Quiénes Somos

Las relaciones comerciales construidas durante décadas de trabajo duro y de confianza son el origen de los ecosistemas. En esta era de transformación digital, creemos firmemente que las organizaciones deben interconectarse más estrechamente entre sí y colaborar para darse cuenta de todo el potencial de sus ecosistemas. Esta creencia es la base de nuestra misión en TIDWIT.

El reto para muchas organizaciones, sobre todo las más grandes, es tomar esta simple noción y ampliarla a su ecosistema global. Por eso TIDWIT se ha construido desde cero como la primera red de ecosistemas globales. TIDWIT está diseñada para potenciar y estandarizar la colaboración, la distribución y el intercambio de información altamente escalables entre diferentes ecosistemas organizacionales, y proporcionar una visión y un análisis de datos sin precedentes.

La plataforma TIDWIT impulsa la conectividad del ecosistema de forma rápida y eficiente, al tiempo que permite una personalización, automatización, cumplimiento e información en tiempo real. La plataforma TIDWIT ha evolucionado hasta convertirse en una red de ecosistemas global con cientos de miles de usuarios, impulsando alianzas globales para empresas de la lista Fortune 1000 de todo el mundo, tales como Microsoft, IBM, Accenture, Capgemini, Dell, HPE y Vodafone.

El equipo de innovación de TIDWIT se enorgullece de apoyar a muchas de estas empresas en cuatro continentes por medio de su viaje a través de los ecosistemas. Y en muchos sentidos, los ecosistemas son la próxima frontera de la transformación digital; una vez que una organización se ha transformado a sí misma, los ecosistemas pueden ayudarla a impulsar esta transformación a todo su ecosistema. TIDWIT seguirá siendo pionero e innovando en este campo para impulsar ecosistemas enteros hacia esta increíble próxima frontera.

Corporate Responsibility

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TIDWIT Corporate Responsibility Policy

At TIDWIT, we are committed to conducting our business in a socially responsible and sustainable manner. This Corporate Responsibility Policy outlines our principles and guidelines for addressing environmental, social, and ethical issues that arise from our operations and business practices. We strive to contribute positively to the communities where we operate and to minimize our environmental impact while promoting a safe, diverse, and inclusive workplace.

Learn more…

TIDWIT Corporate Sustainability Strategy

We recognize the importance of sustainability in driving long-term success and contributing positively to society and the environment. This Corporate Sustainability Strategy outlines our commitment to integrating sustainable practices into our core business operations, fostering innovation, and addressing the challenges of today and tomorrow.

Learn more…

TIDWIT Human Rights Policy

We are committed to upholding and promoting human rights as outlined in international standards and declarations. This Human Rights Policy reflects our dedication to respect and protect the fundamental rights and dignity of all individuals impacted by our business activities.

Learn more…

TIDWIT Modern Slavery Policy

We are committed to combating modern slavery and human trafficking in all its forms. This Modern Slavery Policy outlines our zero-tolerance approach to these practices and our dedication to ensuring that our operations and supply chain remain free from any form of forced labor or exploitation.

Learn more…

TIDWIT Diversity and Inclusion Policy

We believe that diversity and inclusion are essential pillars of a successful and thriving workplace. We are committed to creating an environment where all employees feel valued, respected, and empowered to contribute their unique perspectives and talents. This Diversity and Inclusion Policy outlines our commitment to promoting diversity, equity, and inclusion across all aspects of our organization.

Learn more…

Social Mobility Strategy
We recognize the importance of social mobility as a fundamental driver of a fair and inclusive society. This Social Mobility Strategy reflects our dedication to promoting equal opportunities and breaking down barriers to success for individuals from all walks of life.
Learn more…
Physical and Mental Health Strategy

We recognize that the health and well-being of our employees are integral to our success. This Physical and Mental Health Strategy outlines our commitment to creating a supportive and healthy work environment that addresses both the physical and mental well-being of our workforce.

Learn more…

TIDWIT was founded by Wissam (Will) Yafi in 2004 connecting the “tidbits” of business relationships he had seen organizations construct over time together with the “wit” of powerful knowledge systems,  all aimed at driving successful outcomes.

