---
title: "Ravelin's ED&I Strategy – building a better workplace"
date: 2025-04-07T10:30:00+01:00
author: Ravelin Technology
canonical_url: "https://www.ravelin.com/ravelin-edi-strategy"
section: Pages
---
#  **Ravelin's ED&I Strategy – building a better workplace**

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.

### **A stronger future – Ravelin’s Equality, Diversity, and Inclusion Strategy**

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. **We will** prioritize Ravelino feedback to identify areas where we can do better.
2. **We will** assume good intentions from Ravelinos when we discuss issues surrounding ED&I, and work to have constructive conversations even if they are difficult.
3. **We will** strive to understand the ED&I landscape in our industry and be among the best companies that are implementing industry best practices successfully.
4. **We will** continue to commit resources towards maintaining the inclusive culture we have, as well as approaching new initiatives considerately, with a view to continuously improve.
5. **We will** hold ourselves accountable to our ED&I commitments, regularly reporting to the Board and the wider company.
6. **We will not** introduce performative measures that serve as tick-box 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 leave 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
- Established an ED&I committee to drive initiatives forward
- ED&I documentation and resources are available on a public Notion page

**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.
- Utilize 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 like a prayer room and breast-pumping room.
- Our remote-first policy offers flexibility to employees who may need it.
- Pronoun prompts in Slack and Charlie HR to foster respectful communication.
- We’ve published blog articles on tech accessibility and D&I’s importance in tech, 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.**