Diversity, Equity and Inclusion

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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

Ridgeway is committed to helping organisations build sustainable and inclusive businesses, with access to the very best talent across all industries.  Inclusion is at the heart of everything we do and we are proud of the diverse team we have built ourselves to be able to support our clients.

We are delighted to have been accredited once again by the FTSE Women Leaders Review, for our work in helping to increase the number of women in board and senior leadership roles in the FTSE 350 – please see the 2021 report here. Congratulations to all those women who have moved into new roles over the past year and to the Review team for their continued work and commitment.

At Ridgeway we want to be completely transparent about our performance and are pleased to openly share our data for 2021: across all company sizes and ownerships, 37% of our board placements and 33% of our non-board placements were female.  In addition, 12% of our board placements and 17% of our non-board placements were of candidates who identify as being ethnically diverse.

We are extremely proud of the part Ridgeway has played in the progress made to date, but realise there is much more to do.  We are committed to continuing to raise the bar for diverse boards and leadership teams.  We have a robust monitoring process in place to ensure we are meeting our targets across a range of diversity metrics, as well as a series of inspiring initiatives to help us bring more diverse talent to the boardroom and C-suite roles

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.

Community Support

Each year, we select a charity to support – assisting with fundraising, awareness, interviewing skills and work placements. Our 2022 charity 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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#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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Louise Angel

Partner, Board Practice

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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Emma Lucas

Executive Assistant

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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Rebecca Meredith

Senior Consultant

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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Sue O’Brien OBE

Executive Chair

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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Verity Symes

Chief Operating Officer

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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Freddie Williams-Thomas

Managing Director

Tom Robinson

I am part of this committee because I think the value of a proactive approach to DE&I cannot be overstated. As individuals, organisations and a society we must be proactive in providing the platforms and opportunities for people of all backgrounds to grow and succeed.
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Tom Robinson

Consultant

Dr Heather Melville OBE, CCMI

As a senior black woman, I appreciate the challenges that lie ahead of many of our ethnically diverse clients and colleagues, and the opportunities that are available to us to encourage everyone to become role models and agents for change.
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Dr Heather Melville OBE, CCMI

Senior Managing Director

Kate Chetwynd-Talbot

DE&I cannot just be about buzzwords, or a tick box compliance exercise. As a leading search firm, we strive to set an example within our own business to contribute to a more diverse, inclusive and equitable society, and help our clients do the same. We are in the privileged position of having access to talent of all backgrounds, genders and ethnicities, and we are determined to give people the confidence and platform to develop and succeed in their careers.
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Kate Chetwynd-Talbot

Managing Director

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.

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Teneo Talent Advisory