“I owe my entire career to business relationships built over decades of hard and trustworthy work,” said Yafi describing the early days, “The idea was to simply provide global organizations with richer ways to form and foster these relationships and to help them spread their knowhow.”

Over the next decade, TIDWIT successfully deployed impactful readiness, marketing, and support programs that achieved precisely that through disparate channels in North America, LATAM, EMEA, and APAC. Working with a small yet dedicated team reinforced the belief in the power of partnerships and exposed the TIDWIT team to the an even more significant need: seamless distribution of knowledge within complex global ecosystems.

Realizing the opportunity, TIDWIT took another major step in 2014 by transforming itself from a services company to a cloud platform organization, which addresses business’ needs for effective ecosystem-wide collaboration and knowledge sharing.  As Yafi reflects, “Every organization has knowledge to share, but few have effective means of distributing it across multi-workloads, multi-segments, and multi-tiers. It’s not easy, but we relished the challenge.”

From humble beginnings, the TIDWIT platform has evolved to an award-winning Digital Ecosystems Network fueling global partnerships for Fortune 1000 companies and ecosystems across the world–including Microsoft, IBM, Accenture, HPE and Vodafone.

Throughout its history, the company and its founder have maintained an unshakable belief in the importance of highly collaborative, long-term and trustworthy relationships. Building stronger relationships and driving ecosystem success is the mission that will continue to drive TIDWIT innovations and network growth well into the future.

EQUIPO

Wissam Yafi, Founder and CEO
Fundador Y CEO

Wissam “Will” Yafi

Karim Yafi, Co-founder, Director, Product and Strategy
Cofundador, Director, Producto & Estrategia

Karim Yafi

Theresia Riesenhuber, Global Services
Global Marketing

Theresia Riesenhuber

Tony Moaikel, Co-founder and Chief Technology Officer
Cofundador y Director de Tecnología

Tony Moaikel

Christophe Girault, Head of Customer Success at TIDWIT
Jefe de Éxito del Cliente

Christophe Girault

Mariajosé Gómez
Customer Success Analyst

Mariajosé Gómez

Paul Hengeveld, Head of Cloud Provider Ecosystems
Jefe de Ecosistemas de Proveedores de la Nube

Paul Hengeveld

Michael Jelepis
Self-Employed

Michael Jelepis

Erik Wulfers
Head of Partnership Activities and Business Development

Erik Wulfers

Andrea Urrego, Platform Analyst and QA Manager
Analista de la Plataforma y Gerente de QA

Andrea Urrego

Mauricio Prada, UX and Design
Experiencia de Usuario & Diseño

Mauricio Prada

Juan Carlos Bedoya, LATAM Sales Director
Director de Ventas en LATAM

Juan C. Bedoya

Javier Pardo, Full-Stack Software Engineer
Ingeniero de Software Full-Stack

Javier Pardo

Mateo Duque
Junior Development

Mateo Duque

Junior Development

Juan Esteban Restrepo

Federico Montoya
Software Engineering

Federico Montoya

Juan Carlos García, Content Aqcuisition
Adquisición de Contenido

Juan C. García

Miguel Ángel Aristizabal
Business Development Executive

Miguel Aristizabal

Diego Carmona
Quality Assurance & Product Documentation

Diego Carmona

Alejandro Sánchez
UI/UX Designer

Alejandro Sánchez

Jualiana Álvarez, Content Admin
Administradora de Contenido

Juliana Alvarez

Andrea Rodríguez, Content and Video Producer
Productora de Contenido y Video

Andrea Rodriguez

JJ Henao, Customer Support and Content Management
Soporte al Cliente & Gestión de Contenidos

JJ Henao

Thea Bitar, Sales and Marketing Intern
Área de Ventas & Marketing

Thea Bitar

Michael Yang, Data Science Intern
Área de Ciencias de la Información

Michael Yang

Junta de Asesores

Executive Director | INC.spire

Bruce Mancinelli

Founder and CEO | Canvas

James Quigley

Managing Director at Mark Cuban Companies

Abe Minkara

Managing Director | Bliss Capital

Razmig Boladian

Executive Director | INC.spire

Bruce Mancinelli

Bruce is an experienced executive and CEO of former tech startups such as Relay technology, Mentations, Fortta Corp, and Callaghan & associates. As the Current Executive Director of INC.spire, he runs a business incubator education program that supports emerging businesses and startups through the pairing of mentor teams to each incubated company in the program.

