• Fight bias in hiring, by not just asking for a resume when people apply, but also asking questions related to the actual job. This way the first judgement is based on relevant information, not on age or a picture.
• Having the first part of every interview process be a blind phone interview to minimise any potential bias.
• Not having any standardised assessments during recruitment, as it can disorient neurodiverse candidates into doing badly. We tend to have more task based and personal interviews, so that neurodiverse candidates can be creative and shine.
• Actively source diverse profiles.
• Using gender neutral language to encourage more women and non-binary job-seekers to apply.
• We write job description requirements as minimally as possible to encourage candidates who may exclude themselves to apply.
• Track the basic data.
• Guard equal pay by using widely-used benchmarks to ensure everyone is getting paid the same as other employees with their title, experience level, and basic needs (in Amsterdam).
• We have an unlimited personal time off policy (25+) that allows working mothers and fathers to prioritise their family.
• Internal campaign for speaking English, sources for more diverse pipelines with hiring, make this a recurring topic on the HR agenda. 

At Payaut, we are continually seeking to educate ourselves, reduce our bias and review our internal policies.