People and Inclusion

At Bamboovement, we believe that a better world for the planet has to be a better world for people too. That belief shapes everything we do: how we work together, how we hire, how we choose our partners, and how we show up in the communities around us.

We are committed to building a company where everyone is treated with dignity and respect, regardless of background, identity, or circumstance. We actively work to make our team, our supply chain, and our relationships more just, more equitable, and more inclusive, not because it is required of us, but because it is the right way to do business.

This page sets out what that commitment looks like in practice, what we have done, what we are working on, and where we have more to do.

Our Commitment

In practice, this means:

  • We hire openly and fairly, welcoming candidates from all educational backgrounds and giving real opportunities to people who are often overlooked.
  • We pay people fairly and review this regularly, so that compensation reflects contribution, not circumstance.
  • We choose suppliers and partners whose values align with ours, and we hold ourselves to the same standards we ask of them.
  • We engage with our community, not just as a brand, but as neighbors: through donations, volunteering, and showing up where it matters.
  • We respect the rights of every person our business touches, whether they work for us, make our products, or use them.

This commitment sits with Joshua van den Hurk, Co-Founder, and is reviewed annually by the founding team. We will not always get it right, but we are committed to being honest about where we fall short and to improving continuously.

Human Rights

We respect the fundamental rights of all people connected to our business. This includes our team, the workers in our supply chain, our customers, and the communities in which we operate.

In practice:

  • We do not tolerate child labor, forced labor, or any form of exploitation in our supply chain. These are absolute red lines.
  • All manufacturing partners are required to hold an active amfori BSCI monitoring status, which independently verifies working conditions at the factory level.
  • We visit our factories in person. Knowing the people and conditions behind our products is part of how we do business.
  • Within our own team, we maintain a safe, respectful, and discrimination-free working environment. Our Code of Conduct sets out what we expect from everyone.
  • We provide a grievance channel (info@thebamboovement.com) for employees, partners, and anyone with a concern about our conduct.

We are honest about our supply chain not being perfect. We engage with our manufacturers to push for improvement rather than simply walk away when audits find issues. We publish our supplier approach on this website and update it as our standards evolve.

Our human rights commitment is grounded in three international frameworks: the UN Guiding Principles on Business and Human Rights, the International Bill of Human Rights, and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work. These frameworks shape how we think about our responsibilities toward everyone our business touches, from our own team to the workers in our supply chain.

What We Have Done

Hiring

We have formalized our hiring process to make it more inclusive. All job postings include our inclusion commitment. We do not ask for credit checks or criminal records. Every hiring decision involves at least two founding team members and uses structured interview questions applied consistently across candidates. We accept applications from MBO, HBO, and WO students and graduates for equivalent roles.

Paid internships

Between 2024 and 2025, we offered six paid internships across marketing, account management, and business development. All were fully paid and open to students from MBO through WO. We give interns real responsibility, not filing and coffee runs.

Pay equity

In June 2026, we completed a pay equity review across our full team. No material pay gap was found. Compensation is based on role scope and contribution. We will repeat this review as the team grows.

Leave policy

We provide paid leave beyond Dutch legal requirements: full pay for short-term sick leave (the legal minimum is 70%), paid religious and cultural leave chosen individually by each team member, and partner parental leave topped up to full pay for the additional five weeks beyond the statutory minimum.

Supplier standards

We published a supplier policy setting out our expectations on labor standards, working conditions, and environmental practices. All manufacturing partners must hold an active BSCI monitoring status. We visit our factories in person. Hard exclusions include child labor, forced labor, and systematic discrimination.

Community

We have donated approximately 10,000 bamboo toothbrushes to the Healthy Teeth Foundation, making sustainable oral care accessible to people who otherwise cannot afford it. We participate in community clean-up events and plan to formalize this as an annual commitment.

What We Are Working On

Diversity and inclusion training

Our entire team will complete a formal diversity and inclusion training program by September 2026. We are currently finalizing the provider. This will improve how we think about and act on inclusion in our day-to-day decisions.

Written recruitment process

As the team grows, we will document our hiring process in writing so it can be applied consistently by anyone involved in hiring decisions, not just the founding team.

Community engagement

We plan to formalize our community engagement as an annual program, with at least one structured activity per year and a written record of who participated and what we contributed.

Where We Have More to Do

Our JEDI training is not yet complete. Our supplier, Pesitro, had open audit findings on working hours in their January 2026 BSCI review, which we are actively monitoring. Our community engagement is real but still informal.

We are a small team, and we cannot do everything at once. But we are committed to making genuine progress on each of these areas and to reporting honestly on that progress every year.

Last updated: June 2026 | Questions: info@thebamboovement.com