Four ways Moixa is working towards inclusion
At Moixa, our employees are at the heart of what we do. Following a year of intense growth, we are proud to report that throughout 2021 we grew the team by 27 talented individuals. This has not stopped with the new year. With nine new starters joining Moixa in January already, we have reached a total of 82 employees, all working together to support the move away from fossil fuels and create a future powered by renewables.
We have got exciting and even more challenging hiring plans for 2022, intending to grow our UK team to more than 100 people across the year. Always with our people’s happiness in mind, as the Moixa team expands, we like to regularly take a step back and think, what more can we do to support inclusion and the wellbeing of our employees?
Here are some of the ways we support and develop our inclusive culture.
1) Inclusive benefits
At Moixa, we believe in people-led design. That is why we are always looking to introduce inclusive benefits that can support all and improve the wellbeing of our employees.
These benefits include enhanced maternity and paternity leave, private medical insurance scheme through BUPA, wellbeing and lifestyle benefits plan through Medicash, Cycle To Work scheme, the Workplace Nursery benefit, and many more.
At Moixa, it has been easy to default to trust and let our people decide how and when to work and be confident that they will deliver. That is why we offer our employees great flexibility when it comes to determining their own work patterns, and we have also implemented our hybrid working model – making office attendance voluntary to suit people with different preferences and needs. You can read more about flexible working at Moixa in our blog, where the team shares their experiences.
2) Developing our people
As a company, we are very committed to the personal and professional development of each member of the Moixa team. That’s why we enable Moixa employees to enhance their skills and knowledge and attend learning events of their choosing, allowing up to 4 days per year and a training budget of £1,000 for personal development. This can be taken to attend conferences, take courses or take time away from the office for self-study.
We also run a busy calendar with internal and external speakers on various topics to inspire and develop a broader understanding of our industry and ourselves. This includes several talks and workshops focused on exploring diversity and inclusion themes, ranging from reinforcing our knowledge of the LGBTQ+ community to understanding the impact of disabilities and raising awareness of racial biases.
3) Offering support for mental health – Spill
With tight deadlines and busy schedules, we can often neglect mental health. However, especially during these challenging times, raising awareness of our mental wellbeing has never been more critical.
At Moixa, we recognise that people are complex psychological beings, supporting people’s mental health. We want to enable and encourage everyone to be themselves at work and feel well, and we firmly believe that therapy can benefit everyone and help us live a better life.
That is why we have partnered with Spill, an innovative app that integrates with Slack and offers complete access to mental health support and resources for our employees, empowering them to be their best selves.
4) Introducing Moixa’s Diversity & Inclusion Committee
Moixa’s Diversity and Inclusion Committee works closely with the Leadership Team in order to ensure that conversations and learnings are ongoing. This has become a catalyst for change. The committee is made up of volunteers from across the business.
The members are responsible for helping us discuss how Moixa can address diversity and inclusion, covering areas such as recruitment and policies and how to increase employee engagement.
Moixa’s Diversity and Inclusion Committee discusses ideas and experiences that will help improve our culture’s inclusiveness and increase the diversity of our workforce.
If you want to help build the energy system of the future and work for a company that is committed to inclusion, check out our Careers page to see if there’s a role to suit you or get in touch directly with our Talent Acquisition Manager Gail Solomon.