At Animal Equality we place our people and our positive culture at the forefront of everything we do. It is our people after all, who allow us to do the work we do for animals.

Based on our annual staff survey, our overall satisfaction rating was 85% last year and we improved by nearly 10% from the year prior. This is something we are really proud of, so we want to share some of the work we have done to get us to where we are at today.

This page is meant to outline what it’s like to work at Animal Equality. We hope you are as excited about the prospect as we are!

Icon calendar

Once per quarter we have an all staff video call. During these calls we get to know each other a bit better with ice breakers, go over the status of our OKRs, and feature a presentation from a different country on each call so that we have the opportunity to hear about the amazing work our colleagues are doing all over the world. At least once per month each office meets locally as a team (some meet weekly).

Icon followers

At least once per year each office has a team building day as a way to bond and have some fun together outside of the office. Team building days have included visits to sanctuaries, team hikes, and escape room challenges.

Icon email

We send our staff a monthly staff newsletter. In addition to highlighting important recent news across our departments, and sharing work wisdom, we have an employee spotlight where we interview a staff member and let them share some info about who they are and what they like to do (and eat!) with their colleagues.

Icon charitabletrust

We host international Sharing & Learning sessions one to two times per month where we invite all staff to join a video presentation led by an expert on a topic related to our work.

Icon graphics

We regularly interview our staff and conduct an annual survey to help us better understand their employee experience and the ways in which we can improve as an organization. We want to make sure our employees feel heard.

Icon comunication

We host weekly water cooler chat video calls in the US, as a way to connect our remote staff with one another and with employees in the office in a casual way that they may not otherwise have the opportunity for.

Icon meditation

Last year we invited all staff to participate in a Year of Mindfulness meditation program, a year long program that includes monthly calls led by a certified mindfulness facilitator.

How we approach diversity & Inclusion

To ensure consistency and fairness in our hiring practices, all managers have been trained on Animal Equality’s interviewing and hiring protocol. The protocol includes a consistent interview and feedback process, emphasizing objectivity in evaluation, and training on bias that often occurs in recruitment. We also believe in involving more people in the interview process enabling us to include diverse perspectives when evaluating candidates.

We, of course, prioritize culture fit, but we are also very cautious of bias that can occur in the hiring process. “Not a culture fit” is never used as an excuse for affinity bias. We are looking for people who are aligned with our mission, but other than that, we respect and enjoy all of our differences. We want a diverse staff who bring a variety of ideas and experiences to their work.

We pay special attention to how and where we post open roles to help facilitate attracting a diverse candidate pool. We do this by removing gendered language and unnecessary requirements from our job descriptions and by expanding our reach with targeted job postings. We also pay our interns, leveling the playing field for candidates with different financial means.

Our Int’l Director of Operations and HR has worked with a Diversity, Equity, and Inclusion coach and licensed psychologist to ensure our internal policies are crafted in a way that creates a safe space for all of our employees.


At Animal Equality we believe that we should pay people fairly, competitively and equitably. The way we ensure we are doing this is through analysis. We have undergone salary benchmarking exercises in every country we operate in. We adhere to salary bands that we have identified for each position. Additionally, we offer an annual cost of living increase to ensure that our wages remain fair, taking into account inflation.

We always look to fill roles from within whenever possible, by promoting our employees. We also create growth plans for our employees so they understand the ways in which they can develop professionally and grow with the organization. Over the past year, we have promoted 12 employees! Not too bad for a 90 person organization.