Diversity and inclusion
Different people build better systems
Homogeneous teams miss things. They design for people like themselves, and the gaps only surface once real users arrive. Building a team with different backgrounds and ways of thinking is a quality control mechanism, not a gesture.
“We are committed to being an organisation where the best idea wins regardless of who brings it, and where nobody has to manage their identity to do good work.”
What we commit to
Six commitments, each with something measurable behind it
Statements of intent are cheap. Each of these has a mechanism attached, because whatever is not measured quietly reverts to the default.
Pay reviewed against the role, not the person
Salary bands are published internally for every level and reviewed annually. Offers are made at the band, not negotiated down against those who negotiate less.
Structured hiring
The same questions, the same exercise and a scored rubric for every candidate. No decision rests on one person's impression.
Access, not just intent
Our academy and internships exist to widen the pipeline, with places prioritised for under-represented groups.
Reasonable adjustments as standard
Flexible hours, remote work, assistive technology and extra leave are available by default. No diagnosis required.
A safe place to raise problems
A written policy, a named reporting route and an independent channel that bypasses line management.
Measured and published
We track representation across levels and report progress internally each quarter. What is not measured reverts to the default.
Access, not just intent
Widening the pipeline rather than waiting for it
Most engineering teams are homogeneous for a predictable reason: the pipeline they recruit from is. Waiting for it to change on its own has not worked. So we build our own routes in.
- Hive Academy. A free twelve-week evening programme, twice a year, with places prioritised for women and applicants from outside Kampala.
- Paid internships. Six months, real production work, a named mentor and a genuine path to a permanent role.
- No degree requirement. We assess what you can do, not which institution certified it.
- Structured interviews. The same questions and scored rubric for every candidate, with trained interviewers.
Accountability
How we hold ourselves to it
Quarterly internal reporting
Representation is tracked across every level, not just company-wide. A healthy overall figure can hide a problem at senior level.
Published salary bands
Every level has an internal band, reviewed annually. Offers are made at the band, which removes the negotiation gap that disadvantages some groups.
An independent reporting route
A named channel that bypasses line management entirely. Reports are acted on and outcomes communicated back to the person who raised them.
Written policy, reviewed annually
Our inclusion policy is a document with owners and review dates, not a paragraph on a website.
Current openings
Roles open right now
If you are unsure whether you qualify, apply anyway. We would rather have the conversation than miss someone because the advert was too narrow.
Next step
Building a team too?
If you are hiring engineers, we will happily introduce academy graduates and interns we would employ ourselves.