Sustainably
supporting
small businesses
How we’re creating a more inclusive workplace and reducing our impact on the environment.
An iwocan approach to
sustainability commitments
We’ve approached our commitments the same way we do business.
Measurable
We’ve set measurable targets and built-in rigorous tracking for our initiatives across every level of iwoca - from employees to board members.
Transparent
We talk openly about what we’re doing, and where we need to improve, using plain English and share those results internally and externally.
Personal
We’re all human here - we’ve created taskforces for each of our commitments and routinely collect feedback on how we’re doing from iwocans.
Reducing our emissions by 50% by 2036
In 2022 we made our Net Zero commitment and started working with KeyESG to measure our baseline CO2 emissions and Carbon Footprint to help us set and reach our reduction targets.
Since then, we have recorded our emissions annually:
- 218 tCO2e across scope 1,2 and 3 in 2022
- 302 tCO2e across scope 1,2 and 3 in 2023
- 292 tCO2e across scope 1,2 and 3 in 2024
All of the above were offset, in full, through our work with Carbon Footprint to achieve carbon neutrality.
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Taking a data backed approach
to Diversity and Inclusion
We’ve tracked our key Diversity and Inclusion metrics since 2019 and set up our D&I taskforce dedicated to improving them. We’re proud to say year-on-year we’ve improved our scores by consistently evolving our processes and listening to feedback from iwocans.
Frequently asked questions
We’re committed to reducing our organisational scope 1, 2 & 3 emissions by 50% by 2036.
We’re also committed to reducing our organisational scope 1, 2 & 3 emissions by 90% per employee by 2048 and offset the remaining 10% of its emissions in 2050.
All UK organisations with more than 250 employees are required to report their ‘Gender Pay Gap’. We employed more than 250 employees on 5th April 2024, this is the fifth year in which we are publishing our data.
In 2024 women made up 33% of iwoca’s 360 full pay relevant UK employees. Here are our gender pay results:
This means that women earn 80p for every £1 that men earn when comparing median hourly pay and 78p for every £1 when comparing mean hourly pay.
When comparing hourly pay, the gap has narrowed since 2023 however the bonus gap has widened. In 2024 at iwoca 28% of men and 24% of women were paid a bonus- 99 iwocans in total. This is because the gender split within those teams which are eligible for commissions or bonus have relatively few women currently.
It is important to note that the Gender Pay Gap does not measure equal pay, which relates to what women and men are paid for the same or similar jobs or work of equal value. Women and men are paid equally at iwoca for performing the same roles.