Equality, Diversity and Inclusion
Our strength comes from our people
Every colleague brings something unique — their background, experiences, skills and perspectives — and we value and celebrate those differences. Together, this diversity makes us stronger, helping us build a more inclusive culture while also giving us a competitive edge.
Equality, diversity and inclusion (ED&I) are embedded into everyday life at Rank, guided by our STARS values and brought to life through our #BeYourself programme. Our focus is on authentic, sustainable change that improves everyday experiences for colleagues.
Our commitment
We want every colleague to feel valued, respected, and empowered to contribute their best. We recognise that a culture of inclusivity not only supports wellbeing, it also drives collaboration, innovation and improved performance.
We are committed to fostering an inclusive culture where all colleagues can thrive, attracting and retaining diverse talent, embedding fairness across recruitment, development and recognition, making equality central to how we work, and using data to drive meaningful progress. We continually review progress against these commitments as part of our sustainability approach.
Our strategic aims
Advancing ED&I at Rank means creating a culture where all colleagues feel valued, respected, and empowered to contribute their best. To drive progress, we have three strategic aims:
AIM 1
To be recognised as an admired employer worldwide, known for attracting and retaining top talent, we will create a colleague experience that showcases the opportunities to work, win, and grow at Rank across all our global locations.
AIM 2
Remove perceived or actual barriers to career progression and drive a continuous learning and development culture that enhances our global talent pool’s performance, positioning ourselves as an admired employer with ambitious teams.
AIM 3
Create an inclusive and diverse global culture that embeds equity into all business practices, ensuring every colleague feels valued, recognised, respected, and empowered to contribute their best, thereby driving higher engagement and performance.
#BEYOURSELF
Inclusion at our core
At Rank, equality, diversity and inclusion aren’t add-ons – they’re part of who we are and how we work.
From day one, #BeYourself, our equality, diversity and inclusion policy, is easily accessible via our communications platform, reinforcing a shared understanding of what inclusion means at Rank – and our collective responsibility to build a workplace where everyone feels they belong, every day.
Guided by our STARS values, #BeYourself sets a clear expectation that inclusion is embedded in everyday decisions and behaviours across the Group, so that everyone can feel respected, supported and able to be themselves at work.
As a global business, we recognise that our colleagues work in different countries, cultures and legal frameworks. While local laws and practices may vary, our commitment to fairness, inclusion and equal opportunity is consistent across Rank. Where local legislation differs, we always comply with local requirements while staying true to our values.
Closing the gender pay gap
We are committed to the principle of equity and having an inclusive workplace where all colleagues have equal opportunities to work, win and grow with us.
We are proud that we are continuing to make great progress in our efforts to close the gender pay gap and are delighted to see that we are tracking in the right direction with our latest report showing the median has decreased from 5.2% to 4.3% – lower than the UK average.
We’re continuing to take proactive steps to address disparities in the representation of women in higher-paying roles – a key factor in reducing the overall pay gap. These steps include equipping our leaders with the tools and training to develop and support a diverse workforce and actively seeking out and nurturing diverse talent, recognising the value of different perspectives and skills.
We share our Gender Pay Gap results openly, both internally and externally.
You can view our latest report here.
Initiatives and programmes
We are proud to have five colleague networks that create space for connection, support and learning. Our networks are:
Accessibility
Supporting disabled and neurodiverse colleagues
LGBT+
Creating safe, inclusive spaces for all identities
Racial Equality and Diversity (READ)
Promoting racial equality and understanding
Women@Rank
Empowering women to grow their careers
Worklife & Wellbeing
Digital, emotional, financial, physical and social wellbeing
We believe wellbeing is central to helping every colleague thrive. In partnership with our Worklife & Wellbeing colleague network, we’ve identified five key pillars of wellbeing: Digital, Emotional, Financial, Physical, and Social.
From day one, you’ll have access to a growing collection of resources across these pillars, including self-help guides and curated learning, all available on our communications and digital learning platforms to support your personal and professional growth.
Taking time to listen to our colleagues is a key part of our culture, and we create regular opportunities for colleagues to share feedback through a range of channels.
Our employee opinion survey (‘EOS’) runs twice a year across all locations, giving everyone the chance to share their views on life at Rank. Alongside this, employee listening sessions, Group-wide Townhalls, and colleague-led networks offer more informal spaces to share ideas, experiences, and concerns. We greatly value this feedback and use it to shape how we continue to improve the colleague experience.
We partner with Inclusive Employers and Women in Hospitality and Tourism Leisure (WiHTL) to strengthen our commitment to ED&I. These partnerships help us embed best practice and provide the insight, guidance, and tools to support our ongoing inclusion journey.
Working with these experts allows us to regularly review our progress and identify opportunities to improve. For example, we completed the WiHTL ED&I Maturity Curve, achieving a Silver accreditation and gaining insights that will continue to shape and strengthen our inclusion strategy.
We use data to help build a fairer, more inclusive workplace. Our People Dashboard gives real-time insight into our workforce, helping us understand who we are, how we’re evolving, and where to focus to improve inclusion and opportunity – supporting informed, people-led decisions across the Group.
By bringing our people data into a single global view, we strengthen our ability to understand diversity across – using analytics and AI to go beyond the numbers and turn insight into understanding.