Our Diversity and Inclusion Report 2026
Wild
Our Diversity and
Inclusion Report 2026
We celebrate the team and share our efforts to promote diversity and inclusivity in the workplace.
What’s the secret ingredient in Wild? Well, we think its our people.
Just like our amazing products, our team is full of wonderful ingredients.
Languages, cultures, geographies, life experiences and viewpoints all come together to make something that really works.
We think we’re stronger for being more diverse – a range of voices always make better decisions. We’re not perfect – and this report points to areas we can improve in. But we’ve improved on last year, and we’ll improve again this year too.
Gender
Eighty percent of our team identify as female. Twenty percent identify as male. A 2% increase pn last year. No colleagues currently identify as non-binary, intersex or transgender. We love having so many powerful female voices at Wild – and we’re striving for the most diverse range of representation possible.
Age
We're a young company (only 6 years old!) and our team is pretty young too. 75% are between 25 and 34. A further 20% are 18-14. This year we've increased our over 35s by 3% (it now stands at 5%) and we have plans in place to move the dial on this - a range of life experience is important, and everyone benefits from age diversity (but also to improve the pub quiz team).
Ethnicity
This is an area we clearly need to improve in. A large majority of our colleagues are White. 6% identify as Asian, 5% identify as Black, Caribbean or African. Diversifying our team in terms of ethnicity is a clear priority and we actively encourage applicants from underrepresented backgrounds.
If that’s you… we’d love to hear from you!
Disability
7% of our team live with a disability. We actively encourage anyone with a disability to consider working at Wild, especially as our office space is well set up for managing physical disability (do pop in and have a look if you’d like to see it yourself).
Sexuality
Our LGBTQIA+ Network was the first ERG to be set up at Wild.This was an important and influential step for us!
This year, 6% of the team identify as part of the community. We know our Network will continue to make Wild a great place for the queer community – and will also host great socials.
Spotlight - LGBTQIA+ Partnership
28 of us completed the National Three Peaks challenge last year, raising money for akt, a brilliant LGBTQIA+ youth homelessness charity. Through various fundraising efforts, we raised over £12,000 in total. Completing the Three Peaks in 24 hours is no mean feat. Everyone had ups and downs across the 3 mountains but it was such a gorgeous experience to see everyone motivating each other to make it through. We’ve continued to support akt and were proud to join them at Pride in London last year, too.
Religion
Our religious makeup is close to that of the general population. While a majority aren’t religious, 28% are Christian, 3% are Muslim, 1% are Hindu, 1% is Jewish and 1% Sikh.
We pleased to offer a quiet prayer space for those who would like to use it.
Neurodivergence
13% of the team identifies as neurodivergence. We all work differently, and we all think differently, so we continue to offer lots of flexibility to help everyone at work. We are also in the process of setting up a Neurodivergence ERG to listen to, champion and uplift those who are neurodiverse, but also for supporters who are interested in the topic in general.
Education
As of 2026, 99% of our colleagues have a Bachelors degree– with nearly a third holding a Masters.
We encourage those without degrees to apply to work at Wild – and we never list it as a requirement. We’re actively working to recruit colleagues who have had alternative routes through education and are working with partners to achieve this.
Our approach
At Wild,we're always trying to do better. And this includes our approach And this includes our approach to our people. So, we've already put in place. to our people. So, we’ve already put in place:
♿Increased Office accessibility : Our workplace is fully accessible,with step free entry and accessible toilets.
📆Bank Holiday Flexibility : Colleagues can switch religious Bank Holidays to other days which are more appropriately aligned with their own faith.
💼Early Careers Community : Younger colleagues have set up an Early Careers Community – an employee group to develop, inform and champion those just starting their working life. It is proving really popular and is a great resource for our team.
🧠Neurodiversity : Increased flexibility for colleagues who are neurodiverse - including start times and quiet working spaces and breakout areas.
🏳️🌈Diversity,Inclusion,Equity & Belonging Commitee : We have a dedicated team of colleagues who meet monthly to focus on improving our approach to all areas of diversity and inclusion.
Spotlight: Early Careers Community
A few months ago, we launched an Early Careers community at Wild. This group is aimed at our entry level talent, and our key objective is to support the transition from education to full time employment.We meet monthly to share tips and advice through group presentations, and each month, a senior team member visits the group to share some career advice. It’s been hugely successful so far, particularly for creating networks throughout the business, up-skilling each other, and encouraging people to chase personal development.
Here's how we're changing our hiring process
We anonymise our hiring until the interview stage to combat bias. We’ve also trialled anonymous tasks too.
We use a range of targeted internship schemes to offer opportunities to a broad range of candidates.
Our whole team has undertaken unconscious bias training this year, and we will continue to revisit this annually.
All our leaders are trained in management, including unconscious bias.
We offer early careers support,mentorship, an accelerator scheme,leadership training and more.
All colleagues can put £1000 a year towards learning and development, aimed at rounding out our professional and personal experience.
We actively support colleagues who aren’t confident in their spoken English with L&D opportunities – which has made a real difference so far.
Wins for our DE&I committee
Some of the highlights of our year…
🙏Dedicated Prayer space Establishing a Prayer Space in Workspace Kennington, working alongside our colleagues in the building.
📆Religious & cultural dates More religious and cultural dates marked than ever before.
🚺International Women’s Day This year we went bigger than ever with our celebrations.
🏃Social activities More socials arranged around different activities, including a high % that aren’t pub-based – examples include fitness classes and creative workshops.
🏳️🌈Pride 2025 We established our partnership with akt and will support them all year, with fundraising, a charity Three Peaks challenge, a cash donation and a partnership deo case… in return they kindly hosted us at Pride!
🍴Lunch & Learns A wider range of monthly Lunch & Learns, including for Neurodiversity week and Pride Month.
Spotlight: International Women's Day
For IWD last year, the DEI committee focused on intentional recognition. We wrote personalised cards for every employee, finishing the sentence “You inspire me because...”. We wanted to bridge the “appreciation gap” by making sure everyone - especially those whose contributions to team morale/ company culture might go under the radar - felt seen for their specific impact. A quote from my card was “your ability to balance hard work with humour is inspiring” which was so sweet and a good reminder that you don’t always need to take work so seriously and should always find time to enjoy yourself.
What we’re going to do more of...
We’re hoping to trial a Returnship scheme – an Internship-style programme for those who have left the workforce and are looking to get back in.
Our Internships are vital to our success, and we’re committed to diversifying our mix of these.
We’re sticking with our commitment to anonymous hiring, including the additional step of anonymising tasks.
We love having parents in our team, and to attract more we’re launching a Childcare Benefit.
As a sustainable business, we want people to live sustainably. So we’re launching an Electric Vehicle benefit to encourage this.
We’re starting Neurodiversity Training for managers, and a Plain Language policy across the business.
We’ve committed to annual DEIB training for our Leadership Team.
2026 sees a focus on Allyship across the business – led by our DE&I committee. We want colleagues who are part of minority groups to feel supported by all, and for other colleagues to have opportunities to support, learn and grow.
At Wild, you won’t just be interviewed when you arrive or leave – we are starting Stay interviews to help retain our people!
We will review and report annually on these data – so check back to see how we’re doing!
