Diversity, Equity and Inclusion at Quanloop
We hire for capability and judgement, and we aim to run a workplace where people can do strong work without politics. Because we operate in a regulated, security‑sensitive context, we rely on clear standards and documented decisions. This page explains what that looks like in practice and how to raise concerns if something isn’t right.
Our сommitment
We are committed to fair hiring, accessible processes and respectful day‑to‑day work. We don’t promise perfection; we do promise to take concerns seriously and to keep improving our practices as we grow across hubs.
Our standards in practice
This is what we aim to do consistently across teams. Some practices are already standard; others are being rolled out as we scale across hubs.
Fair, structured hiring
We hire against clear role criteria and focus on job‑related evidence. Structured interviews and consistent scorecards are used where practical, and we are standardising this approach across teams.
Pay clarity by role and level
We use role and level structure to support consistent pay decisions. Progression is expected to be evidence‑based and discussed openly, with decisions recorded clearly.
Accessible hiring and work
If you need an adjustment at any stage—application, interviews or day‑to‑day work—tell us early. We will work with you to make the process accessible and practical.
Respect and safety
We expect professional behaviour and direct, respectful communication. If something crosses the line—harassment, discrimination or retaliation—we want to know and we will act. Reporting options are listed below.
Equal opportunity statement
Quanloop is an equal opportunity employer. We consider applicants based on role requirements and job‑related evidence, in line with applicable law.
How we measure and improve
We prefer practical actions over slogans. We are building a small set of measures we can track consistently across hubs and use to improve hiring and workplace experience over time.
We collect only the data we need, keep it voluntary and anonymous where appropriate, and follow local privacy laws. Findings inform our plans for hiring, development and workplace practices. For interview or workplace adjustments, see our Accessibility & Accommodations guidance (or email [email protected]).
Hiring quality and fairness
We review hiring outcomes and improve our process where patterns suggest unnecessary bias or inconsistency.
Pay decisions
We use role and level structure to support consistent pay decisions and reduce ad‑hoc outcomes.
Accessibility in practice
We aim to make interviews and day‑to‑day work accessible. If you need adjustments, we treat it as a normal part of the process.
Workplace signals
We pay attention to feedback from candidates and employees, and address issues that repeat across teams or locations.
Accountability and reporting
Leaders are responsible for standards in their teams. Concerns can be raised through multiple channels (see below).