Livit

Each team member at Livit decides when and from where to work. We are a remote-capable team, and we encourage flex schedules, which is part of the reason many in our leadership are mothers.

We have generous vacation days (starting with 20, going up to 30 per year), in addition to public holidays. We also grant bereavement leave, generous fully paid maternity leave and paternity leave.

We encourage team members to take a fully paid 5-week sabbatical leave after every 5 years spent with the company. Team members self-approve vacation based on a few simple rules. We have an honor system where each team member reports their own vacation. We do not expect team members to be available outside of their regular work hours. We also organize and pay for regular wellness, sports, social events.

We use a self-management, flat-hierarchy system called Holacracy where authority and decision-making are distributed. Each person is empowered to self-manage and self-organize their work. We both select individuals who enjoy that and have a track record of thriving in independent work, as well as nurture their capacities through coaching and L&D programs.

One of our company values is being a "Diverse & Supportive Community" and we walk the talk in a few different ways. A fairly substantial part of our culture deck/ company handbook is about equal opportunities and anti-discrimination. All of our team members are aware of these policies and we follow them when hiring, training and promoting team members. As a result, our team is made up of approximately 65% female and POC, with many minorities of all kinds as well as different nationalities, races, religions, political views, and sexual orientations well represented within the team overall (as well as the leadership team). And we're loving it!

A smaller example is around social activities and celebrations — we do our best to celebrate all the major religious holidays via events at our hub and beyond.

There is of course always room for improvement. Hiring processes is one such area for our team. Even though aspects like gender, ethnicity, religion etc. do not weigh in when we make a hiring decision, implementing tools or processes that eliminate this information from the hiring process altogether would be the next step.

Everyone is encouraged to allocate 10% of their work time for Learning & Development. Each person has a budget for learning and can choose how to spend it (e.g. online courses, conferences, classes, etc). We organize regular skill-sharing sessions and workshops on various topics.