Data Guides the Way to DEI at Roundtrip

Maddie Fox
Word Diversity, Equty and Inclusion on wooden blocks on blue background. Business concept DEI

There have been many promises and pledges to improve Diversity, Equity, & Inclusion (DEI) efforts in tech over the past two years. A company’s commitment to DEI is a big consideration for job seekers, many of which prioritize companies that are transparent about internal demographics [1]. So, what’s the industry latest?

  • 35% of tech companies are still in the early stages of building a DEI program; 30% of tech professionals say that their company has no DEI program or is making poor efforts [1]
  • 89% of tech companies reported professionals 56 years or older make up >25% of the workforce [1]
  • 23% of tech employees identify as LGBTQIA+; 31% of employers do not report on this at all [1]
  • The most underrepresented group in tech is Black or African American professionals. 62% of tech employers reported having >10% of employees identifying as Black or African American. There is an astonishing 73% of companies with zero Black or African American executives. [1]

A lot of work needs to continue to ensure tech workplaces are fair and welcoming to professionals from all backgrounds, especially those who historically have been marginalized. Roundtrip is committed to leading this front and the work must first start within.

92% of Roundtrip employees agree that our team embraces diversity,
and they can bring their authentic selves to work


Roundtrip puts DEI at the forefront of operations as a scaffolding necessary for change. We use data as a resource to inform our efforts to build a workforce, culture, and product that represents our customers, riders, and world. Take a look at the 2021 DEI Annual Report for more information on Roundtrip’s DEI progress and a transparent view of the diversity of the team. We know that DEI is never “done”, and we strive to be better. The more diverse our team, the greater our perspectives and ability to challenge assumptions.

Challenging assumptions is notably significant when serving vulnerable populations and addressing social determinants of health (SDOH) in healthcare transportation. Roundtrip is proud to receive the Amazon Web Services (AWS) Healthcare Accelerator cohort that focuses on health equity and improving health outcomes for underserved populations. “Through this collaboration, we are making it easy to access reliable healthcare transportation, regardless of one’s socioeconomic status, access to technology, or native language,” explains Phil Montanez, Head of Service.

Roundtrip aims to represent the population it serves. The key to this is communication and surveying teams. Much can be learned from the internal DEI audits. The data has influenced hiring practices, leadership decisions, and internal policy, such as removing college degrees as requirements from some jobs. “What I’ve learned is that you can’t manage what you can’t measure,” Mark Switaj, Roundtrip CEO says. “How can you lead a diverse workforce if you don’t know the composition of it? We have found at Roundtrip by measuring, we have the opportunity to develop into the company we want to be.”


  1. ZENON III A. The State of DEI in Tech 2022. Built In; 2022. Accessed June 29, 2022.