Code of being good people.
Let’s work together to create a culture of positive belonging. Ensuring that everyone at DNA feels included, valued and respected is a big priority for us.
Our code.
At DNA, we are committed to providing a positive, high-performing, safe work environment that embraces and designs for diverse communities, cultures and people across Aotearoa. We ask all DNA team members to be responsible for their words, actions, and behaviours and to take ownership of their impact on others.
As a team, we are proud to come from various backgrounds, races, religions, cultures, sexual orientations, ages and abilities. We acknowledge that a diverse, equitable and inclusive environment is an ongoing journey and are dedicated to improving the experiences of those from marginalised groups in the way we work and the work we deliver.
At DNA, we are committed to providing a positive, high-performing, safe work environment that embraces and designs for diverse communities, cultures and people across Aotearoa. We ask all DNA team members to be responsible for their words, actions, and behaviours and to take ownership of their impact on others.
As a team, we are proud to come from various backgrounds, races, religions, cultures, sexual orientations, ages and abilities. We acknowledge that a diverse, equitable and inclusive environment is an ongoing journey and are dedicated to improving the experiences of those from marginalised groups in the way we work and the work we deliver.
Positive Connections.
DNA wants to enable a psychologically safe environment in which to have open discussions, create and deliver great work, have fun, and learn from each other. We don’t want to say no to any of these positive things.
We all have different lived experiences, so we want to become allies with each other and continually grow our levels of understanding and connection. This means when meeting with people for the first time, we want to understand their background context and ask if they have any access or participation needs for us to accommodate.
DNA wants to enable a psychologically safe environment in which to have open discussions, create and deliver great work, have fun, and learn from each other. We don’t want to say no to any of these positive things.
We all have different lived experiences, so we want to become allies with each other and continually grow our levels of understanding and connection. This means when meeting with people for the first time, we want to understand their background context and ask if they have any access or participation needs for us to accommodate.
No Sexism.
DNA strives to be a place where people of all genders can feel safe, celebrated and empowered. We aim for all communications and interactions to reflect our commitment to women and gender-diverse people. Sexist behaviour that will not be tolerated includes (but is not limited to) comments and jokes that are sexual in nature, comments that reflect outdated gender stereotypes, inappropriate physical contact, and unwanted sexual attention.
DNA strives to be a place where people of all genders can feel safe, celebrated and empowered. We aim for all communications and interactions to reflect our commitment to women and gender-diverse people. Sexist behaviour that will not be tolerated includes (but is not limited to) comments and jokes that are sexual in nature, comments that reflect outdated gender stereotypes, inappropriate physical contact, and unwanted sexual attention.
No Racism.
DNA is committed to providing a work environment that is free of bias, discrimination, and exclusionary behaviour. Racist jokes, slurs and comments have no place at DNA. This means no verbal comments that reinforce systematic oppression related to race, skin colour, ethnicity, religion, country of origin or immigration status.
DNA is committed to providing a work environment that is free of bias, discrimination, and exclusionary behaviour. Racist jokes, slurs and comments have no place at DNA. This means no verbal comments that reinforce systematic oppression related to race, skin colour, ethnicity, religion, country of origin or immigration status.
No Homophobia.
DNA is committed to creating the safest space possible for all LGBTQI+ employees. We aim to understand, name, and resist other forms of bigotry like biphobia and general anti-queerness. We are an organisation that doesn’t just say no to homophobia but no to all forms of bigotry that people face concerning their identity.
DNA is committed to creating the safest space possible for all LGBTQI+ employees. We aim to understand, name, and resist other forms of bigotry like biphobia and general anti-queerness. We are an organisation that doesn’t just say no to homophobia but no to all forms of bigotry that people face concerning their identity.
No Transphobia.
DNA is committed to creating a space that allows people to feel free inside of their gender and gender expression. Transphobic behaviour that will not be tolerated includes (but is not limited to) not acknowledging or respecting someone’s gender identity; not taking the time to learn, recognize, acknowledge, and respect somebody’s pronouns; questioning the validity of somebody’s gender identity, irrespective of their chosen presentation of gender.
DNA is committed to creating a space that allows people to feel free inside of their gender and gender expression. Transphobic behaviour that will not be tolerated includes (but is not limited to) not acknowledging or respecting someone’s gender identity; not taking the time to learn, recognize, acknowledge, and respect somebody’s pronouns; questioning the validity of somebody’s gender identity, irrespective of their chosen presentation of gender.
No Ageism.
DNA aspires to be an intergenerational workplace. We aim to learn more about and from one another and to share our experiences and wisdom across the full age spectrum. This means not using loaded terms when talking about people of any age. Ideas and contributions from all team members are acknowledged, valued, and respected, regardless of age.
DNA aspires to be an intergenerational workplace. We aim to learn more about and from one another and to share our experiences and wisdom across the full age spectrum. This means not using loaded terms when talking about people of any age. Ideas and contributions from all team members are acknowledged, valued, and respected, regardless of age.
No Ableism.
DNA recognises that people with disabilities are a diverse group and experience disability, impairment, and societal barriers in many different ways. Disabilities can be “invisible” and episodic, with people sometimes experiencing periods of wellness and periods of disability. Ableist behaviour includes (but is not limited to) providing help to someone with disabilities when they didn’t ask for it and using language that is demeaning or belittling. All people with disabilities have the same right to dignity and respect at DNA, whether their disabilities are visible or not.
DNA recognises that people with disabilities are a diverse group and experience disability, impairment, and societal barriers in many different ways. Disabilities can be “invisible” and episodic, with people sometimes experiencing periods of wellness and periods of disability. Ableist behaviour includes (but is not limited to) providing help to someone with disabilities when they didn’t ask for it and using language that is demeaning or belittling. All people with disabilities have the same right to dignity and respect at DNA, whether their disabilities are visible or not.
No Hatefulness.
DNA strives to be a workplace where all of our team members can feel seen, celebrated, and empowered. Tolerating exclusionary and discriminatory words, microaggressions, actions and behaviours is not how we do business at DNA.
DNA strives to be a workplace where all of our team members can feel seen, celebrated, and empowered. Tolerating exclusionary and discriminatory words, microaggressions, actions and behaviours is not how we do business at DNA.
Call it out.
With the best of intentions, differences sometimes arise, and we want everyone to feel safe to call out if something is said or done that is considered discriminating. Issues must be dealt with promptly and fairly. Once resolved, we should be able to get on with the job without recrimination. If this is not happening, further discussions should be held to put things right.
DNA wants a level of interpersonal relationships where our people are able to call out issues directly, but if this doesn’t feel safe, then reach out to your Team Lead or anyone on the management team.
With the best of intentions, differences sometimes arise, and we want everyone to feel safe to call out if something is said or done that is considered discriminating. Issues must be dealt with promptly and fairly. Once resolved, we should be able to get on with the job without recrimination. If this is not happening, further discussions should be held to put things right.
DNA wants a level of interpersonal relationships where our people are able to call out issues directly, but if this doesn’t feel safe, then reach out to your Team Lead or anyone on the management team.
Taking action.
Individuals asked to stop any inappropriate or exclusionary behaviour are expected to comply immediately. If an individual engages in disrespectful behaviour, DNA retains the right to take any action to keep our space a welcoming environment for all team members.
Individuals asked to stop any inappropriate or exclusionary behaviour are expected to comply immediately. If an individual engages in disrespectful behaviour, DNA retains the right to take any action to keep our space a welcoming environment for all team members.