- Introduction
- Mission & values
- DEI objectives
- Inclusive hiring & partners
- Inclusive project design
- Emissions & climate
- Travel austerity
- Supply chain sustainability
- Reporting & transparency
- Continuous improvement
Art. 1 Introduction
At Data Riders, we promote and value Diversity, Equity, and Inclusion (DE&I) as foundational principles to strengthen the work environment and ensure our practices meet the highest international standards. Our position as TSM (Towards Sustainable Mining) and The Copper Mark practitioners reinforces our commitment to implementing and supporting global standards, covering not only environmental governance and safety, but an inclusive and equitable approach toward the people we impact and work with.
Art. 2 Mission & values
Our mission is to provide technical consulting that transforms mining governance, using AI at the service of people, delivering measurable results, and committing to reducing negative externalities on communities and the environment. Our DEI and sustainability values are not PR outputs; they are engineering inputs in every proposal, project, and partner selection.
Art. 3 DEI objectives
- Foster a workplace where every individual feels welcome, respected, and empowered to contribute fully.
- Ensure equitable hiring, promotion, training, and compensation processes.
- Actively seek underrepresented talent, women, Black individuals, Indigenous peoples, people with disabilities, and LGBTQIA+ professionals in our hiring pipelines.
- Embed cultural humility and inclusive language across our communications with clients, communities, and stakeholders.
- Hold leadership accountable for DE&I outcomes through monitored metrics.
Art. 4 Inclusive hiring & partners
- Review job descriptions to remove exclusionary language and unnecessary requirements.
- Apply structured interviews and calibrated competency assessments to reduce bias.
- Prioritize diverse shortlists when selecting partners, suppliers, and consultants.
- Welcome professionals across different career stages and support mentorship for early-career talent.
Art. 5 Inclusive project design
Projects must consider the perspectives of communities, workers, and users from diverse backgrounds, including Indigenous peoples, women, and vulnerable groups. DE&I criteria are built into our design templates, explicit in our work with Indigenous and traditional communities under the Muiraquitãna framework.
Art. 6 Emissions & climate
Data Riders commits to launching formal CO₂ accounting in 2026, establishing a baseline for Scope 1, Scope 2, and material Scope 3 emissions. This baseline informs reduction targets published annually and integrated into engagement planning.
Art. 7 Travel austerity
- Default to virtual meetings; reserve flights for cases where in-person presence is essential.
- When travel is required, combine objectives across clients to minimize trips.
- Prioritize direct flights and rail connections, where available, to reduce emissions footprint.
- Track and report travel emissions alongside project budgets.
Art. 8 Supply chain sustainability
- Prefer suppliers aligned with Data Riders' DE&I and sustainability commitments.
- Include DE&I and environmental criteria in supplier onboarding and periodic evaluations.
- Support small businesses and diverse-led enterprises whenever they meet technical requirements.
Art. 9 Reporting & transparency
Report annually on our DE&I composition, inclusive hiring outcomes, and CO₂ footprint openly on the Data Riders website once the 2026 baseline is established. Transparent reporting is the mechanism by which clients and society hold us accountable.
Art. 10 Continuous improvement
Improvement is continuous. We conduct internal audits, listen to our teams through engagement surveys and interviews with external stakeholders, and regularly update targets and practices to reflect what we learn and keep pace with evolving TSM and The Copper Mark requirements.