- 11 - CEO Today Global Awards 2025 - UNITED KINGDOM - How are managers at DPD equipped to deliver your inclusionary strategy? All managers in DPD have to undergo training around diversity and inclusion. This is separate to the ‘All Aboard’ sessions I mentioned earlier. These are faceto-face sessions that give our managers the tools to create an environment that supports and celebrates diversity and helps all of our people feel valued. These sessions can cover more niche topics, such as microaggressions, unconscious bias, the impact of banter, equality law, and inclusive language. Each month meetings take place among the regional managers to discuss our operations, and our HR team has a seat at these meetings so they can highlight the training attendance numbers. This way we ensure that every manager is getting the training they need to best support their people. The D&I Forum regularly solicits feedback from across the business to see where we could improve, and so the training is regularly assessed and updated with the latest best practices. Finally, we also have our annual staff survey which asks our people how they feel working at DPD. The survey is anonymous, although each manager is sent the overall scores for their team – ensuring they are aware of any issues under their purview, without singling out individual employees. This guarantees a level of accountability among line managers to ensure that all staff, regardless of their background, are being listened to. From here we are able to make adjustments to the employee experience, including by liaising with our dedicated D&I Team. How does DPD’s commitment to inclusivity and personal development align with your belief that it is an amazing place to work? I want DPD to be the employer of choice in our industry. To be thought of like this our people need to feel welcomed and included at every level, and they need to know that they’re going places. Our country is a diverse one, and so there’s no reason why our workforce shouldn’t reflect that. We can only convince the best talent to work for us if we’re actively demonstrating that we hear them, we see them, and we want them to be represented. Likewise, everyone wants to know that their hard work is going to pay off. People want to see themselves grow and develop, and we know that, as a business, it’s in our interest to invest in the skills of our people. We support our people with regular training and clear, structured career progression plans so that when people come to work at DPD they know they’re going places. Can you share examples of how DPD supports employees in realising their potential and achieving career progression? We very much believe that investing in our people is the best way to guarantee their growth, which helps both them and us as a business. Aside from career progression reviews and regular training sessions, we also want to empower our people to pursue the skills that matter to them. To this end, we recently introduced a new training platform that’s accessible to everyone across the business. The platform hosts hundreds of courses across a wide variety of topics and is entirely free for our people to use. Courses can include role-specific professional skills, such as people management, Aside from career progression reviews and regular training sessions, we also want to empower our people to pursue the skills that matter to them.
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