GoCardless Recurring Payments Platform - Digital Marketplace (2024)

We are committed to reducing our impact on the environment and to leaving a more sustainable world for future generations.

In 2021, we became co-founders of the Tech Zero coalition, a group of businesses committed to taking climate action as part of the UNFCC Race To Zero. Since then, we became signatories of Business Ambition for 1.5°C, committing to set both short-term and long-term emissions reductions in line with the Science Based Target initiative Net Zero standard.

We have launched Sustainability Strategy and Net-Zero action plans. These set out our long-term strategy of not only reducing our impact, but seeking opportunities to create positive change.

This also sets out our Science Based Targets for 2027 (short-term target) and 2035 (Net-zero).

Our Net-Zero action plan outlines how we plan to reduce our emissions and reach these targets by working with our customers, suppliers, and our employees.

We are continuously measuring and reviewing our progress. We are also creating tools to help our business partners to also create sustainability plans.

Additionally, we have reduced our market based scope 1 & 2 emissions by 90% since 2019 (in 2022 this reduction will reach 99%), and have developed a pilot project with one of our customers (the Big Clean Switch) to ensure the energy from customers' use of our product - alongside home working energy - is either provided by renewable energy, or matched.

You can read more about our sustainability initiatives, and find our action plans as well as other resources, here: https://gocardless.com/sustainability

We want GoCardless to be a diverse, inclusive and fair workplace for all and so we have increasingly placed a focus on Diversity and Inclusion (D&I). Our ambition is to look beyond pure demographics and foster a culture where true diversity of thought is nurtured and recognised as adding undeniable value to how we do business.

As part of this, GoCardless continuously reviews both our hiring processes and channels to eliminate bias. We’ve introduced programs that attract diverse talent and we continuously seek to create hiring experiences that are fair, transparent and accessible by all.

We are working on creating a transparent framework for how we grow and develop talent in a scaling organisation. This will include bringing more clarity on internal career opportunities and provide clear expectations on the behaviours we want to see aligned to our values and commitment to building an inclusive organisation.

Additionally, the introduction of systematic processes helps us ensure compensation decisions are data-driven, fair and competitive. We have also invested in Reward capability and expertise to ensure we bring pay equity into every step of the employee journey.

Lastly, GoCardless has volunteer employee resource groups (ERGs) to promote BEAM, gender equality, LGBTQIA+, and accessibility interests across the company, as well as give employees a community of people with whom they share experiences and interests.

You can read more, and find our gender pay gap report, here https://gocardless.com/about/diversity-inclusion

Our latest blog post on our gender pay gap report can be found here: https://gocardless.com/blog/en-gb-gocardless-gender-pay-gap-report-2020-21

Much of our focus on our employee's wellbeing overlaps with our equal opportunity initiatives above. In addition to our answers there we’ve been providing activities such as lunchtime yoga and pilates, flexible working, team lunches (and lunch roulette), as well as weekly/monthly town halls for years. We also provide run ad-hoc events, such as providing employees with a takeaway allowance allowing them to eat virtually together.

We adopted hybrid working (ie. with employees in the office and remote) since before the coronavirus pandemic, and will continue to work on our model in line with international feedback.

Employees are encouraged to talk to line managers about any concerns they have, as well as being able to submit questions in town halls to be answered by senior staff.

We provide an annual learning allowance in partnership with Learnably, and run an annual career development week in combination with ad-hoc events.

Employees are able to join remote exercise sessions, and we run a range of mental health & wellbeing events throughout the year.