Founder and CEO | Canvas

James Quigley

As featured in TechCrunch, Wall Street Journal, Washington Post, and Entrepreneur Magazine, James leads Canvas, which was named as one of the 8 most disruptive mobile business apps in 2011. Canvas is becoming one of the fastest growing global mobile application offerings for businesses, providing a self-serve, easy, economical way to replace paper-based forms and surveys on mobile devices. Canvas allows clients to build their own experience in minutes or search their fast growing app store featuring some of the world’s leading business solutions.

Managing Director at Mark Cuban Companies

Abe Minkara

CIO & Founding Partner at Legacy Knight: Multi-Family Office. Formerly, Abe was a Managing Director at Mark Cuban Companies, overseeing the Shark Tank Portfolio. Prior to that, he worked as a Director at Verizon. He received his MBA from the Cox School of Business at Southern Methodist University in Dallas, Texas.

Managing Director | Bliss Capital

Razmig Boladian

Bliss Capital is an Investment Management firm in the Private Equity space. The firm’s Partners have over 25 years of joint experience in advising, transacting, and managing European, US and MENA Private Equity situations. The firm’s experience spans the entire value chain of Private Equity investments including origination, due diligence, transaction structuring, post-acquisition management/ turnaround and exit, with exclusive partnership with Saints Capital. Prior, Razmig was a partner for Roland Berger strategy consultants.

© 2024 TIDWIT Inc. – Todos los derechos reservados

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TIDWIT Corporate Responsibility Policy

1. Introduction

At TIDWIT, we are committed to conducting our business in a socially responsible and sustainable manner. This Corporate Responsibility Policy outlines our principles and guidelines for addressing environmental, social, and ethical issues that arise from our operations and business practices. We strive to contribute positively to the communities where we operate and to minimize our environmental impact while promoting a safe, diverse, and inclusive workplace.

2. Environmental Responsibility

2.1. Environmental Compliance: We will comply with all applicable environmental laws and regulations in the countries where we operate.

2.2. Resource Efficiency: We will work to optimize our use of natural resources, including energy, water, and raw materials, to reduce waste and minimize our environmental footprint.

2.3. Emissions and Pollution: We are committed to managing and reducing our greenhouse gas emissions and other pollutants to mitigate our impact on climate change and air quality.

2.4. Waste Management: We will implement responsible waste management practices, including recycling and waste reduction initiatives.

2.5. Product Sustainability: We will promote the development and use of sustainable products and services, considering their environmental impact throughout their life cycle.

3. Social Responsibility

3.1. Employee Welfare: We will prioritize the health, safety, and well-being of our employees, providing a safe and inclusive work environment that fosters growth and equal opportunities.

3.2. Labor Practices: We will uphold and respect the rights of workers, including fair wages, appropriate working hours, and freedom of association.

3.3. Supplier Standards: We expect our suppliers and partners to adhere to similar ethical and social responsibility standards as outlined in this policy.

3.4. Community Engagement: We will engage with the communities where we operate, promoting social development and supporting local initiatives.

3.5. Human Rights: We will respect and uphold human rights, both within our organization and in our supply chain, in alignment with internationally recognized standards.

4. Ethical Business Practices

4.1. Integrity and Transparency: We will conduct our business with the utmost integrity, adhering to high ethical standards and being transparent in our actions and communications.

4.2. Anti-Corruption: We prohibit all forms of corruption and bribery, and we will not engage in unethical practices to gain unfair advantage.

4.3. Data Privacy and Security: We will protect the privacy and security of our stakeholders’ data, complying with relevant data protection laws and regulations.

