: A Visual Approach to Process Optimization
 
What is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdfWhat is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdf
 
Roadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint PresentationRoadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint Presentation
 
Empowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging LeadersEmpowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging Leaders
 
HR for Non HR_Learning and Development.
HR for Non HR_Learning  and Development.HR for Non HR_Learning  and Development.
HR for Non HR_Learning and Development.
 
How the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the StudioHow the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the Studio
 
A3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem SolvingA3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem Solving
 

Diversity and inclusion at Bethnal Green Ventures

  • 1. Diversity & Inclusion at BGV Introducing September 2020
  • 2. Introduction As VCs aspiring to drive positive outcomes by investing in tech for good founders from all walks of life, we hope that we can level the playing field for any founder to build an impactful tech for good business. This hope extends to our team and we are dedicated to creating an inclusive workplace - one where all team members can feel safe and valued at work and the wider community. This deck summarises BGV’s team and portfolio practices that promote diversity and inclusion.
  • 3. Our Guiding Principles Understand the problem. We seek to understand the big challenges faced by people, society and the environment, and we look for the same in our founders. We know that those who truly understand the problem they’re solving and their users needs are more likely to succeed. Be imaginative, act early. We strive to be imaginative and to spot the potential in new ideas. We’re not afraid to experiment and learn from both our successes and our failures. We believe in doing, not pondering. Lead by example. We celebrate the radical approaches generated by diversity. This means championing inclusion in both our portfolio and our own team. We always work hard to act with integrity, fairness, and respect; we try to understand our impact and any unintended consequences. Be part of something bigger. We believe in the power of generosity and actively look for ways to help others where we can. We’re proud to actively help grow the global tech for good movement. Take the long view. We understand that there are no quick fixes for changing difficult real world problems; but we’re optimistic, patient and here for the long haul. Our commitment to our portfolio ventures is for life. 1 2 3 4 5
  • 4. Investment approach We back ambitious early-stage founders who are using technology to tackle social and environmental challenges and provide world class support to help them grow and scale. All companies join BGV’s three-month intensive tech for good programme and receive life-long support.
  • 5. BGV Team diversity 79 active ventures 379 FT employees (50.2% female, 0.3% non-binary) 44.3% A Better Society 19% A Sustainable Planet 36.7% Healthy Lives Portfolio diversity Portfolio diversity data as of 30th of June 2020. BGV Team data as last reported as of the 31st December 2019. Proportion of companies split by theme
  • 6. BGV Team What we do to make our team more diverse and inclusive
  • 7. BGV Team We survey and report on our team diversity and inclusion We survey our team, Investment Committee, Board and Venture Partners to understand how all groups feel about working at BGV. We openly publish this data in our annual Impact Report. We offer flexible remote working Every member of our team can work from home when and as they require without requesting managerial approval. Most people in the team take this up to either work from home or occasionally, work from abroad for short periods of time to spend time with their families. Our salaries have been designed to be fair We are a Living Wage employer and the difference between the lowest and highest paid employee within BGV is 4x. All salaries are reviewed on annual basis to achieve consistency across the team. Working Practices
  • 8. We offer enhanced parental leave We offer 26 weeks of shared parental leave, which is significantly higher than statutory requirements. Our maternity and paternity policies are enhanced in terms of pay and were drafted to be equal for either parent. We have a Grievances and Whistleblowing Policy BGV is committed to maintaining the highest standards of honesty, openness and accountability and recognises that all partners and members of staff have an important role to play in achieving this goal. We have put necessary processes in place to ensure that any employee who has been the victim of or has seen any wrongdoing is able to come forward. We have an open salary policy Every salary we pay is visible to anyone in the team. In addition to encouraging transparency, this approach contributes to fair salary setting. We are a certified BCorp Our latest verified score is 94.7. Being a BCorp means that we adhere to an objective standard that assesses BGV’s impact on our employees and environment.
  • 9. We offer mental health support to all employees We offer Spill on an ongoing basis to all employees. With Spill, every team member has access to on-demand mental health resources and a course of therapy to support them through challenging situations at work or their personal lives. We set company objectives as a team At BGV, we use the OKR system to prioritise our efforts on a quarterly basis. We set these objectives as a team and value everyone’s contributions equally rather than setting priorities top-down. This helps to ensure that each quarter we are working on things that matter to each team member.
