Emovis was awarded by the IBTTA as the private sector organization in the industry that made a significant contribution to advancing racial justice, equity, inclusion, and meaningful opportunities in society. Key to the award is Emovis’ People and Organization program that focuses on employee engagement, diversity, inclusion, health, and well-being.  To be considered for an IBTTA DE&I award, an organization’s program or project must promote diversity, equity, inclusion, and anti-racist policies through its work in the tolling industry. It should also provide professional growth or leadership opportunities for People of Color through the organization’s policies, projects, hiring practices, or actions. In addition, the organization must demonstrate that it has had a positive environmental and economic impact on historically disadvantaged communities, and its procurement efforts provide partnership opportunities to People of Color and disadvantaged populations. 

Emovis aims for a culturally diverse workforce, approaches diversity with open arms and encourages all to apply. The company operates in 11 countries and has a multi-cultural and multinational workforce, employing staff from all around the globe, including 6 continents and more than 30 different nationalities. Its top management originate from 8 different countries. Within Operations, more than 60 percent of its employees are non-white. Emovis achieves the target of 50/50 gender mix, and at the Management level, exceeds its target of more than 30 percent women. 

The key to its success is a culture of open communication, respect, and continuous improvement. From the outset of the project, the human resources team designed a program of activities focused on employee engagement, health, and wellbeing, and it was very important to achieve a diverse and inclusive environment. The company reaches out to charities and employability support organizations that work with all kinds of candidates: from people with autism, learning difficulties or other disabilities, to foreign candidates where English is a barrier for employment. This approach has widened the company’s recruitment pool, attracted candidates that would lose out through "normal" channels, delivered a high retention and engagement rate and reduced attrition and absence costs. The increased engagement of its diverse workforce has also delivered significant benefits to its customers.