4.4. Intellectual Property: We respect the intellectual property rights of others and ensure the protection of our own intellectual property.

5. Reporting and Accountability

5.1. Monitoring and Reporting: We will regularly monitor our performance against the goals and objectives set out in this policy and report transparently on our progress.

5.2. Stakeholder Engagement: We will actively engage with our stakeholders to understand their concerns and incorporate their feedback into our corporate responsibility initiatives.

5.3. Responsibility Across the Organization: Every employee has a role to play in upholding this policy, and compliance with its principles is a shared responsibility.

6. Policy Review

This Corporate Responsibility Policy will be reviewed regularly to ensure its continued effectiveness and relevance. Necessary updates and improvements will be made to reflect changes in business practices, regulations, and societal expectations.

By adhering to this Corporate Responsibility Policy, we aim to create a positive impact on society, the environment, and our stakeholders while ensuring the long-term sustainability of our business. Through collective efforts and commitment, we can create a better future for generations to come.

TIDWIT / CEO & Board of Directors

TIDWIT Corporate Responsibility Policy

1. Introduction

At TIDWIT, we recognize the importance of sustainability in driving long-term success and contributing positively to society and the environment. This Corporate Sustainability Strategy outlines our commitment to integrating sustainable practices into our core business operations, fostering innovation, and addressing the challenges of today and tomorrow.

2. Vision and Mission

2.1. Vision: To be a leader in sustainable practices, creating a positive impact on the environment, society, and our stakeholders.

2.2. Mission: To integrate sustainability into every aspect of our business, from product design and supply chain management to employee welfare and community engagement.

3. Environmental Sustainability

3.1. Carbon Neutrality: We will work towards achieving carbon neutrality by 2030. This will involve reducing greenhouse gas emissions, investing in renewable energy sources, and offsetting unavoidable emissions.

3.2. Resource Efficiency: We will optimize our use of resources, including water, energy, and raw materials, to minimize waste and reduce our ecological footprint.

3.3. Sustainable Procurement: We will prioritize working with suppliers and partners who share our commitment to sustainability, ethical practices, and responsible sourcing.

3.4. Waste Management: We will implement comprehensive waste reduction and recycling programs to move towards a circular economy model.

3.5. Product Innovation: We will invest in research and development to create sustainable products and services that meet or exceed industry standards and customer expectations.

4. Social Sustainability

4.1. Employee Well-being: We will prioritize the health, safety, and development of our employees, fostering a diverse and inclusive workplace that encourages creativity and innovation.

4.2. Labor Practices: We will uphold fair labor practices, provide competitive wages, and offer opportunities for training and advancement to our workforce.

4.3. Community Engagement: We will actively engage with the communities where we operate, supporting local initiatives and addressing social challenges to create lasting positive change.

4.4. Human Rights: We will respect and promote human rights within our organization and across our supply chain, ensuring alignment with internationally recognized standards.

5. Economic Sustainability

5.1. Financial Stability: We will strive for long-term financial stability and growth while integrating sustainability into our business model.

5.2. Responsible Governance: We will maintain transparent and accountable governance practices, ensuring ethical decision-making at all levels of the organization.

5.3. Stakeholder Collaboration: We will actively engage with stakeholders, including investors, customers, employees, and community members, to understand their needs and expectations.

6. Implementation Plan

6.1. Goal Setting: We will set specific, measurable, achievable, relevant, and time-bound sustainability goals aligned with our vision and mission.

6.2. Action Plan: We will develop a detailed action plan outlining the steps, responsibilities, and timelines for achieving our sustainability targets.

6.3. Resource Allocation: We will allocate the necessary resources, including financial investments and talent, to support the successful implementation of our sustainability initiatives.

6.4. Performance Monitoring: We will establish key performance indicators (KPIs) and regularly monitor and report our progress towards meeting our sustainability goals.

7. Collaboration and Partnerships

7.1. Industry Collaboration: We will actively collaborate with industry peers, stakeholders, and organizations to drive collective action towards sustainability.