  • 10. We have a team-created Progression Framework Our Progression Framework has been designed with input from everyone in the team to ensure we have clear levels and guidelines for promotion opportunities. This is used to ensure that promotion is based on skill and adherence to to company values and reduces the risk of unconscious bias. We offer transparent and empowering performance reviews Twice a year, each team member requests feedback from people who they have worked most with. This feedback is openly shared and discussed with multiple people to ensure fairness. At BGV we believe great feedback is: - Timely - relates to performance and events no more than six months ago - Relevant - about the person’s actions not the person - Constructive - with examples and evidence to illustrate and support it Our performance reviews are opportunities to celebrate each person’s achievements and help them identify skills and opportunities they should work on next. Professional Development
  • 11. We offer a generous learning and development budget equally split between everyone in the team Every member of our team, irrespective of how long they have been at the company or what ‘level’ they are at, has access to a yearly £1,000 learning and development budget. Everyone in the team is encouraged to spend this to upskill in areas, which they believe to be important to their own personal development. In the past, our team have used this on everything from specialised training in their subject area to memberships to communities, such as YSYS that promote diversity in the tech ecosystem, and attendance to events.
  • 12. We use Applied to reduce unconscious bias during hiring We use Applied for recruitment to uncover the best candidates through a data-driven approach. Our hiring team uses short competency-based questions about day-to-day problems an applicant would face on the job, structured interviews and tasks to assess candidates - all of which have been shown to reduce bias and be better predictors of success than CVs. We post all open positions to diverse networks We post all openings outside traditional platforms like Linkedin because we want to encourage applications from a diverse applicant pool. We actively seek opportunities to hire employees from underrepresented backgrounds. Our team is particularly unusual for the VC industry, 68.8% of our employees identify as women and 31.3% come from an ethnic minority background. Hiring Our onboarding process was designed to help new joiners learn and feel included We make an active effort to build good relationships from the outset. In addition to meeting every member of our team in the first week, our new joiners also complete a user manual that describes important things we should know about them and write a blog post introducing themselves to the wider BGV community.
  • 13. We hire two Associates every year on a contract to help more people enter the VC and tech industries The VC and tech industries are notoriously difficult to enter, which is why we offer two Associate roles every year to help more people gain work experience in these areas. These roles are typically offered on a full-time 12-month contract and paid at London Living Wage to enable more people to gain this experience.
  • 14. Culture We regularly survey and poll the team to understand sentiments on working at BGV We use a combination of custom surveys, CharlieHR pulse checks and annual Culture Amp surveys to gather insights from everyone in the team, including people who might not feel comfortable voicing their opinions in team meetings. The annual Culture Amp survey also allows us to segment sentiments by demographic groups, giving us a better understanding of where we should prioritise our efforts. Any results are always openly shared and discussed with the entire team. Our social events are open to all and aim for inclusivity irrespective of anyone’s background We actively invite each other to social events and when possible, usually spend Fridays after work hanging out together. We’re a small team but many have organised their own events too - everything from running clubs to cinema outings and even the occasional online quiz - all of which cater for a variety of interests and personalities. Throughout the pandemic, we have either moved our socials online or have created virtual and in-person options to ensure that everyone can join.
  • 15. We strive for diverse representation at our events Representation matters, which is why we promote a diverse range of founders and speakers in the events we run. At last year’s tech for good meetups we had eleven speakers who identified as women, and eight as men with different socio-economic and religious backgrounds and sexual orientations. We love celebrating small wins as a team and show recognition at all levels We never shy away from saying something nice to each other and share big and small team achievements in our Slack for everyone to see and celebrate. Each Friday we host a team meeting that we use as an opportunity to reflect on all the good and bad that has happened that week (because it is important to support each other through challenges as well). Every birthday, we get together and in times of a global pandemic, got creative with our celebrations by making something unique for each team member (think everything from frying pan pizza kits to team-wide recommendations on games to play at home!).
