If you’re looking for a place to belong – welcome home.

Everyone’s welcome at Zoopla. Everyone. No matter who you are, where you come from or what kind of home you grew up in. We’re made up of all kinds of minds. And that’s just the way we like it.

We’re wide open (to new ideas. To all sorts of people)

We’re reinventing an industry. And that takes ideas from everyone, from everywhere. Each one of us brings something to the table, and we want to know what you can bring to us. Your personal experiences. Your perspective. Your background. Ideas, hopes, fears – all of it matters here and will help us take the big leaps that will make history happen. 

 

Our promise to you

To be more welcoming, fair and representative every day

2021 Results

How we’re doing 

We run regular ‘pulse’ surveys with all our Zoopligans to understand their experience of working at Zoopla and how we can improve it. Each survey, we have a dedicated section of questions about inclusion, equity and diversity.

In the tech industry, we’re in the top 25% for all measures, and the top 5% for inclusion (based on Peakon’s industry benchmark). This is something worth celebrating, but we’re committed to keep on improving. Our goals for the next year are to put DE&I at the heart of our decisions, close our gender pay gap by 2026 and better reflect the diversity of the communities we work in.

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Diversity, Equity & Inclusion

In the top 25% of the tech industry

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Non-discrimination

In the top 25% of the tech industry

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Inclusiveness

In the top 5% of the tech industry

Our DE&I Principles

Guiding us on our DE&I journey

 

01. Generate trust through transparency 

Measure and share progress, and gather feedback regularly, iterating and improving as we go.

02. Progress is better than perfection 

Keep moving whilst recognising there will always be more to do.

03. Create connections, not divisions 

Celebrating individuality and continuing to unify our people through shared behaviours, ambitions and goals.

04. Everyone is accountable to ‘be the change’ 

Making sure the burden of responsibility doesn’t fall to underrepresented communities or DE&I committee members. 

What’s in place

How we're making an impact

Here are some diversity and inclusion initiatives that we’re most proud of:

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Flexible working

We believe that having greater flexibility over when, where and how we work helps us be our best (and creates more space for the people and things in our life that matter most to us). Our Everyday Flex framework gives our people the power to decide what's right for them and their team.

DE&I Steering Group

Made up of Zoopligans across the business (including two Execs), our Steering Group is driving positive change and a greater strategic focus on DE&I - as well as delivering a diverse calendar of awareness-raising events, workshops and celebrations.

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Continuous listening

We keep checking-in. Our regular engagement surveys check in on DE&I, helping us measure progress and give Zoopligans a chance to help us shape our DE&I planning. Our latest results put us in the top 5% of the Tech Industry on inclusiveness.

Inclusive hiring

Our inclusive hiring guide was voted a ‘Changemaker’ at the Women in Software 2020 Changemaker Awards. As a result of this, we’ve seen the number of women at Zoopla at “Head of” and “Director” level rise by 26% from 2018 to 2021.

Changing the ratio

In 2020, we recruited our first Software Engineer apprentice cohort in partnership with the Tech She Can Charter. The cohort’s ratio - which was 70% women! - was the highest our training provider had ever seen and our programme has been held up as a best-practice model to help guide other members of the Charter.

STEM Ambassadors

Since June 2021, 32 Zoopligans have registered to become STEM Ambassadors as part of a scheme led by STEM Learning. Our Ambassadors are being trained to deliver Tech We Can lesson plans in schools to inspire young women to consider a career in Science, Tech, Engineering and Maths.

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Reverse Mentoring

We’re aiming to raise awareness of the barriers that some people face, and inform new strategies to remove or overcome them. Our reverse mentoring programme is a collaborative partnership of ideas and influence that pairs each of our Exec team with employees from underrepresented communities - so they can lean in, listen, learn and champion the voice of those employees and underrepresented communities.

DE&I Champion Networks

We’ve supported our employees to build four Champion Networks for underrepresented communities at Zoopla, all led by volunteers from every corner of the business. Each receives a budget and an Executive sponsor to give them a real seat at the table. You can meet our networks and find out more about their missions below. We’re right at the beginning of this journey but you can find out about their missions below.

Alarm Clock Icon

Flexible working

We believe that having greater flexibility over when, where and how we work helps us be our best (and creates more space for the people and things in our life that matter most to us). Our Everyday Flex framework gives our people the power to decide what's right for them and their team.

DE&I Steering Group

Made up of Zoopligans across the business (including two Execs), our Steering Group is driving positive change and a greater strategic focus on DE&I - as well as delivering a diverse calendar of awareness-raising events, workshops and celebrations.

Speech Bubble with Thumbs Up Icon

Continuous listening

We keep checking-in. Our regular engagement surveys check in on DE&I, helping us measure progress and give Zoopligans a chance to help us shape our DE&I planning. Our latest results put us in the top 5% of the Tech Industry on inclusiveness.

Inclusive hiring

Our inclusive hiring guide was voted a ‘Changemaker’ at the Women in Software 2020 Changemaker Awards. As a result of this, we’ve seen the number of women at Zoopla at “Head of” and “Director” level rise by 26% from 2018 to 2021.

Changing the ratio

In 2020, we recruited our first Software Engineer apprentice cohort in partnership with the Tech She Can Charter. The cohort’s ratio - which was 70% women! - was the highest our training provider had ever seen and our programme has been held up as a best-practice model to help guide other members of the Charter.

STEM Ambassadors

Since June 2021, 32 Zoopligans have registered to become STEM Ambassadors as part of a scheme led by STEM Learning. Our Ambassadors are being trained to deliver Tech We Can lesson plans in schools to inspire young women to consider a career in Science, Tech, Engineering and Maths.

