BGV Community Guidelines

Mission and Core Principles

Bethnal Green Ventures (“BGV”) is committed to creating a diverse and inclusive community – one where all founders can feel safe and valued. We ask all staff, mentors, partners, founders and other individuals in our community to adhere to the highest standards of honesty, openness and accountability. We are committed to upholding this policy, so that there isn’t discrimination or harassment of any kind towards anyone in the BGV community.

This document lays out our expectations for what is unacceptable behaviour and outlines a process for anyone to raise concerns. 

We base our definitions of unwanted behaviours and protected characteristics on those provided by the U.K’s Advisory, Conciliation and Arbitration Service (acas). 


Our Guiding Principles

BGV’s Community Guidelines are based on five key principles:

Understand the problem

We seek to understand the challenges faced by people. We know that those who truly understand the problem are more likely to create successful solutions.

Be imaginative, act early

We strive to be imaginative and believe in doing, not pondering. We seek to address any issues quickly and efficiently.

Lead by example

We celebrate the radical approaches generated by diversity. This means championing inclusion in both our portfolio and our own team. We always work hard to act with integrity, fairness, and respect; we try to understand our impact and any unintended consequences.

Be part of something bigger

We believe in the power of generosity, actively look for ways to help others where we can and ask others in the community to do the same.

Take the long view
We understand that there are no quick fixes for changing difficult real world problems; but we’re optimistic, patient and here for the long haul. 



We believe that these standards are key and fundamental to creating a safe working environment and to the principles of ethical business and therefore we expect the same from others including, but not limited to, our investors, other investment firms, mentors, contractors, advisors and of course the entrepreneurs and businesses we invest in. BGV will not tolerate any form of discrimination, harassment or victimisation. 

It is our responsibility to treat others with humility, respect and dignity at all times, including at the office, during social outings, conferences, phone calls, or in online communication. 


Unacceptable behaviours


Direct discrimination occurs when a person is treated less favourably because they, or someone with whom they are associated, has one or more of the protected characteristics set out above, compared with someone who does not have that attribute.

This includes but is not limited to: 

  • Racial or ethnic slurs 
  • Homophobic or transphobic comments or slurs
  • Treating someone less favourably because of their age or sex
  • Discriminating against pregnant people or mothers. 

Indirect discrimination occurs when a provision, criterion or practice (PCP) is applied but it has the effect of putting persons with a protected characteristic at a particular disadvantage when compared to others that do not have that protected characteristic and that PCP cannot be objectively justified. 

This includes but is not limited to: 

  • A requirement that attendees to an event don’t wear garments that cover their face puts people of certain religions with mandatory dress requirements at a disadvantage
  • Requiring a minimum number of years’ experience to perform a certain role where such a requirement cannot be justified 
  • Holding compulsory team meetings in the evenings when an employee who must care for family cannot attend. 


Harassment occurs when an individual is subjected to unwanted conduct related to a protected characteristic or be of a sexual nature, which has the purpose or effect of violating the victim’s dignity or of creating an intimidating, hostile, degrading, humiliating or offensive environment. 

This includes but is not limited to: 

  • Bullying, nicknames 
  • Unwelcome touching or flirtation 
  • Sexual or sexually suggestive comments, jokes, insults, metaphors, pranks or gestures
  • Unsolicited questions about someone’s marital or relationship status or sexual preferences, directly or indirectly. 


Reporting and Enforcement

If you are subject to or witness unacceptable behaviour, or have any other concerns, we strongly encourage you to report any violations of this code of conduct in writing to Yumi at An alternative contact is our CEO, Paul Miller at

If your report concerns one of the members of the BGV team listed above or you do not feel comfortable contacting Yumi or Paul, please contact Darren Agombar at Darren Agombar is the CEO of Connected Asset Management, BGV’s parent company. 

We will acknowledge receipt of the report within five working days, investigate any reported incident and communicate our decision to the person who reported the incident quickly and efficiently.

We have internal policies to address grievances and disciplinary issues, and we also have a responsibility towards third parties, as well as legal and regulatory requirements. In keeping with those requirements and responsibilities, actions we might take in response to a reported incident include but are not limited to: 

  • Verbal or written warning 
  • Permanent or temporary ban from certain spaces or suspension from the workplace 
  • Removal of responsibilities 
  • Termination of employment 
  • Report to legal authorities
  • Termination of arrangements with third parties. 


Monitoring and Review

This code of conduct is reviewed from time to time by the BGV Operations team. We will continue to review its effectiveness to ensure it is achieving its objectives.

If you have any feedback, please get in touch with Yumi at