Diversity, Equity & Inclusion
Different perspectives. Fair opportunities. A place to contribute.
Diversity, Equity and Inclusion (DE&I) at Riverty
At Riverty, DE&I is about understanding how employees experience the workplace, identifying barriers that may affect opportunities and outcomes, and working to improve where we can.
We know that creating a fair workplace is not something that can be achieved through a single initiative, training, or policy. This work is ongoing and fueled by employee feedback, data, dialogue, and collaboration across the company.
What DE&I means to us
A Culture of Care
What does inclusion look like in everyday working life? Discover how inclusive practices, wellbeing initiatives, open communication and team collaboration help shape the employee experience at Riverty.
Read full StoryHow we work
We use employee feedback, surveys, conversations, and network exchange to better understand how people experience working at Riverty and where challenges still exist.
Recent focus areas:
- Inclusive Behavior Focus Group
- Women & Leadership Focus Group
- Employee Survey Inclusion Index
We review people processes such as recruitment, development and leadership, to identify barriers and opportunities for improvement.
Recent focus areas:
- Gender Pay Gap Analysis
- DE&I Employee Lifecycle Analysis
- Inclusive Job Ads Working Group
We offer training and practical guidance for situations in which bias, exclusion or different ways of working can affect everyday decisions and collaboration.
Recent focus areas:
- Unconscious Bias
- Bystander Intervention
- Inclusive Behavior
- Trans* guideline for employees and their managers
Employees can choose how they would like to engage, whether through employee networks, focus groups, learning opportunities, community events, volunteering initiatives, or cross-divisional collaborations.
Recent focus areas:
- Women of Expertise Series
- Pride Brunch
- International Women's Day Panel on Biases in AI
- Pride Parade participation in Berlin, Cologne
- International Coming Out Day Panel together with Be.Queer@Bertelsmann
Not everything that matters can be measured, but good intentions alone are not enough either. That's why we set priorities, define goals, and regularly review progress as part of our broader Corporate Responsibility roadmap.
We use employee feedback, workforce data, and other indicators to understand where we are making progress and where further work is needed.
Beyond Riverty - our partners
Creating a more inclusive workplace is not something any company can do in isolation. We learn by exchanging perspectives, experiences and approaches with others.
That’s why we connect with colleagues across Bertelsmann and engage with external organizations to broaden our perspective, share what we learn and bring new ideas into our work at Riverty.
Different perspectives across borders
Our international community brings together people with different backgrounds, experiences and perspectives. Across countries and teams, they all contribute to shaping Riverty.
FAQ's
We work on inclusion in different parts of the employee experience. This includes an inclusive and appreciative culture supported by employee networks, learning and development opportunities, and policies that promote respect, tolerance and inclusion.
We also create opportunities for employees to share their experiences. During Diversity Month in May 2026, for example, employees were invited to join focus groups on women in leadership and inclusive behaviour or share their experiences through an open mailbox.
Our Equal Opportunity Employer Statement makes our commitment visible in our job advertisements. It states that we want to be a fair and inclusive employer, value different perspectives and welcome people who enrich Riverty through their identity, background and personal experiences, with or without a disability.
We also review individual parts of our application experience. For example, the wording and answer options around severe disability and equal status in the application form were reviewed together with Recruiting, Legal and the relevant employee representation to make the information clearer for applicants.
We work on disability inclusion both within our workplace and through our recruiting activities. Our current EVP proof points include barrier-free workplace locations in Baden-Baden and Verl.
Riverty also continues to participate in the cooperation with myAbility.jobs, an inclusive job platform, and maintains a Riverty employer profile there.
Yes. Employee networks are one way for people to connect across Riverty, exchange perspectives and contribute to our culture. Active employee networks are also included among the DE&I proof points in our current employer value proposition.
One example is be.queer, our community around LGBTQIA+ topics. Riverty has also supported Pride activities and DE&I initiatives.
Awareness is an important part of creating a more inclusive workplace. Our DE&I approach includes learning around bias and inclusive behaviour, helping people reflect on how assumptions can influence decisions and interactions.
Riverty also addresses bias in emerging areas. In March 2026, a cross-divisional panel on inclusive AI included perspectives from Riverty on why bias and inclusion matter when working with AI.
We want communication to include rather than exclude. Our guidance on inclusive communication covers gender-sensitive and discrimination-aware language as well as accessible communication. This includes considerations such as alternative text for images, subtitles for video content and avoiding unnecessary stereotypes in language and imagery.
Employee communities and Pride-related activities are part of our broader DE&I work. Our current EVP materials reference employee participation in Pride events and support for LGBTQ+ rights.
An example is the be.queer community. Riverty has also contributed content to Pride and CSD activities, including a CSD initiative designed around queer diversity and real people rather than recruitment advertising.