InclusivityAs leaders in our industry, we are proud to champion change.

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. 

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Together, we nurture an inclusive culture. By prioritising inclusivity, we can enhance connectivity, performance, and support wellbeing.

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.

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Smiling man at desk

Goals measured by action. Ensuring a commitment to long lasting outcomes:

By working together and sharing ideas, actions and resources, we are persistent in challenging inclusivity.

Diversity at leadership
EDI training
Education and awareness
Recruitment and onboarding procedures
Nurturing and rewarding talent
Continued professional development
A commitment to DEC school engagements and work experience
Office improvements to remove stigma or barriers

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. 

Equity, diversity and inclusion is a huge issue for our industry, and it should be at the top of our agenda. Moving away from the macho, white male dominated model we’re all too familiar with will bring an endless amount of opportunity to improve our practices and the services we can offer.

Daniel Mossman-Clark

Associate, Inclusivity Lead

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