Diversity, Equity & Inclusion

We work hard to create a more inclusive environment, both for new hires and within Everoze. All job applications are made through the Applied platform, which anonymises your identity to help reduce unconscious bias. We also endeavour to make all hiring decisions with input from a diverse mixture of staff.

Our dedicated DEI team supports Everoze by improving culture and practices across the company. We partner with initiatives that help people from all backgrounds enter and thrive in the renewables sector, including STEMazing, Social Mobility Business Partnership and Catalyse Change. For all staff, flexible working is the norm, and we provide an annual allowance for their mental health needs. We don’t believe a diverse background should be a barrier to success, and our annual pay reviews, equal profit share, and share scheme are all designed to reflect that. We want to reward your performance, not how well you can blend in.

Applied

All job applications are made through the Applied platform, to reduce unconscious bias. You’ll be asked to answer 3-5 questions to demonstrate the potential we are looking for. These are reviewed anonymously, before your CV, details or even name are revealed, and the most successful applicants are invited to interview.

Remuneration

As a flat company, our annual profit share is distributed equally, regardless of seniority or performance. We also keep salaries transparent across Everoze, for all staff. Our annual pay review allows you to request feedback from colleagues you choose – not from a board of shareholders. The company share scheme includes all colleagues with two or more years’ experience, and awards shares based on your performance during the year, not your ability to climb a corporate ladder.

Internships and Work Experience

We proactively work with local schools in underprivileged areas to offer work experience opportunities for their students. As with permanent hires, we work hard to make the hiring process as fair as possible, and our interns are often offered permanent roles, giving them an entry point into commercial work.

Development

We provide an annual budget for development to all our colleagues. This can be for industry qualifications, mentorship or coaching, or learning new skills. We also encourage our employees to mentor externally, focusing on people under-represented in STEM roles, such as young women, and people facing systemic barriers.

Outreach schemes

We engage with many outreach schemes and charities to effect positive change in the engineering industry, and provide a development opportunity for our staff. This includes STEMAZING, Social Mobility Business Partnership, and Catalyse Change (UK), Femmes ingénieures (France), and Aemener (Spain).

Work/Life balance

Total flexible working is the norm for our employees – whether it’s for personal commitments, or your personal preference. Part-time roles are also available for most positions, and you can change your working hours if your circumstances have also changed. We also offer an annual budget for colleagues to expense mental health services, no questions asked.

DEI Team

We have a dedicated DEI team, which works on improvements to our practices and culture. This includes addressing unconscious biases, promoting a more inclusive culture, and our outreach activities in the wider industry.