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WORKING AT ANIMAL EQUALITY


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!

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Quarterly all staff calls allow us to get to know each other better, go over the status of our OKRs, and hear about the amazing work our colleagues are doing all over the world.

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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.

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Our monthly staff newsletter highlights important recent news across our departments, includes work wisdom, and an employee spotlight.

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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.

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We conduct an annual engagement survey to help us better understand the ways in which we can improve as an organization. We want to make sure our employees feel heard.

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

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Last year we invited all staff to participate in a Year of Mindfulness meditation program, a year long program that included 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.

HOW WE HANDLE PAY + PROMOTION


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.