Icon of two people side by side

Reverse Mentoring

We’re aiming to raise awareness of the barriers that some people face, and inform new strategies to remove or overcome them. Our reverse mentoring programme is a collaborative partnership of ideas and influence that pairs each of our Exec team with employees from underrepresented communities - so they can lean in, listen, learn and champion the voice of those employees and underrepresented communities.

DE&I Champion Networks

We’ve supported our employees to build four Champion Networks for underrepresented communities at Zoopla, all led by volunteers from every corner of the business. Each receives a budget and an Executive sponsor to give them a real seat at the table. You can meet our networks and find out more about their missions below. We’re right at the beginning of this journey but you can find out about their missions below.

Refreshed Zoopla Behaviours

Our Behaviours are our compass for our day-to-day decisions and the impact we have on those around us. And we measure ourselves against them as part of our performance processes.

Future Leaders Development Programmes

We’re exploring partnerships with industry-leading experts to put our apprenticeship levy to good use by creating accredited Future Leaders Development Programmes. We’re aiming to diversify our internal talent pipeline as a result and aim to roll out our first programme in Spring 2022.

Ethnicity Pay Gap report

Gender is just one part of the puzzle when it comes to diversity, and we believe that what gets measured, gets done. That’s why we’re working on improving our data so that we can publish our Ethnicity Pay Gap report in Spring 2022, ahead of it becoming a regulatory requirement.

Education

We’ve partnered with INvolve to deliver dedicated DE&I workshops for our Exec and Leadership teams, and we’re planning Conscious Inclusion training for everyone involved in hiring at Zoopla. At the same time, we’ll be enhancing and expanding the regular training we roll out to all employees.

Baked in accountability

Our Behaviours are our compass for our day-to-day decisions and the impact we have on those around us. We measure ourselves against these behaviours as part of our performance processes. In January 2022, we introduced a new behaviour: Be the change. This explicitly establishes personal responsibility for all Zoopligans to make Zoopla more fair, welcoming and representative every day.

Our champion networks
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Women’s Impact Network


Our mission:
We are working towards empowering, delivering equality for and improving the lives of women at Zoopla and beyond.

"Women's position in the workplace is an ongoing evolution. While strides forward have been made to situate us on an even playing field with our male counterparts, there is still work to be done. We strive to live in a world - and working culture - that recognises the intrinsic value of female employees in how we're paid, how we're recognised and rewarded, the opportunities we're afforded, all the while breaking the stigmas that can often entrap and define the female experience at work. We have the opportunity at Zoopla to set a new benchmark in excellence - not just for women in the tech industry, but in the collective workplaces of today and for the future."

Michelle Riddick, Chair, Women's Impact Network

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Minds of all kinds


Our mission:
To raise the profile of neurodiversity within Zoopla. To help neurodiverse people flourish through understanding, acceptance and integration within Zoopla and beyond.

“When you have something fantastic, you shouldn’t keep it to yourself. At Zoopla, we’re creating an environment that doesn’t just support neurodiverse Zoopligans, it also nurtures us and encourages us to flourish.”

Shelly Johnson, Data Quality Analyst and Comms lead for Neurodiversity DECIN

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Bridge


Our mission:
We want to challenge the status quo to improve ethnic diversity at Zoopla, and build an inclusive community for all.

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emPower Parents


Our mission:
To champion and support parents to be the best they can be at Zoopla and at home.

Listen to learn

Z-cast

Hosted by Abi (Employee Engagement Executive), our Z-Cast podcasts explore topics and issues close to hearts to help heads understand. Conversations we’ve had so far include: 

 

Mental health, with Gary Bramall (our Chief Marketing Officer and mental health Exec sponsor), talking about his own, and loved ones’ experience of mental health.

 

Pride month, when one of our Zoopligans talked about their LGBTQ+ journey and the inclusive environment at Zoopla (one that you don’t find everywhere, unfortunately). 

 

Black History Month, with André Wright (our Marketing Analytics Manager and Co-chair of our Bridge Network). André talked about his experiences growing up in a mainly white community, the Black Lives Matter movement and his hopes for the future (and for Zoopla).

Analysis

Gender Pay Gap

This year, we’ve published three sets of data in one report; our snapshot data from April 2019, April 2020 and April 2021.

Like many other businesses affected by the pandemic, our 2020 data isn’t a true reflection of reality. That’s why we’ve included our 2021 data, 9 months ahead of the Government deadline, so that we can get a more accurate picture of our diversity and trends over time.

Read our 2019-2021 Gender Pay Gap summary.

#Change the ratio

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Women in Tech

Zoopla is a founder member of TechSheCan, launched in a bid to increase the number of women entering the technology sector and the number of girls choosing to study science, technology, engineering and mathematics (STEM) and careers in technology.

TechSheCan aims to tackle the root cause of the gender disparity in technology at a societal level, by inspiring and educating young girls and women to get into tech careers and share best practice across the other organisations involved.

Find out more
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Tech She Can

This working group of businesses, which includes peers from Google, PwC, Oxfam and the Girl Guides, have united to promote STEM subjects and women in tech to create more diversity in the industry and build a future talent pipeline.

It recently created a manifesto to target schools in the Government’s social mobility 'cold spots', celebrate successful women in tech as role models and provide toolkits to help teachers throughout the UK educate pupils about working in tech.

We are incredibly proud to be part of such a significant charity and delighted that our Head of Talent is responsible for helping introduce young girls to the breadth of career opportunities available in technology, as well as encouraging over 400 schools to deliver the Tech She Can lesson plans.

Find out more
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