2020 Ryder Annual Review for Shareholders
2020 Ryder Annual Review for Shareholders
The best way for us to grow our business is to help our people grow.
We accomplish that by hiring the most qualified candidates; valuing diversity and fostering a culture built on equality and respect. We also provide training to improve skills and develop careers; and reward excellence.
FRANK LOPEZ
Executive Vice President & Chief Human Resources Officer
Frank Lopez, Executive Vice President & Chief Human Resources Officer
7,800
of the most efficient warehouse employees
8,600
of the safest professional drivers
5,400
well-trained commercial vehicle technicians
270
of the brightest logistics engineers
Ryder employs the top talent in our industry, and provides our employees with opportunities to build their skills, stay abreast of the latest industry trends and best practices, and grow in their careers. Our employee development program starts day one through onboarding by focusing on three key areas: supporting our people, our business, and our culture. We also strive to nurture leadership skills among our workforce and support up-and-coming leaders.
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. That’s why 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.
To mitigate the historic gap in female representation in our industry, Ryder hosts multiple programs in supporting career progression, leadership skills development, and team-building for women leaders. We partnered with Women Executive Leadership of Miami and Leadercast of Atlanta to host events specifically focused on executive presence and leadership. In addition, our Women’s Leadership Forum, created in 2011, supports the development of women leaders through networking events, career development programs, and collaborative activities.
Ryder is an active participant in the Women In Trucking Association and supports its mission to encourage the employment of women in the trucking industry, promote their accomplishments, and minimize obstacles faced by women working in the trucking industry. In 2020, 20% of Ryder’s new hires were women, up 28% from the year prior. Ryder has proven it is committed to gender diversity through its many initiatives to recruit and retain women in its workforce with more than 1,300 women in leadership roles throughout its operations in U.S. and Canada. This highlights Ryder’s ongoing commitment to addressing the logistics and transportation industry’s gender gap by empowering women to succeed across the company.
The military has consistently been one of Ryder’s most valuable sources of new hires. From the start of Ryder’s veteran hiring initiative in November 2011 to-date, we have hired more than 9,200 veterans. We are a corporate partner of the U.S. Chamber of Commerce’s Hiring Our Heroes programs, an effort to connect veterans, transitioning service members, and military spouses with meaningful employment opportunities. Since joining Hiring Our Heroes in November 2011, Ryder has increased the percentage of veterans in our U.S. workforce from 8% to 10%. We also conduct the Ryder Diesel Technician Training Program offering participating soldiers with hands-on diesel technician training during their final 180 days of service, and upon completion, they are placed into a position at one of Ryder’s nearly 800 service locations.
Currently, there are several hundred Ryder employees who are actively serving in the National Guard and reserve.