  • 16. BGV Portfolio What we do to level out the playing field for underrepresented founders and encourage inclusive practices within our portfolio
  • 17. Portfolio We have a fair and transparent investment application process In the VC industry, warm introductions are 13x more likely to convert to investment for founders. This means that founders from under-represented backgrounds who do often do not have established networks are at a disadvantage. That’s why we continue to run the tech for good meetups, host regular drop in sessions as well as open Q&A events closer to programme deadlines to maximise opportunities for ambitious founders to meet us and learn more about our offers. We also work with diversity and inclusion networks who help us promote opportunity to founders form underrepresented communities, such as YSYS, Foundervine, Femstreet, Out in Tech, and many more. For both our programmes in 2019, we met 94 individuals through drop in sessions, and another 129 at BGV events and 180 who we sourced proactively. We are typically the first investor in our companies and certainly the first stop on a VC trajectory. Funding
  • 18. We track and monitor our portfolio diversity data We have already been collecting the gender breakdown of our portfolio companies since 2013. This year we have initiated conversations with other VCs and communities to understand best practices and appropriate benchmarking tools. As a result, we will be expanding our diversity and inclusion analysis to include a more diverse range of demographic and socio-economic indicators, spanning from the application stage to our decision-making for later stage ventures seeking follow-on investment. Each application is reviewed by multiple stakeholders Diversity data at application stage We take a permission-based approach to ask applicants to submit D&I data about themselves and ensure that this data is excluded from the application to remove any unconscious bias. Review Process Every venture that applies for funding and participation in our programme is reviewed by at least five people, representing a variety of BGV stakeholders, such as BGV team members, portfolio companies and mentors. We do this to reduce bias and ensure data-driven decision-making at application stage. Interview panels We always ensure that our interview panels are gender-balanced.
  • 19. We believe great founders are the ones who understand the problem they are solving BGV’s mission is to solve the world’s toughest challenges and in order to do that, we believe we need diverse founders who can leverage their unique experiences to come up with novel solutions. We do not favour founders with prior business experience or a technical background and instead, actively seek out people from all walks of life who have a deep understanding of the problem they are solving. We do not require founders to engage in their startup full-time While we believe that full-time commitment is beneficial to the growth of any venture, we understand that not all are in a position to leave their jobs immediately (especially, those providing for families or people who do not have savings to fall back on). We see full-time commitment as a goal to aim for rather than a prerequisite to gaining BGV investment. We offer early-stage follow-on funding Our investment model expects that companies will continue to raise capital in order to scale rapidly and with purpose. We recognise the difficulty that comes with securing early-stage rounds and try to aid in filling that gap with follow-on investments of circa £50,000 at pre-seed and £100,000 at seed stage.
  • 20. We offer diversity and inclusion support for our portfolio As an investor, we are in a unique position that allows us to engage with numerous ventures throughout different stages of their growth. We believe it is important to support our teams on their paths to achieving best diversity and inclusion and are offering sessions and resources to do so. To date, we have organised sessions covering inclusive hiring, building products with inclusivity in mind and running an interview process. We have also created a dedicated Slack channel for sharing tips, tools and questions about building a diverse and inclusive business for our portfolio. Diversity and inclusion content and best practices are an integral part of our Tech for Good programme We run workshops on team culture and inclusion during the programme trying to bake in diversity from the start. Sprints on designing with people in mind also include unintended consequence scanning to ensure product and service design decisions are inclusive, especially for tech for good products that are prioritising the needs of marginalised communities and individuals. Additionally, we have a range of mentors and partners in our network, who provide their expertise on accessibility on a regular basis. Support
  • 21. Our commitment Plans and objectives for the future
  • 22. What’s next? There is still a lot we want to do. Within the next year, we want to: ● Collect and publish applicant diversity data at the programme application stage and on portfolio level ● Expand our investor network to level the playing field for diverse founders ● Review BGV’s internal diversity and inclusion practices and establish new ones to offer further support to underrepresented founders and our team
  • 23. Resources 2019 Impact Report Leading by example - diversity and inclusion at BGV blog post