100% respect
We’re all about smart thinking and real impact. We’ve seen that the best solutions come from open debate and the confidence to ask tough questions. That’s why, at Bolt, respect isn’t about hierarchy. Here, anyone can challenge the status quo and bring the best ideas to life.
Talent without barriers
We want to hire the best talent. We know that great people come from all kinds of backgrounds. Our hiring practices and people processes are built to reflect that.
Meritocracy above all
We want a true meritocracy where people advance based on merit and aren’t disadvantaged due to demographic factors.
The best idea wins
We want an open culture where people can challenge each other regardless of their role or background. Debates should be fierce but respectful.
Customer representation
We’re making cities for people in more than 50 countries, serving people from many demographics, cultural backgrounds, and income levels. Ultimately, the diversity and insights of our people help us build better products and services.
Our commitment
To improve diversity and inclusion, we've set 5 long-term goals:
Increase female representation in senior roles to 30% by 2027.
Increase female representation in managerial roles to 40% by 2027.
Increase the number of employees from our international markets among senior roles to 25% by 2027.
Ensure we have a 0% adjusted gender pay gap.
Improve the score of employees who say they feel treated equally at Bolt regardless of their background.
Technology is full of opportunities and potential. No one should be left out because of stereotypes or other structural barriers.
Mare Heinluht
D&I Manager
How will we achieve our goals?
Continuous effort
Diversity and inclusion as a discipline isn’t a singular project or deliverable. It’s embedded in everything we do as an employer, business, and as part of society.
Education as the foundation
Diversity and inclusion isn’t a matter of opinion but of knowledge and education. Raising awareness and training employees are the foundations of our work.
Setting goals
We set and monitor time-bound goals to drive progress and track results.
Eliminating unconscious bias
Talent is distributed equally, but opportunities are not. We use data-backed, science-based methods to eliminate unconscious bias from policies, principles, and processes.
Managers as role models
Managers should build diverse teams, make fair leadership decisions, promote an inclusive and healthy workplace culture, and take action in cases of misconduct.
100% respect
Bolt employees are expected to treat others with respect, and are encouraged to intervene if they witness disrespectful or inappropriate behaviour.
Diverse teams win
We foster diverse teams because they're proven to be more innovative, resilient, profitable, in tune with customer needs, and critical in decision-making.
Localised approach
Diversity and inclusion aren’t a one-size-fits-all concept; we must consider local intricacies. We aim to have as many globally unified goals, principles, practices, and activities as possible and as many localised operations as needed.
At Bolt, you'll have the chance to create impactful digital products and shape the future of cities. To build something used by hundreds of millions, we need to bring together top talent from around the globe, regardless of their background.
Markus Villig,
Founder and CEO
Hear from our people
Read what some of our team have to say about creating simple, useful solutions that solve complex challenges and improve how millions move and live.
Simona Andreas-Sou
“My colleagues have been incredibly supportive and flexible, allowing me to continue developing my career while balancing motherhood. Adjusting my schedule to fit my family life resulted in fewer meetings and more productive work.”
Cláudio Filipe Grilo Moreira
“At Bolt, I don’t have to mask or over-explain to fit in. Being neurodivergent is seen as an asset, not a weakness. My colleagues value the focus, creativity, and fresh perspectives I bring, while respecting when I need flexibility. The support here feels genuine – from how meetings are run to how open people are to new ideas, and in the culture that encourages us to bring our full selves to work. It means I can grow in my career without compromising who I am.”
Our case studies
Understanding neurodiversity: how to create an inclusive workplace
Envision a workplace where diverse perspectives are not only recognised but celebrated, where individual strengths are optimised, and challenges are met with empathy and assistance. Embracing neurodiversity holds the key
We are an equal-opportunity employer
We believe in creating an inclusive environment where everyone is welcome, regardless of race, colour, religion, gender identity, sexual orientation, age, or disability.
