Diversity and belonging data
With this annual 'Many and One' report, we commit to transparency.
It's the first time we've posted diversity data. In doing so, progress, not perfection, is what matters, and we're certainly not perfect.
To quote the Manyone Way and our diversity and inclusion principles: "We know that in order to build a better tomorrow, we can't be afraid to confront our weaknesses today."
We don't leave anything to chance, but we know that things take time when it comes to for example a more gender- and culture-balanced ownership and leadership of Manyone.
Our goal is to share yearly data to hold ourselves accountable and make Manyone a place everyone can succeed. Even though we have much to be proud of, there is still a lot to be done.
13 Offices across the world
Manyone is a young company – we just turned three in September 2022. But how well are different generations at Manyone represented?
9% Gen Z (1995-2009)
64% Gen Y (1981-1994)
26% Gen X (1965-1980)
1% Boomers (1944-1964)
The average age at Manyone is 36 years, and the vast majority of Manyones are Millennials.
How culturally diverse are we anyway? Are we a Danish company with an international touch or are we truly global?
Manyone was born in Denmark in 2019, and the first three teams that joined were all Danish.
Three years since our birth, we're now 32 nationalities representing six continents. Yet, most employees at Manyone are still Danish citizens, and our largest office is in Copenhagen.
Our company-wide language is English.
17% Non EU/EFTA
1% Middle East
Our Scandinavian roots are important, but as we grow, we aim to be 'global first' and internationally diverse.
We're constantly looking at potential partnerships and acquisitions in non-European countries to expand our global footprint.
In 2023, we'll continue to hire Manyone Nomads – remote-first employees working from anywhere around the world.
Almost as many women as men work at Manyone. Despite that, we're heavily skewed towards men in Director, Partner, and other leadership positions.
Most of the teams that have joined Manyone since we started have had male ownership: Two out of three of the acquired teams have had an all-male or male-majority ownership. This translates into many male Partners at Manyone today.
As our gender representation data reveal, we have much work to do before reaching a better gender balance on Director level and up.
While there are no quick fixes, we can do better, and that's a top priority for 2023. Therefore, we commit to the following actions:
We aim for a minimum of 25% female representation in our Global Management team and on our Board of Directors.
When scouting for potential teams for Manyone to acquire, we will actively look for female-led and -owned companies.
We will track and publish data on our gender pay gap.
The Culture Communities of Manyone are employee-led interest groups that foster diversity and inclusion within our organisation. Our first Culture Community, Pride at Manyone, was launched in 2022.
Pride at Manyone connects people to discuss and ideate around Manyone’s activities related to Pride and better representation, but the community also weighs in on and strengthens our DE&I practices overall. Moreover, we hope to signal to outside LGBTQIA+ and minority groups that Manyone is committed to creating an inclusive workplace.
We are continuously working on our efforts towards better representation through all-year initiatives and communication. Our aim is to mirror society with an 8% LGBTQIA+ representation.
We aim to strengthen our representation through communication and initiatives – both internally and externally.
We will integrate an introduction to Pride at Manyone when onboarding new people to grow the community.
Every year, we do a culture assessment to make sure we're growing gracefully. We use it as a voice for all employees and to find blind spots and areas to improve. Culture is everyone's responsibility at Manyone.
Here are some of the results from the latest survey in October 2022:
of all Manyones feel comfortable being themselves at work.
of all Manyones feel safe asking critical questions during team meetings.
of all Manyones feel comfortable with the tone in the workplace.
All employees were asked if they had experienced or observed bias within nine different categories.
We need to recognise biases in order to reduce their negative effects. And clearly, we have work to do when it comes to gender- and age-related bias.
We will integrate diversity and inclusion practices into our recruiting process to counter bias in hiring. Our objective is a streamlined process that is well-structured, well-informed, and fair for all.
We will continue to track bias through our annual Culture Assessment.
A brief overview of Diversity and Belonging initiatives at Manyone:
Manyone launches in Copenhagen, Denmark, with the first three companies onboard. Welcome to the strategy-design hybrid
We take the first steps toward global expansion with pop-up studios in Helsinki and Rotterdam and a partnership with Boris Design in Hong Kong and Stockholm.
We conduct our first culture assessment, Manyone's company-wide, culture-focused well-being survey
We launch The Manyone Way, including our diversity and inclusion principles
Despite COVID-19, lock-downs and turbulent times, Manyone crosses the 100-person mark with new teams in Germany and the UK
We collaborate with Emma Holten, Danish feminist activist, and gender policy consultant, on developing our diversity and inclusion principles and safe reporting processes
We conduct yet another culture assessment. This time increasing focus on bias involving gender, race, and more
Manyone reaches 200 employees with new locations in Israel, Norway, the US and Brazil
The % of female Partners increased from 26% to 36%
First woman on the Board of Directors and in the Global Management team
Leadership training with a psychological safety focus
The Pride at Manyone culture community is launched
We publish the first edition of our diversity and belonging data