What does DE&I mean?

DE&I stands for Diversity, Equity and Inclusion.

• Diversity is about representation: bringing together people with different backgrounds, identities, experiences and perspectives.

• Equity is about fairness. It means recognising that people do not all start from the same place, and removing barriers so everyone has a fair chance to grow and succeed.

• Inclusion is about culture. It means making sure people feel valued, heard and involved, not just present.

At Swapfiets, DE&I is not a “nice to have”. It is part of how we build a better company for our people, our members and the cities we ride in. Our members are diverse, so our teams need to understand and reflect that diversity too. Different perspectives help us make better decisions, improve our services and create a more welcoming experience for everyone.

Why DE&I matters to Swapfiets

For our people, inclusion starts with feeling safe and respected at work. When colleagues feel they can be themselves, they are more likely to speak up, collaborate and grow. For our members, diverse teams help us design better services. We serve people across different cities, countries and daily routines. Understanding those differences helps us build a bike membership that feels accessible and relevant. For our business and society, DE&I helps us make better choices. Diverse teams bring different ideas, challenge assumptions and spot opportunities we might otherwise miss. This matters in a company that wants to make urban mobility easier, more sustainable and more human.

As Danielle, CHRO explains:
“For me, DE&I matters because when people feel safe to be themselves and truly included, they’re more engaged, more creative, and better able to contribute. That leads to better decisions, stronger collaboration, and better experiences for our members, and ultimately helps us build a company that has a positive and responsible impact beyond Swapfiets.”

Our people in numbers

We have been tracking DE&I through both perception and people metrics since 2023. Colleagues rate their experience of diversity, equity, inclusivity and being heard consistently above 7 out of 10, with a clear upward trend from 2023 to 2025.

As of 2024, Swapfiets had 1,123 employees representing 73 nationalities. Women made up 24% of all employees and 45% of management roles. Overall employee satisfaction was 88%, and 82% of colleagues participated in training.

These numbers help us understand where we are making progress, and where we still need to improve.

DE&I in motion: what we are doing

We are working on DE&I through policies, training, employee communities and everyday support. Here are some of the initiatives currently in place.

• Inclusive Workforce Policy
  Our Inclusive Workforce Policy sets out our commitment to a fair and respectful workplace. It applies across all territories and covers non-discrimination, zero tolerance for harassment, clear reporting channels, training and workplace adaptations.
  The policy also guides how we build teams. That means fair, unbiased and accessible recruitment, and equal opportunities for growth regardless of gender, background, ethnicity, sexual orientation, neurodivergence, religion or caring responsibilities.

• Inclusive hiring
  We take deliberate steps to make recruitment fairer and more inclusive. Job descriptions are written using inclusive language and include our inclusivity statement. In many cases, candidates do not need to submit a CV, helping us focus more on potential than on background alone. The first contact with the Talent Acquisition team is usually a phone call, which helps reduce unconscious bias early in the process. Hiring managers also receive training on inclusive hiring and unconscious bias, so candidates are assessed more fairly at every stage.

• Women in Operations
  Women in Operations is one of our employee resource groups. It creates space for women in operational roles to share experiences, exchange knowledge and support each other. The group kicked off in November 2025 and focuses on empowerment, development and practical strategies to strengthen our organisation.

• Trust Advisors
  Trust Advisors are trained employees who act as trusted points of contact for colleagues. They offer a listening ear, guidance and practical support when questions or concerns come up. Their role goes beyond DE&I. They help colleagues navigate different workplace situations and connect them with the right resources when needed.

• DE&I Calendar
  Our DE&I Calendar maps important religious holidays and observances across the diverse groups within Swapfiets. It helps build awareness, cultural understanding and a stronger sense of belonging. It is a small but meaningful way to make more colleagues feel seen and included.

• Regular training
  Training helps us turn good intentions into everyday habits. Employees can access online and in-person learning on topics such as inclusivity, unconscious bias and inclusive hiring. We also host Coffee & Learn sessions, creating space for open discussion and shared learning across teams.

• Our commitment
  We know DE&I is an ongoing journey. We are proud of the progress we have made, but we also know there is still more to learn and improve. At Swapfiets, we are committed to creating an inclusive workplace where everyone feels valued, respected and able to grow. We stand firmly against discrimination, harassment, bullying and disrespectful behaviour in any form. By continuing to invest in inclusive policies, training, support systems and people-led initiatives, we want to build a stronger workplace for our colleagues and a better experience for our members.