7.2. Global Initiatives: We will participate in relevant global sustainability initiatives and adhere to international standards and guidelines.

8. Communication and Transparency

8.1. Stakeholder Communication: We will maintain open and transparent communication with our stakeholders about our sustainability efforts, progress, and challenges.

8.2. Reporting: We will strive to issue sustainability reports detailing our performance and achievements, holding ourselves accountable to our commitments.

9. Continuous Improvement

We recognize that sustainability is an ongoing journey of improvement. As we learn, adapt, and grow, we will continuously seek opportunities to enhance our sustainability practices and set new, more ambitious goals.

By implementing this Corporate Sustainability Strategy, we aim to create a resilient and responsible business that thrives in a rapidly changing world. Our commitment to sustainability reflects our dedication to making a positive difference in the lives of people and the planet while securing a prosperous future for generations to come.

TIDWIT / CEO & Board of Directors

TIDWIT Human Rights Policy

1. Introduction

At TIDWIT, we are committed to upholding and promoting human rights as outlined in international standards and declarations. This Human Rights Policy reflects our dedication to respect and protect the fundamental rights and dignity of all individuals impacted by our business activities.

2. Scope

This policy applies to all employees, contractors, suppliers, partners, and stakeholders associated with TIDWIT. It encompasses all aspects of our operations, including our supply chain, community engagements, and any other activities that may impact human rights.

3. Principles

3.1. Universal Declaration of Human Rights: We are guided by the principles set forth in the United Nations Universal Declaration of Human Rights and other internationally recognized human rights standards.

3.2. Non-Discrimination: We will not tolerate discrimination on the basis of race, color, ethnicity, nationality, gender, religion, age, disability, sexual orientation, or any other protected characteristic.

3.3. Labor Standards: We uphold the rights of workers, including the right to fair wages, safe working conditions, freedom of association, and protection against forced labor and child labor.

3.4. Supply Chain Responsibility: We expect our suppliers and partners to adhere to the same human rights principles outlined in this policy. We will work with them to ensure compliance and promote continuous improvement.

3.5. Community Engagement: We will respect the rights and cultures of the communities where we operate, and we will engage with them in a transparent and respectful manner, seeking their input and addressing their concerns.

3.6. Freedom of Expression: We support freedom of expression and will protect the rights of individuals to voice their opinions and raise grievances without fear of retaliation.

3.7. Data Privacy: We will protect the privacy and security of personal data in accordance with applicable data protection laws and regulations.

4. Implementation

4.1. Internal Responsibility: All employees and stakeholders are responsible for upholding the principles of this policy. Our leadership will take the lead in ensuring its effective implementation.

4.2. Training and Awareness: We will provide training and awareness programs to our employees and suppliers to promote understanding and compliance with this policy.

4.3. Due Diligence: We will conduct human rights due diligence to identify, prevent, and address any adverse human rights impacts arising from our business activities.

4.4. Grievance Mechanism: We will establish a robust grievance mechanism that allows stakeholders to report any human rights concerns or violations.

5. Monitoring and Reporting

5.1. Performance Indicators: We will develop and track key performance indicators (KPIs) to assess our progress in upholding human rights within our operations and supply chain.

5.2. Regular Reporting: We will strive to report on our human rights efforts and performance, providing transparency and accountability to stakeholders.

6. Continuous Improvement

We recognize that the pursuit of human rights is an ongoing journey of improvement. We will continuously assess and refine our practices to align with emerging human rights issues and global best practices.

At TIDWIT, we firmly believe that respecting and promoting human rights is not only a legal and ethical obligation but also a cornerstone of sustainable business practices. Through our commitment to this Human Rights Policy, we aim to contribute positively to the well-being of individuals and communities while fostering an environment of trust and respect.

TIDWIT / CEO & Board of Directors

TIDWIT Modern Slavery Policy

1. Introduction

At TIDWIT, we are committed to combating modern slavery and human trafficking in all its forms. This Modern Slavery Policy outlines our zero-tolerance approach to these practices and our dedication to ensuring that our operations and supply chain remain free from any form of forced labor or exploitation.

