Diversity, Equity and Inclusion

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Diversity, Equity and Inclusion

At Ridgeway, we celebrate and embrace our differences.

We actively request recommendations and introductions to new professionals in order to increase the breadth and diversity of our candidate network.

Inclusive Search Process

We view diversity in the broadest sense. This includes, but is not limited to, people from different genders, nations, cultures, ethnic groups, ages, sexual orientation, skills, abilities, socioeconomic and educational backgrounds.

We actively request recommendations and introductions to new professionals in order to increase the breadth and diversity of our candidate network.

Longlists are always at least 40% female, with at least two female candidates included at shortlist.

In 2018, we committed to a voluntary target of presenting at least one ethnically diverse candidate per longlist, a target frequently and substantially exceeded.

All colleagues regularly undergo conscious inclusion training.

Network

We invest in active relationships with a diverse network of people in the workforce  by regularly hosting and attending events and seminars.

30% Club

Ridgeway is an active supporter of the 30% Club, the global campaign to increase gender diversity at board and senior management levels.

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Women in Finance Charter

We have been signatories to the Women in Finance Charter since 2016.

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FTSE Women Leaders Hampton-Alexander Review

We are compliant with the Enhanced Voluntary Code of Conduct for Executive Search Firms and receive maximum accreditation from the Davies Review and Hampton-Alexander Review every year.

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FTSE Women Leaders Hampton-Alexander Review

Business in the Community

We are now a signatory of the Business in the Community Race at Work Charter, an initiative designed to improve outcomes for black, Asian and minority ethnic employees in the UK.

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Community Support

Each year, we select two charities to support – assisting with fundraising, awareness, interviewing skills and work placements. Our 2021 charities and internship programme support diverse individuals and communities.

Ambitious about Autism

We are proud partners of Ambitious about Autism (AaA), the national charity for children and young people with autism.  This year we have undertaken training, fundraising and an internship programme with AaA.

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upReach

upReach are an award-winning UK social mobility charity supporting undergraduates from less-advantaged backgrounds to access and sustain top graduate jobs. We are undertaking fundraising and their “Virtual Internship Programme” this year.

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#10000 Black Interns

#10000 Black Interns’ mission is to transform the horizons and prospects of young Black people in the United Kingdom by offering paid work experience across a wide range of industries, as well as world-class training and development. We are signatories to the #10000 Black Interns pledge and will be hosting two interns per year from 2022 onwards.

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Diversity, Equity and Inclusion Steering Committee

DE&I is part of our DNA here at Ridgeway, and we celebrate the visible and invisible differences that makes each person who they are. We actively challenge ourselves and our clients to build more diverse, equitable and inclusive workplaces, allowing for better representation of the communities we work in.

DE&I Steering Committee Members

Louise Angel

At Ridgeway we are committed to continuing to educate and push ourselves and our clients on diversity and inclusion. There is a lot of untapped talent out there and I think it’s incumbent on us to help that come to the fore.

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Jack Biddulph

Joining the steering committee is a privilege and I am passionate about helping us build and develop our great business into a truly diverse one. 

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Emma Lucas

I am part of this committee because I feel that no one should ever be denied the chance to take part in anything because of prejudice, conscious or otherwise.

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Rebecca Meredith

DE&I is a core part of who we are. It is not an extraordinary determinant. That is why I chair this committee, to ensure we proactively challenge the status quo every single day, building a more diverse and equitable future.

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Sue O’Brien OBE

This group matters to me personally. I have always run diverse businesses from a socio-economic, ethnicity, sexuality and gender perspective. It makes for a high performing business. I’m a campaigner at heart and will always stand up against oppression of any kind. Period.

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Verity Symes

It is extremely important to me that we mirror internally what we are committed to doing for our clients. It is the very best thing for our team and the business to have colleagues from a range of backgrounds and situations.

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Freddie Williams-Thomas

As we drive the talent agenda for our clients and look to encourage and challenge their approach to DE&I, we must hold ourselves to a high standard in our own learning and behaviours.

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Our Workforce by the Numbers

Ridgeway has always been a diverse place, and we’re improving day by day. Here’s where we’re at today with  our 35 employees in our headquarters in London, United Kingdom:

Our colleagues hail from over five different countries around the world.

We are a 74% female workforce, with 64% of management positions held by women.

We value work life balance. We work flexibly with 26% of colleagues working part-time (4 days or less).

9% of our workforce identify as ethnically diverse –we are committed to understanding our base line and passionate about increasing our diversity within the business.

47% of our team attended a state school. 41% attended a fee-paying school, of which 3% attended on scholarship.

Above that, 9% went to school outside of the UK, and 3% went to a fee-paying school on a scholarship.

61% of the team’s parents did NOT attend university.

Ridgeway is a Teneo company.

Teneo is the global CEO advisory firm. To learn more, visit:

Teneo Talent Advisory