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Are you looking for more information or do you have questions about using paysafecard? Our customer service team is happy to help you. If you become the target of fraud, you can lock your paysafecard PIN s around the clock.
This immediately protects your existing balance from further attacks. Please note: Locked PINs can no longer be used to make payments!
However, you are still able to request a refund of the existing balance of your paysafecard PIN s. Useful information on safely using paysafecard and tips on protecting yourself against cyber crime are available here.
All rights reserved. We adopt 10 children of the Devnar School Foundation which was founded in The Foundation aims to provide opportunities for the visually challenged children in India so that they can be absorbed in the mainstream of society as socially productive individuals.
Significant investment was made in a local theatre, The Old Vic, in order to improve access to those with disabilities. Charitable donation to Sparks charity which raises money to fund pioneering child health research across the UK, helping to find new treatments and cures for children Donated and participated to Street League, a football tournament that raises funds and awareness for unemployed youths, helping them move in to work or undertake further training.
Throughout the calendar year our Montreal office sponsors a number of different causes including Centraide, an organisation that raises money to invest locally to break the cycle of poverty and social exclusion, Cancer research through Cummings Annual Sports Breakfast, and the memorial Sloan Kettering Hospital.
More than 80 Paysafe employees took part in a tree planting event in the outskirts of Sofia at the end of October. Together they planted 1, trees which will be a part of the New Big Sofia Forest consisting of around , trees.
More than laptops were donated to 11 schools, via the BCause foundation, providing students from the districts of Vratsa, Kardzhali, Haskovo, Stara Zagora and Montana with the opportunity to learn and work on education-orientated laptops.
Staff from the local office will be on site to take children through simple IT Development activities. We will be celebrating our milestone of employees in September whereby we will be giving back to the community of Sofia that has given us so much.
With a particular focus on children charities we will be identifying 10 charities that will share a LEV, donation. We financed an assistance dog for a young girl in a wheel chair as part of a Christmas pledge.
Diversity and Inclusion in Action At Paysafe Diversity and Inclusion is considered a strategic priority and not just a tick box, numbers exercise.
We operate in increasingly diverse communities throughout our global footprint and this diversity is evident in our workforce and our customers, suppliers and other stakeholders.
In our increasingly competitive business environment, we understand that the performance and engagement of our employees is central to business success.
An inclusive working environment, in which each employee is able to fulfil their potential and maximise their contribution, really matters at Paysafe.
We recognise and value the creative potential that individuals of different backgrounds and abilities bring to their work. In promoting equality, diversity and inclusion, we want everyone to have access to jobs, training and development opportunities and for all people to be treated fairly.
We are committed to actively promoting diversity and inclusion in the workplace. Below are some examples of what is done at Paysafe. Board endorsement Diversity and Inclusion is on both the Executive and Board agendas.
Key KPIs are reviewed and reported to the Board on a quarterly basis. Colleague-led operating committee An internationally led, diverse and inclusive, operating committee, responsible for global strategy and local execution through local Diversity Ambassadors also meets on a regular basis.
Colleague-led networks Our diverse workforce reflects our global customer base. Women Paysafe, a colleague-led global network, has members with regular interaction, idea generation and discussion through our internal social networking tool JAM.
Bias awareness training. It is mandatory for all our employees to take on a biennial basis. The training is designed to make our people think about the impact of unconscious bias on their relationships and consider situations where they can take action to be more open-minded to difference.
The intention is to demonstrate that we all have a responsibility to actively challenge the assumptions we may have about others, how we can all display bias and be on the receiving end of it.
Furthermore, senior managers are asked to participate in diversity and inclusion workshops to understand their role and responsibilities from a leadership perspective and ensure that we lead by example and foster the culture from the top.
Supporting colleagues with families Paysafe fosters an environment and creates an experience that welcomes and supports colleagues with families including the needs of extended families.
Workplace practices in all locations support flexible and remote working, benchmark maternity and paternity rights, provide leave and return to work policies — all of which are aimed to allow all employees to balance the needs of home versus that of work.
Embracing gender diversity We continue to focus on gender diversity as a core objective of our Diversity and Inclusion strategy.
We know we have work to do to meet our objectives and have multiple initiatives underway including:. Equal pay Paysafe ensures that all our colleagues are treated equally in the workplace.
We are committed to providing equal pay for equal work. Gender pay Our gender pay gap, a comparison of the average pay across all men at the firm compared with the average pay of all women at the firm, reflects our current reality that there are more men than women in senior positions in our organization.
We are a meritocracy, and gender is not a factor in the way that we pay our people. We pay women and men in the same way, using the same compensation criteria, including the nature of their role and their performance.
The fundamental challenge we should all be focused on is increasing the representation of women at senior levels. This is where the real imbalance lies and requires attention at the earliest stages of recruitment to attract more women to financial services roles.
Improving engagement and raising awareness Paysafe runs an annual pulse engagement survey for all employees which includes a net promoter score NPS question.
AI is capable of extracting specific actionable insights that would otherwise be difficult, if not impossible, to identify through manual analysis.
It quickly surfaces hidden patterns and anomalies in people data, predicts outcome and risk, and prescribes solutions and interventions.
In conclusion: Diversity and Inclusion is a journey, but one in which we are fully committed to being on throughout the organisation.
People matter to us and we fully recognize how critical it is to recruit and retain a diverse group of people who bring a broad range of experiences, capabilities and perspectives to our organization.
A core philosophy we hold is that who we are extends beyond our office walls and our business activities and as such we are deeply committed to always doing business the right way.
As part of their work, they guided us on the data collection process and evaluated our total , and forecasted , carbon footprint. To then offset our footprint, we worked with them to identify several sustainability projects we could support in developing countries.
The three we have committed to are all independently verified to assure they reduce emissions and also support the building of sustainable infrastructure, improve health and conserve habitat.
Our commitment to our culture and values is embodied in The Paysafe Code. This sets out the rules and guidelines that all of us at Paysafe follow and against which we hold ourselves accountable.