DRIVING A HIGH-PERFORMANCE CULTURE

Our business is only as good as the operations employees and support staff that keep it running. We are committed to hiring extraordinary people and engaging them through challenging and rewarding opportunities. The consistent recognition by some of the most prestigious business publications reflects our portfolio of premier logistics and transportation solutions and serves as a testament to our thousands of dedicated employees who embody Ryder’s customer-centric values. Throughout Ryder, our people are committed to moving business forward as efficiently as possible. To enable their success, we ensure that our employees receive the diverse experience, compensation, independence, and advancement opportunities they need to grow.

Our Chief Human Resources Officer (CHRO) leads our initiatives to promote effective talent recruiting, development, and engagement. Our Human Resources (HR) and recruiting teams work closely to identify talent needs and strategies, as well as to manage diversity initiatives. Annually, the CHRO presents employee diversity statistics and initiatives to the Corporate Governance and Nominating Committee.

We aim to build a corporate culture that places a premium on equality, while at the same time:

• Respects our employees and customers;
• Puts thought and care into how we serve our employees and communities;
• Delivers personalized services that inspire employees to reach their full potential;
• Welcomes new perspectives and ideas; and
• Encourages collaboration and innovative thinking.

We will continue to consider the feedback from our employees and identify new opportunities to attract, develop, and engage our talent. To drive our performance and evaluate our approach, we have implemented the following goals:

• Develop and engage top-quality talent by ensuring that at least 90% of key talent has completed a leadership development activity by 2023.
• Provide leadership development for all Black and women leaders through Ryder’s Black Leadership Forum and Ryder’s Women Leadership.

Read more about our approach to diversity, equity, and inclusion below.

A Brand New Workday

In 2019, Ryder announced its intention to migrate to the Workday platform as part of our mission to continuously improve and bring unprecedented efficiencies to our HR and Finance functions. In July 2020, Workday was implemented for HR and Expenses. We anticipate Workday Financials will go live in April 2021. Workday will further enhance our HR and Finance functions through access to and utilization of critical business data, regardless of segment or location.

We selected a single platform after an extensive search to meet our needs and provide the necessary flexibility and scalability for future growth. Ryder was able to modernize applications, streamline systems, and consolidate data over 10 disparate applications into a single, user-friendly platform. Workday provides the best organizational fit by featuring the most comprehensive processes, modules, and future product roadmap that aligns with Ryder’s global business strategy.

Designed for security, control, and business innovation needs, Workday further drives consistencies and transparency throughout Ryder while reducing business risk of aging systems. The standardized processes and operating model encourage collaboration, avoid silos, and improve governance. Additionally, our employees now have easier access to updated business information, personal information, and financial data, along with necessary job trainings and leadership trainings. Workday continues to improve accessibility and foster more positive interactions between employees and our business segments. Providing a one-stop shop, this system empowers our employees by giving greater control and access to data that they need to do their jobs and serve our customers.

BUILDING A CULTURE OF INCLUSION AND EQUALITY

Our vision is to create a collaborative work environment that supports and values individual contributors and their perspectives. The diverse backgrounds and experiences of our workforce help us better understand and respond to our customers’ needs, leading to increased profitability and long-term value. Increasing diversity also strengthens our ability to attract and retain top talent in an industry that has not historically been very diverse. Our focus on Supporting Women, Military & Veteran Recruiting and Supporting Black Talent have been important ways in which we strive to increase our access to the best talent. To further promote diversity in our workforce, we participate in annual career expositions and conferences, and we continued to do so virtually in 2020. In addition, our equal employment opportunity and affirmative action policies and programs are designed to ensure that all qualified applicants and employees are treated without regard to such factors as race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other reason prohibited by law. Our suppliers, vendors, and subcontractors are informed of our adherence to such policies through our Employment Information Report Notice to Suppliers and our Supplier Terms and Conditions, both of which are available on our website.

Diversity Governance & Training

Our Diversity Equity & Inclusion (DE&I) Council, comprised of cross-functional leaders, guides our achievement of three key goals: remaining an employer that attracts diverse talent, developing the diverse talent we already have, and driving innovation and growth through diversity of thought. The DE&I Council’s role is to:

• Partner with the CHRO to recommend and develop DE&I initiatives in support of our mission, vision, and values;
• Model diverse and inclusive behaviors and champion the same in the organization
• Assess and continuously improve execution of D&I initiatives
• Drive accountability for programs and results; and
• Capture the voice of diverse employees

Upon hire, every Ryder employee takes our mandatory course, “The Inclusion Journey: Delivering on the Potential of a Diverse Workforce,” reinforcing our philosophy of equality in the workforce and providing employees with the skills and awareness to work effectively with people who have different backgrounds, ethnicities, and values than their own. To supplement this training, supervisors and managers engage in an additional workshop, “Continuing the Journey,” which provides insights into managing a diverse workforce. We will continue to promote and prioritize initiatives that result in our employees feeling valued, respected, and included.

The Gift of Education

In 2020, we announced a multiyear gift of $250,000 to the Howard University School of Business to support the Center for Excellence in Supply Chain Management, as well as scholarships for supply chain management majors, paid internships at Ryder, and the development of a data analytics curriculum and programming for the supply chain management program. Our partnership with Howard University started in 2003 and is one of our longest relationships with any university. We wanted to celebrate the long-standing partnership by supporting Howard University’s work in training the next generation of supply chain leaders and increasing diversity in the industry. This effort became even more critical given the financial impact COVID-19 has had on vulnerable populations of students who might be at risk or face barriers to completing their education. Six Howard University students will receive the 2020 Ryder Scholarship for excellence in supply chain management.

Diversity Performance

To further advance our ongoing commitment to diversity, equity, and inclusion, we conduct internal benchmarking to evaluate segments of our workforce. For example, we compare relevant demographic data from the U.S. Bureau of Labor Statistics (BLS) with our internal workforce data to better understand our diversity representation against national averages. Among select industry job functions in the United States, we consistently meet or exceed the BLS representation for diversity and women in the workforce.

Another way we measure the inclusivity of our culture is through the Corporate Equality Index (CEI) rating, conducted by the Human Rights Campaign. CEI scores are calculated based on a company’s policies, resources, and education to support LGBTQ workers. Ryder voluntarily participates in the annual CEI survey, along with over 1,000 other companies, to share how we promote an LGBTQ-inclusive workplace. Ryder received a CEI score of 80—out of a possible 100—on both the 2020 and 2021 CEI, reflective of the 2019 and 2020 calendar years. Our latest score was four points higher than the Fortune 500 average. We will continue to leverage the benchmark to inform our workplace policies.

As we continue to focus our efforts to promote diversity going forward, we also commit to transparency with regard to our workforce demographics, including the diversity representation of our workforce and new hires as shown below.

Additional Resources

• Ryder Careers page
• Diversity Awards page
• Working Here page
• Military Recruitment page
• Facebook
• LinkedIn
• Twitter