We respect and value people’s differences and recognise that it is our greatest strength. As part of our inclusivity strategy, we have taken steps to prioritise our culture, to empower our people to be their best inside and outside of the office. This is a continual journey that is influenced and supported by everyone at Ryder.
The industry has long had barriers and systemic issues that prevent minority and marginalised groups from thriving. We’re breaking down those barriers by committing to policies to eradicate issues with focus on fair treatment and opportunities for everyone. Our inclusivity policy solidifies our commitment to creating an equitable, diverse, and inclusive workplace.
EDI is challenging and there is no end date, but we will be persistent as we evolve our goals. Working together, by sharing ideas, actions and resources, will ensure the most successful and long lasting outcomes.
By working together and sharing ideas, actions and resources, we are persistent in challenging inclusivity.
In the spirit of transparency, although not a statutory requirement, we have shared our gender pay across each rank internally since 2019. Due to our growth beyond 250 people, since 2022 we have been required to report our gender pay data to the UK government gender pay gap service. From progressing careers to our reboarding protocols, we continuously work to support long and successful careers for everyone at Ryder.
Daniel Mossman-Clark
Associate, Inclusivity Lead