2. Scope

This policy applies to all employees, contractors, suppliers, partners, and stakeholders associated with TIDWIT. It covers all business activities, both domestically and internationally, including the sourcing and procurement of goods and services.

3. Definitions

3.1. Modern Slavery: For the purposes of this policy, modern slavery encompasses all forms of forced labor, human trafficking, debt bondage, child labor, and any other practices that violate human rights and international labor standards.

3.2. Supply Chain: Our supply chain includes all suppliers, contractors, and business partners with whom we engage directly or indirectly to provide goods or services to our company.

4. Commitments

4.1. Zero Tolerance: We have a zero-tolerance approach to modern slavery and will not knowingly engage in any activity that supports or facilitates these practices.

4.2. Legal Compliance: We will comply with all applicable laws and regulations related to modern slavery and human trafficking in the countries where we operate.

4.3. Supply Chain Responsibility: We expect our suppliers and business partners to share our commitment to eradicating modern slavery. We will work collaboratively with them to ensure compliance with this policy.

4.4. Risk Assessment: We will conduct regular risk assessments of our supply chain to identify and address potential areas of vulnerability to modern slavery.

4.5. Transparency and Disclosure: We will be transparent in our efforts to combat modern slavery, and we will provide relevant stakeholders with information about our policies and actions.

5. Implementation

5.1. Communication and Training: We will communicate this policy to all employees and stakeholders and provide training to raise awareness about modern slavery risks and prevention.

5.2. Due Diligence: We will conduct due diligence on our supply chain to assess the risk of modern slavery and take appropriate actions to address any identified risks.

5.3. Supplier Engagement: We will engage with suppliers and business partners to understand their policies and practices related to modern slavery and encourage them to adopt responsible measures.

5.4. Grievance Mechanism: We will establish a confidential grievance mechanism that allows employees and stakeholders to report any concerns related to modern slavery.

6. Monitoring and Reporting

6.1. Performance Indicators: We will develop and monitor key performance indicators (KPIs) to measure any potential modern slavery practices in our supply chain to eradicate it.

6.2. Regular Reporting: We will strive to report on our modern slavery policies, efforts, and performance, providing transparency and accountability to stakeholders.

7. Continuous Improvement

We recognize that the fight against modern slavery requires ongoing commitment and vigilance. We will continuously review and enhance our policies and practices to align with emerging risks and global best practices.

At TIDWIT, we firmly believe that the elimination of modern slavery is a shared responsibility. Through the implementation of this Modern Slavery Policy, we are dedicated to playing our part in eradicating these heinous practices and protecting the rights and dignity of all individuals.

TIDWIT / CEO & Board of Directors

TIDWIT Diversity and Inclusion Policy

1. Introduction

At TIDWIT, we believe that diversity and inclusion are essential pillars of a successful and thriving workplace. We are committed to creating an environment where all employees feel valued, respected, and empowered to contribute their unique perspectives and talents. This Diversity and Inclusion Policy outlines our commitment to promoting diversity, equity, and inclusion across all aspects of our organization.

2. Definition

2.1. Diversity: Diversity encompasses all the ways in which people differ, including but not limited to race, ethnicity, gender, age, sexual orientation, disability, religion, nationality, socioeconomic status, and educational background.

2.2. Inclusion: Inclusion is the practice of creating an environment where all individuals feel welcomed, respected, supported, and empowered to participate fully in the workplace.

3. Policy Statement

3.1. Commitment to Diversity: We are committed to cultivating a diverse workforce that reflects the varied backgrounds and perspectives of the communities we serve.

3.2. Equity and Fairness: We will foster a culture of equity and fairness, ensuring equal opportunities for all employees to succeed and grow within the organization.

3.3. Inclusive Leadership: We expect all leaders and managers to embrace inclusive leadership practices that promote a culture of respect, open communication, and collaboration.

3.4. Anti-Discrimination: We will not tolerate any form of discrimination, harassment, or bias based on an individual’s characteristics or background.

