--- title: "A stronger future – Ravelin’s Equality, Diversity, and Inclusion Strategy" date: 2025-02-25T01:30:00+00:00 author: Helena Hughes canonical_url: "https://www.ravelin.com/blog/a-stronger-future-ravelins-edi" section: Blog --- Blog /[Culture](/resources?search=&category%5B0%5D=134544#resourceContainer "Go to Culture") # A stronger future – Ravelin’s Equality, Diversity, and Inclusion Strategy For Ravelin, this isn’t a one-time goal; it’s a commitment. We’re excited to keep learning, growing, and building a workplace where every team member feels valued and that their voice is heard. 25 February 2025 ![A stronger future – Ravelin’s Equality, Diversity, and Inclusion Strategy](https://storage.googleapis.com/ravelin-website-assets-production/assets/images/_blogSmall/262116/381-EDI-blog-image-885x505.webp) At Ravelin, we understand that a strong ED&I culture isn’t simply about meeting expectations but about fostering an environment where everyone feels they belong and can thrive. Through our six **Equality, Diversity & Inclusion** (ED&I) principles and targeted initiatives, we aim to build on our strengths, improve in key areas, and make meaningful contributions to the broader tech industry. ### Ravelin’s 6 ED&I principles Our ED&I strategy is guided by six foundational principles designed to ensure we’re not just inclusive on paper but in practice: 1. **Listen to our team**: We prioritize feedback from our employees, our “Ravelinos”, to help us identify the areas we need to improve. 2. **Assume positive intentions**: We commit to fostering open and respectful conversations around ED&I, even if they are difficult. 3. **Learn from the industry**: We’re committed to staying at the forefront of ED&I in Tech by aligning with industry best practices. 4. **Invest in inclusivity**: We allocate resources to maintain an inclusive culture, welcoming new ideas that drive continuous improvement. 5. **Accountability**: We hold ourselves accountable, regularly updating the Board and the wider company on our ED&I commitments. 6. **Avoid performative measures**: We focus on authentic, sustainable initiatives over tickbox exercises. ### **Our ED&I commitments: What we’re proud to maintain** Through company surveys and feedback, we’ve identified areas where Ravelin already excels, and we’re committed to sustaining our progress in these areas: - **Age**: With teams spanning a range of ages, we foster a culture of lifelong learning and personal support, ensuring all employees feel valued and equipped for success. - **Religion**: Our inclusive culture respects all religious practices, offering prayer rooms and cultural holiday allowances to create a supportive environment for employees of all beliefs. - **Neurodiversity**: We prioritize an environment where neurodiverse employees feel supported and psychologically safe, with a commitment to reasonable adjustments that empower diverse thinkers. ### **Areas for growth: Our ED&I focus areas** While we’re proud of our progress, we recognize the need to focus on particular areas where diversity could be stronger: - **Gender balance**: With a male-majority team, we’re working to address any gaps in our hiring processes or team structures that could limit gender diversity. - **Ethnic representation**: As a white-majority team in the diverse city of London, we are taking steps to reduce institutional bias and improve our recruitment pipeline to better reflect the diversity of our location. ### **Measuring our ED&I strategy** Our approach to measuring ED&I progress is data-driven and realistic, aiming for a balanced view of both employee experience and inclusiveness: - **Employee data**: Each year, we conduct a comprehensive ED&I survey to track the impact of our initiatives on our focus areas. - **Inclusiveness**: Through biannual engagement surveys, we gather feedback on team unity, work satisfaction, and the company’s social responsibility. Questions such as “Do you feel you are part of a team?” allow us to evaluate our inclusivity efforts meaningfully. ### **A legacy of ED&I commitment: What we’ve done so far** Over the years, we have laid a solid foundation for ED&I at Ravelin through a range of impactful initiatives and ongoing practices: #### **Company-wide commitments** - Set up an ED&I **Slack channel** for open discussion. - Established **D&I champions** and **an ED&I committee** with documentation and resources on Notion. #### **Hiring practices** - Attended diverse hiring events such as **[Women of Silicon Milkroundabout](https://women-in-technology.com/)** and **[WomenHack](https://womenhack.com/events/)**. - Developed a **hiring strategy document** to evaluate team diversity and expand pipelines in underrepresented teams. - Implemented **blind CV reviews, unconscious bias training,** and **inclusive interview practices** to minimize bias. - Utilised **inclusive language** in job descriptions, partnered with **a wide range of job boards**, and collected **D&I data** on applicants. #### **Celebrating diversity through events** - Hosted events like **LGBTQ+ History Talks** and **Black History Month celebrations** with focus on community-building and education. - Organized **International Women’s Day** events with all-women demos and events celebrating women at Ravelin and in the community. - Celebrated **Pride** as well as cultural observances, providing inclusive spaces and discussions on these topics. #### **D&I-focused initiatives** - Our accessible office includes dedicated spaces such as a **prayer room and breast-pumping room**. - Our **remote-first policy** offers flexibility to employees, while **pronoun prompts** in Slack and Charlie HR to foster respectful communication. - We’ve published **[articles on tech accessibility](https://www.ravelin.com/blog/how-can-you-make-tech-careers-accessible-to-everyone)** and **[D&I’s importance in tech](https://www.ravelin.com/blog/why-is-diversity-inclusion-in-tech-so-important)**, contributing to ongoing conversations in the industry. - We support parents with **return to work** programs. - We offer flexible working for all, allowing flexibility for everything from school runs to just working in a way that suits colleagues' lives day to day. ### **Looking ahead** Ravelin’s ED&I strategy is a blend of introspection, learning, and action. We are committed to refining our practices and setting realistic goals to achieve a more equitable, diverse, and inclusive workplace. Our work isn’t finished but, with a solid foundation and a commitment to continuous improvement, we’re excited about what the future holds for Ravelin and our team. **Together, we’re building a company where everyone is truly welcome and empowered to succeed**. [Interested in joining us? Discover our open roles and apply here.](https://www.ravelin.com/careers) ## Author ![Helena Hughes](https://storage.googleapis.com/ravelin-website-assets-production/assets/images/_avatarSmall/258080/helena.webp) Helena HughesSenior Talent Acquisition Partner [More from this author](https://www.ravelin.com/author/helena-hughes) ## Related content [Blog / Fraud trends ### Travel, Transport & Hospitality Fraud Trends 2026: New global report Customer churn is the primary consequence of fraud for the Travel, Transport Ticketing & Hospitality sector in 2026 – read the rest of our findings below. ![1669287463716 2023 12 07 164059 ybjd](https://storage.googleapis.com/ravelin-website-assets-production/assets/images/_33x33_crop_center-center_none_ns/196785/1669287463716_2023-12-07-164059_ybjd.webp)Nikoleta Dimitriou,Senior Content Manager](https://www.ravelin.com/blog/travel-transport-hospitality-fraud-trends) [Blog / Fraud analytics ### First-party friendly fraud in ecommerce: The definitive guide Half of merchants believe that consumers are a bigger threat to ecommerce than professional criminals. 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