Purpose and Scope
At GEOR, we know that a diverse and inclusive workplace is essential to fostering innovation, increasing employee satisfaction, and improving overall productivity. Diversity, Equity, and Inclusion (DEI) is at the heart of our culture and guides how we interact with each other, serve our clients, and grow as a company. Our DEI policy outlines the principles and commitments that help us maintain a welcoming environment where everyone, regardless of background, can make a meaningful contribution. We know that creating a diverse and inclusive workplace goes beyond compliance. It’s about fostering an environment where people feel valued and respected and can reach their full potential. This policy applies to every level of our organisation and outlines specific goals and initiatives to promote DEI in all areas of our business.
Commitment to Gender Equality
GEOR is committed to achieving gender balance throughout the organisation, from entry-level positions to senior management. Our leadership team reflects this commitment by having four men and three women in top leadership roles, demonstrating near gender parity in decision-making positions. We recognize that there is still work to be done in other areas, particularly in our technical departments, as the difference in gender representation in technical roles – 119 male technicians versus 14 female technicians – indicates the need for a more targeted gender diversity strategy in these areas.
To address this, GEOR is committed to launching targeted recruitment programs to attract more women into technical roles. We will partner with organisations that promote women in technology and offer mentorship programs to support women throughout their careers, and we will ensure that our hiring practices are free of bias by conducting regular audits of job descriptions to ensure inclusive language and by implementing structured interviews that focus on skills and competencies. Our commitment to gender equality extends beyond hiring, as we also work to provide women with equal opportunities for career advancement through transparent promotion systems and leadership development initiatives.
Supporting diverse nationalities and cultures
GEOR’s workforce is a diverse mix of cultures with employees from 13 nations including (Portugal, Poland, Czech Republic, France, Moldova, United Arab Emirates, Armenia, Belarus, Russia, Georgia, Ukraine, Kyrgyzstan and Kazakhstan). This rich cultural diversity strengthens our innovation and helps us better understand and serve a global customer base where we see diversity as a strength and are committed to ensuring that employees from all cultural backgrounds feel both included and respected.
To accomplish this, GEOR undertakes several projects to promote cultural awareness and sensitivity within the company, where we provide cultural sensitivity and awareness training programs aimed at teaching employees the value of accepting cultural differences, avoiding unconscious bias, and creating a collaborative work environment. These programs provide employees with insight into and appreciation for the diverse viewpoints of their colleagues, which is important in a global workforce, and we also celebrate diversity by recognizing cultural holidays and events. We aim to honour and recognize the unique contributions of people from different national and cultural backgrounds by celebrating globally significant dates such as Black History Month, Pride Month, International Women’s Day, and Asian Pacific American Heritage Month.
Inclusion of People with Disabilities
Although we do not keep formal statistics on employees with disabilities, we are fully committed to being a welcoming and inclusive workplace for people with disabilities, as it is our company policy to actively encourage applications from people with disabilities and to provide the necessary support and accommodations to help them succeed. GEOR’s goal is to develop a workplace that is both accessible and supportive of productivity for employees with disabilities, which includes making reasonable accommodations in the workplace, such as modifying workstations, offering flexible work schedules, and ensuring that our buildings and technology are accessible to all. We are also committed to regularly evaluating and improving our workplace accessibility policies to ensure that we are meeting the needs of all employees.
In the coming years, we intend to codify our commitment to disability inclusion by regularly reviewing our hiring processes to ensure they are fully accessible. We will incorporate strategies such as alternative application options for disabled candidates and bias-free interviewing methods, and we are equally committed to building a culture that supports and understands employees with disabilities through regular disability awareness training for all employees.
Equal pay for equal work
At GEOR, we believe that all work deserves equal pay regardless of a person’s gender. We are proud to report that there is no pay gap between men and women with the same work experience performing the same roles within our organisation. This commitment to pay equity ensures that all employees receive fair compensation for their contributions to a workplace that values and motivates everyone. These audits help us identify any potential discrepancies and take corrective action where necessary. We are committed to being transparent about our pay ranges. As a result, every employee knows the pay scale for their role and can be confident that they are being fairly compensated.
Leadership Diversity
GEOR places a high priority on leadership diversity, recognizing that diverse leadership teams are better positioned to drive innovation and make informed decisions. Our gender-balanced leadership team reflects our commitment to gender diversity at the highest levels of the organisation. However, leadership diversity goes beyond gender, and we strive to ensure that our leadership team is representative of the diverse cultural and national backgrounds of our global workforce. We believe that having a leadership team that reflects the diversity of our employees enables us to better understand and meet the needs of our clients around the world by providing leadership development programs that support the professional development of underrepresented groups, including women and individuals from diverse cultural backgrounds.
Age Diversity
GEOR’s employees represent a variety of age groups, creating a multi-generational culture that encourages learning and collaboration: 82 employees are between the ages of 25 and 34, 60 are between the ages of 35 and 44, and smaller groups of employees in other age groups, including six employees between the ages of 18 and 24, and ten employees between the ages of 45 and 54. We believe that age diversity is key to developing a vibrant and innovative work environment, and that employees of all ages can contribute their unique views and experiences. To support employees at all stages of their careers, we offer age-appropriate programs that help younger employees develop their skills and manage their careers through mentoring, and we offer older employees flexible work options and retirement services to ensure they have the support they need to plan for the future while continuing to make a positive contribution to the company’s success.
Anti-Discrimination and Anti-Harassment Policy
GEOR has a strict zero tolerance policy for discrimination and harassment in any form where discrimination based on race, gender, age, disability, religion, nationality or sexual orientation is prohibited and any violation of this policy will be dealt with promptly and effectively. Our anti-harassment policy ensures that all employees are respected and can work in a protected and supportive environment, and we enforce this policy by providing regular anti-discrimination and anti-harassment training to all employees. This training teaches employees what discrimination and harassment are, how to stop them, and what steps to take if they experience or observe them, thereby encouraging employees to report any instances of discrimination or harassment, and the company ensures that all complaints are thoroughly investigated and resolved in a timely and equitable manner.