3.5. Accommodation and Accessibility: We will provide reasonable accommodations for employees with disabilities to ensure their full participation in the workplace.

3.6. Continuous Improvement: We will regularly assess our diversity and inclusion efforts and implement improvements based on feedback and emerging best practices.

4. Action Plan

4.1. Diversity Recruitment and Hiring

  • Implement unbiased recruitment practices that attract candidates from diverse backgrounds.
  • Establish partnerships with diverse professional organizations and networks.
  • Set diversity goals for each department and monitor progress regularly.

 

4.2. Inclusive Workplace Culture

  • Conduct diversity and inclusion training for all employees to raise awareness and foster understanding.
  • Establish Employee Resource Groups (ERGs) to provide a platform for diverse employees to connect and contribute ideas.
  • Encourage open dialogue on diversity and inclusion topics through town halls and regular feedback mechanisms.

 

4.3. Equitable Career Development

  • Implement a fair and transparent performance evaluation process.
  • Provide mentoring and sponsorship opportunities for employees from underrepresented groups.
  • Offer development programs and training to nurture diverse talent and promote advancement.

 

4.4. Inclusive Benefits and Policies

  • Regularly review and update company policies to ensure they are inclusive and supportive of all employees.
  • Offer benefits that cater to the diverse needs of employees, including parental leave, flexible work arrangements, and wellness programs.

 

4.5. Diverse Supplier Program

  • Establish a program to work with diverse suppliers and business partners.
  • Set supplier diversity goals and monitor progress in supplier selection and procurement processes.

 

4.6. Community Engagement

  • Engage with local communities to understand their needs and support initiatives that promote diversity and inclusion.
  • Partner with non-profit organizations focused on diversity and inclusion to make a positive impact beyond our workplace.

5. Monitoring and Reporting

  • Establish measurable metrics to monitor the progress of diversity and inclusion initiatives.
  • Conduct regular diversity and inclusion surveys to gather feedback from employees.
  • Publish periodically a Diversity and Inclusion Report to share progress with stakeholders.

At TIDWIT. we recognize that a diverse and inclusive workplace drives innovation, creativity, and success. Through our commitment to this Diversity and Inclusion Policy and the implementation of our action plan, we aim to foster an environment where all employees feel valued, respected, and empowered to reach their full potential.

TIDWIT / CEO & Board of Directors

Social Mobility Strategy

1. Introduction

At TIDWIT, we recognize the importance of social mobility as a fundamental driver of a fair and inclusive society. This Social Mobility Strategy reflects our dedication to promoting equal opportunities and breaking down barriers to success for individuals from all walks of life.

2. Definition

2.1. Social Mobility: Social mobility refers to the ability of individuals to move up or down the socioeconomic ladder based on their talent, abilities, and efforts, rather than their background or circumstances.

3. Objectives

3.1. Promote Equal Opportunities: We will create an environment that offers equal opportunities for career development and advancement, regardless of an individual’s socioeconomic background.

3.2. Diverse Workforce: We are committed to building a diverse workforce that reflects a broad range of backgrounds and experiences.

3.3. Support Underrepresented Groups: We will focus on supporting and empowering individuals from underrepresented and disadvantaged groups to thrive within our organization.

4. Initiatives

4.1. Recruitment and Hiring

  • Implement blind recruitment practices to reduce unconscious bias during the hiring process.
  • Collaborate with educational institutions and community organizations to identify and attract talent from diverse backgrounds.
  • Establish internships, apprenticeships, and mentorship programs for students and individuals seeking opportunities in our industry.

 

4.2. Inclusive Workplace Culture

  • Provide diversity and inclusion training for all employees to foster understanding and sensitivity to social mobility issues.
  • Encourage open dialogue and regular feedback to create a culture of inclusivity and respect.
  • Develop Employee Resource Groups (ERGs) to provide a platform for employees from diverse backgrounds to connect and share experiences.

