We work with brands to invent the new normal in a rapidly changing world.

As we began crafting our statement and deciding how we were going to put our resources to work in the name of affecting change, we started to question what we know and if we have been doing enough to challenge inequality. And simply put, we have more to learn, more to understand and more to do. We must do better to see the world from views that differ from our own. We need to ensure that our coverage is equitable and representative of other cultures and lifestyles. We want more diversity in our teams. We can do better in educating ourselves about the challenges and struggles that other people face on a daily basis. Regardless of how we got here, or how hard we say we are working to improve, what matters now are results.

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And so beyond just making a statement, we are making a commitment that we will do better, and show results to that end. We will hold ourselves accountable to the values that we profess to have. That’s the only way for us to credibly talk about affecting change. Therefore this is our commitment:

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The commitment

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We’re committed to change for a better future and recognise to do that, we need to unlearn and re-educate.

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Diversity of thought

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Our commitment is to bring forward more voices and representation within the teams we work with.

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We want to address issues with access to the industry from the ground up, with initiatives that open the door to talent from diverse backgrounds.

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Unlearn and learn

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We’re committed to understanding that we don’t know all the answers to some of these questions, but our goal is to level-up our knowledge to share with our industry in the future.

Actions we are taking

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We’re integrating a series of questions into every brief we receive at the agency, and for each creative tech experience we build, ensuring our learnt assumptions aren’t hindering progress in representation:

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• How we work: Ask ourselves; could any aspect of the experience that we’re designing isolate anyone and what could be done to better serve a more diverse audience? Is the experience playing to any bias or assumed roles in gender, race or orientation? Does the product or experience offer a level of access to everyone from all socio-economic backgrounds? When work has been completed, we should check to make sure it’s reflective of our beliefs.
• Purpose and social impact: Constantly ask ourselves how we can make products that give back to society and are socially responsible. Look and question our work, clients and suppliers to see what they do.
• Transparency with clients: Be honest with our clients and provide them with feedback on our findings from the first two points.
• How we hire: When engaging with recruitment agencies ask them to remove the names, photos, etc from the CV’s they send over to stop any unconscious bias. We are committed to equal employment opportunity regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity employer and we want to reflect that in the way we hire.
• Who we work with: Communicate to our clients following an assessment on diversity and inclusion if and when we feel we’re under-serving and underrepresenting on the project itself. Look to see if the clients we work with also work to the same beliefs regarding equal opportunity and social impact as us.

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By asking ourselves these questions at the start and throughout the project, and within every operation of the business we want to check-in with ourselves and never allow complacency when it comes to our efforts to affect change.

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Lastly, we’d like to encourage you to reach out to us. This company is built on community, and we rely on our community for feedback. This topic should be no different. Please feel free to share your thoughts and ideas for how you’d like to see us change.