Global Head of Diversity and Inclusion at SumUp

At SumUp, we are committed to building a culture where we can learn from each other in a safe space and thrive. We believe we can make a positive impact for our SumUppers, as well as for society and the planet as a whole. We’re not perfect, and there’s still work to do, but we’re embracing this rewarding journey together.

For me, both professionally and personally, diversity means appreciating one another, as well as understanding different perspectives and ways of living. It is about respecting human rights. To do this, we need to be aware of our own biases and stereotypes and actively question them and our thinking and upbringing. Unconscious biases and stereotypes unfortunately exist, and we are all impacted by them. Our upbringing educates us in a way, and we need to challenge our thinking and attitude toward others.

Diversity is crucial for organizations like SumUp, as the business has a critical role in driving society forward, and because it enables us to not just attract and retain the best people but also better understand our customer’s needs. D&I efforts are only possible if the organization has a culture that embraces it. And a cultural change takes time, clear commitment, and drive.

“We need to create a safe space for us to share and genuinely speak about it, so we can learn from each other and change.”

At SumUp we have a global D&I strategy, localized according to market specifics, and we combine it with our work on social responsibility. A good way to summarise what we do is to divide our initiatives into pillars, which are:

• Leadership support & Allyship

• Development and giving back to the community

• Engagement & Culture

• Gender equality and inclusion of other D&I dimensions

Leadership support & Allyship

Our leaders must demonstrate their commitment to D&I. This is done in several ways, such as speaking about D&I, listening to the people, and participating in D&I activities. The leadership team at SumUp embeds D&I in their All-Hands meetings and actively participates in our Global D&I All-Hands. Our Networks have leadership sponsors and regularly meet the leadership, and Co-Founder Marc-Alexander Christ has drop-in sessions for the Networks to listen to their needs and support them.

Development and giving back to the community

We regularly run Inclusive Leadership Workshops and dedicated D&I “lunch and learns” on various topics and have an e-learning journey in place. In these sessions, we speak about why D&I matters, the concept of belonging, equity, and inclusion, as well as unconscious biases, micro-inequities and micro-aggressions, privilege and allyship, and inclusive leadership. Additionally, to increase awareness and capabilities about different topics, we host global and local webinars including topics like systemic racism, domestic violence, and abuse, Neurodiversity, LGBTQ+, and Gender.

Minoritized groups need to work much harder in life and experience more micro and macro aggressions. We need to take action and change that. Unfortunately, if they wait for the system to change completely, they will wait too long. We are supporting minoritized groups with affirmative actions and collaborating with an NGO on JavaFullStack development programs for unemployed and minoritized groups. 80% of the first cohort found employment afterward.

Engagement & Culture

We need to create a safe space for us to share and genuinely speak about it, so we can learn from each other and change. At SumUp, various networks are often called Employee Resource Groups, or ERGs. These groups are employee-led groups with the purpose to support other SumUppers and improve the organization. They are a sounding board for the company. Every network has a sponsor, a senior leader, who mainly listens to their challenges to support them. There are networks, for example, for Black SumUppers (SumAfro), LGBPA people (Pride Club), transgender, queer, and intersex colleagues (TQI), women, and for neurodiversity.

A cultural change can also be measured through qualitative and quantitative data, such as staffing processes, remuneration, or "focus groups", that can give important indications of successes and failures on the way to more diversity in an organization. What, for example, is the proportion of women at different levels and areas, the female share when it comes to

hires and leavers, other demographics, and surveys? Leaders, show vulnerability, admit that work has to be done, and take action to drive change.

Gender equality & intersectionality

On Gender Equality, we have the ambition to hire 30% of women to top management positions globally. Currently, we are at 23% (we were at 18% a year ago) and we will continue our efforts. We focus on gender, as women make up half of the population, and we consider intersectionality (LGBTQ+, ethnic backgrounds, age, different abilities). Research shows that the way we evaluate a woman versus a man differs. Even with the

same profile, research shows that a woman is likely to be perceived as too bossy, and too ambitious whereas a male counterpart would be considered a great leader. Women with children are often judged when pursuing a career, or as having less time for their children. They are expected to work but not too much, and have children but not too many. Men are still expected to be strong and the breadwinner. It is essential to increase the general awareness of biases and of how micro-inequities can play out, to improve sourcing strategies, tap into new networks, and scout from a new pool of talents. Additionally, we need to support people and women to overcome self-limiting beliefs and over-structures (such as that of impostor syndrome). We also have a global approach when it comes to understanding our processes, policies, and language and removing gendered terms, where possible. Looking at Gender, it is great that 1% identify as Transgender at SumUp, and about sexual orientation, 19% identify as LGBPA.

Important levers for companies are clear objectives and a clear and visible commitment from the management.

You can ask yourself the following questions:

• How did you grow up?

• What are your roles and responsibilities today?

• How would you like to raise the next generation?

Everyone can and should do their part. It is important to create a culture where each person can express what they need for themselves, and where people are open to differences and do not feel attacked or intimidated when they encounter differences. It is important to create a framework and environment where each person can work effectively, stay mentally and physically healthy, and thrive and develop in their work.