 

4.3. Career Development and Advancement

  • Offer training and development programs to nurture talent and promote growth from within the organization.
  • Implement mentorship and sponsorship programs to provide support and guidance to employees from underrepresented groups.
  • Establish clear and transparent promotion criteria to ensure fair and equitable career progression.

 

4.4. Work-Life Balance and Well-being

  • Offer flexible work arrangements to accommodate the diverse needs of employees.
  • Provide support services, such as employee assistance programs and mental health resources, to ensure the well-being of all employees.

 

4.5. Pay Equity and Benefits

  • Regularly review compensation practices to ensure pay equity across all levels of the organization.
  • Offer compensation packages that support employees and their families in their respective geographies.

 

4.6. Community Engagement

  • Engage with local communities to understand their needs and support initiatives that promote social mobility.
  • Collaborate with educational institutions to provide learning and development opportunities for students.

5. Monitoring and Reporting

  • Establish measurable metrics to monitor the progress of social mobility initiatives.
  • Conduct regular surveys and feedback sessions to gather input from employees on the effectiveness of the strategy.

At TIDWIT, we believe that a commitment to social mobility is not only a moral imperative but also essential for driving innovation and success. Through the implementation of this Social Mobility Strategy, we aim to create a workplace that provides equal opportunities for all individuals to reach their full potential and contribute to a better and more inclusive society.

TIDWIT / CEO & Board of Directors

Physical and Mental Health Strategy

1. Introduction

At TIDWIT, we recognize that the health and well-being of our employees are integral to our success. This Physical and Mental Health Strategy outlines our commitment to creating a supportive and healthy work environment that addresses both the physical and mental well-being of our workforce.

2. Objectives

2.1. Promote Physical Health: We aim to empower our employees to lead healthy lifestyles by offering wellness initiatives and resources.

2.2. Support Mental Health: We will foster a culture of psychological safety and provide resources to support the mental well-being of our employees.

3. Physical Health Initiatives

3.1. Wellness Programs: Implement wellness programs that encourage healthy habits, such as fitness challenges, nutrition workshops, and smoking cessation support.

3.2. Work-Life Balance: Encourage work-life balance by promoting flexible working arrangements and ensuring employees have sufficient time for rest and relaxation.

3.3. Ergonomics and Workplace Safety: Provide ergonomic assessments and create a safe working environment to prevent physical strains and injuries.

3.4. Health Screenings and Vaccinations: Offer regular health check-ups and promote vaccinations to prevent illness and support early detection of health issues.

3.5. Physical Activity: Organize physical activity events and provide opportunities for employees to engage in exercise during work hours.

4. Mental Health Initiatives

4.1. Mental Health Education: Conduct mental health awareness training to reduce stigma and increase understanding of mental health issues.

4.2. Mental Health Resources: Offer resources such as self-help guides, stress management tools, and relaxation sessions to support employees’ mental well-being.

4.3. Mental Health Leave: Ensure that employees have access to adequate mental health leave and that they are encouraged to take time off when needed.

4.4. Manager Training: Provide training for managers to recognize signs of mental distress and support their team members’ mental health.

5. Communication and Awareness

5.1. Health and Wellness Campaigns: Organize regular health and wellness campaigns to raise awareness and encourage employee participation.

5.2. Intranet and Resources: Maintain an intranet or online platform with a repository of health resources, mental health tools, and relevant information.

5.3. Internal Champions: Appoint health and mental health champions within the organization to advocate for well-being and support their colleagues.

6. Evaluation and Feedback

6.1. Data Collection: Regularly collect health and well-being data to assess the effectiveness of the strategy and identify areas for improvement.

6.2. Employee Surveys: Conduct anonymous surveys to gather feedback from employees on health initiatives and identify additional needs.

7. Continuous Improvement

We are committed to continuously evaluating and enhancing our health strategy based on feedback, best practices, and the evolving needs of our workforce.

At TIDWIT, we believe that investing in the physical and mental health of our employees is crucial for their well-being and productivity. Through the implementation of this Physical and Mental Health Strategy, we aim to create a workplace that supports the holistic health of our employees and fosters a culture of well-being.

TIDWIT / CEO & Board of Directors