Purpose

At Northzone, we are committed to supporting entrepreneurs in building global businesses. We firmly believe that diverse teams are more likely to create successful companies, and we are serious about upholding values that promote an inclusive working environment.

Everyone at Northzone is required to adhere to our values of inclusivity, equality and openness. These are the cornerstones of our business and shape how we have built our firm, from recruitment and internal operations, to how we interact with entrepreneurs and the wider community. Any decision we make is made on merit, and all members of the Northzone team consciously work to promote an environment that is open and transparent, where every person is treated with respect.

We require everyone in our team to live by these values in all their interactions with employees, entrepreneurs, investors, suppliers, and anyone else we engage with. The code of conduct below sets out the behaviours which we do not tolerate, as they run contrary to a firm that runs on respect and inclusivity.

We are aware that the VC investor-entrepreneur power dynamic is not equal, and therefore more prone to abuses of power, for example where an entrepreneur is pitching for funding. We take this into account when setting out this code of conduct.

Reporting

This code of conduct sets out the rules which everyone at Northzone has to abide by. If you want to report a breach of this code of conduct, please follow the procedure below.  We take all complaints seriously, and will investigate fully.

Unacceptable Conduct

Discrimination

Northzone is an equal opportunities employer. We are committed to provide a respectful working environment free from discrimination and prejudice. We place great value on ensuring all decisions we make are based solely on merit.

Discrimination can be on the basis of age, disability, gender, race, religion or belief, or sexual orientation, and be both direct and indirect. It can take many forms, such as:

  • Wording or pictures (including photographs, cartoons and drawings) whether in electronic or physical form, that causes aversion or makes someone feel discriminated against because of their age, disability, gender, race, religion or belief, or sexual orientation
  • Comments, put downs, jokes, slurs, gestures that are negative to a person’s characteristics or that promote negative stereotypes
  • Excluding or limiting opportunities based on a person’s characteristics or attributes
  • Victimisation or otherwise blaming or retaliating against a person who has experienced or is looking to report discrimination

Sexual Harassment

Sexual harassment is defined as unwanted behaviours of a sexual nature that makes someone feel intimidated, degraded, humiliated or offended. Examples of behaviours that fall under this definition include but are not limited to:

  • Unwelcome sexual comments on physical appearance, looks or other attributes, including sexual jokes and innuendos
  • Unwanted propositions or flirtations
  • Sending or displaying lewd or sexual images
  • Offers of employment, promotions, funding, connections made contingent on sexual propositions
  • Unwelcome touching, gestures, assault or other unwanted physical contact
  • Having offers removed or otherwise being disadvantaged as a result of turning down sexual advances or comments
  • Victimisation or otherwise blaming or retaliating against a person who has experienced or is looking to report harassment

Complaints Procedure

If you wish to make a complaint of a witnessed or experienced breach of this code of conduct, please contact:

CFO – Stine Foss

We will acknowledge receipt of complaints within two working days.

To make an anonymous complaint, please fill out the following form, providing as much detail as possible https://goo.gl/forms/pdQEbGHY9ldo6ZSY2

We will investigate any complaint fairly and promptly, and we will work to protect the confidentiality of the complainant as far as possible. If the outcome of the investigation is that a breach has occurred, the firm is empowered to decide on the best cause of action, which includes:

  • No action
  • Verbal or written warning
  • Suspension
  • Dismissal