THE BIG RAIL DIVERSITY CHALLENGE 2016 A FUN EVENT WITH A SERIOUS MESSAGE:

BETTER FOR PEOPLE

BETTER FOR BUSINESS

BETTER FOR RAIL

On Friday 30th September 2016 over 300 rail industry personnel were welcomed from across the sector by Adeline Ginn, Founder of Women in Rail to compete in the inaugural Big Rail Diversity Challenge.

The event achieved its aim by proving that gender-balanced teams really do work better together – whilst raising awareness of the business benefits attained when engaging an equal ratio of 50% female and 50% male.

A cross between “It’s a Knockout” and “Krypton Factor”, The Big Rail Diversity Challenge provided participants with an opportunity to network, team build and fundraise whilst undertaking fun gender balanced team challenges.

Teams took part in a physically and mentally demanding set of challenges, from soapbox building to mind boggling quizzes, Haka dances to blindfolded baking, simulator racing experiences to space hopper relays and human table football to supercar laps!

The event closed with a fun award ceremony and acknowledgement was paid to teams who stood out in individual challenges, taking into consideration the highest scores earned, team effort, cooperation and communication.

BIG RAIL DIVERSITY CHALLENGE 2016 WINNERS

“The Railway Children Shelter Building Charity Challenge Award”

“Best Team Name Award”

“The Collaborative Teamwork Award”

“Team of the Year Award”

TOP 10 SCORES ACHIEVED

  • Company NameTeam NameScore
  • GOVIAAEQUALITAS ET DIVERSITAS93
  • ANGEL TRAINS UKDERBYS ANGELS91
  • MTR CROSSRAILMTR CROSSRAIL88
  • CARMICHAEL UKCARMICHAEL UK88
  • HEATHROW EXPRESSSIMPLY THE HEX86
  • SCS RAILWAYSSCS84
  • JACOBSJACOBS84
  • SNC LAVALINTRACTIVE EFFORT81
  • SIEMENSSIEMENS ENGINUITY81
  • VOLKERRAILTHE ROAD RAILERS76

The Big Rail Diversity Challenge saw teams excel across the individual challenges

Acknowledgement was provided to teams achieving individual challenge winning status on the day.

Those Superstars are:

Le Mans Soapbox: Best Kart Built
Presented to team CrossCountry, representing CrossCountry
CrossCountry company logo
Ninja Warrior: Best Team Effort
Presented to team Siemens Enginuity, representing Siemens
Siemens Mobility company logo
Laser Maze: Best Team Effort
Presented to VolkerRail Rockets, representing VolkerRail
VolkerRail company logo
Underground in a Day: Best Team Communication and Coordination
Presented to Knorr-Bremse, representing Knorr-Bremse
Knorr-Bremse Rail UK company logo
Human Table Football: Most Goals scored
Presented to The Road Railers, representing VolkerRail
VolkerRail company logo
Haka Challenge: Best Haka performance
Presented to Tractive Effort, representing SNC Lavalin
SNC Lavalin company logo
Spider’s Web: Best Team Effort
Presented to SCS, representing SCS Railways (Skanska Costain)
Skanska, Costain and STRABAG (SCS) company logo
Spider Mountain: Best Team Effort
Presented to Derby’s Angels, representing Angel Trains
Angel Trains company logo
Racing Aces: Fastest Lap
Presented to MTR Crossrail, representing MTR Crossrail
MTR Crossrail company logo
Shunter’s Yard: Fastest Time to complete
Presented to Tractive Effort, representing SNC Lavalin
SNC Lavalin company logo
The Great Diversity Bake Off: Highest Score and Team Coordination
Presented to Moving High Speed, representing High Speed 2
High Speed Two company logo

2016 EVENT ATTENDEES

  • We’ve all seen the research that diverse teams perform better; that the rail sector does not currently reflect the UK population and especially that the rail supply chain is facing an acute demographic challenge. We believe that it’s therefore imperative that we all play our part in showing that the rail sector is an exciting and vibrant place to work.

    Alstom’s commitment to diversity starts at the top, with global goals to increase the diversity of the company worldwide by 2020. In the UK we’ve embedded those commitments into our Sustainability strategy, which sets objectives for the business ranging from the diversity of the intake through to increasing the diversity of the management grades. And we’re encouraging future generations via mentoring schemes supporting mothers and daughters; STEM ambassadors inspiring young engineers; and specific relationships between schools and their local site.

    For the Big Rail Diversity Challenge we are taking the opportunity to bring together two truly diverse teams from across all aspects of our business, based on sites all across the country and ranging from apprentices through graduates and those further into their careers. We can’t wait to see how well they perform!

    Alstom
  • Porterbrook supports and embodies the Women in Rail core value of adopting diversity as a business strategy and devising initiatives aimed at positioning rail as an attractive career choice for all. Porterbrook understands that a diverse workforce and diverse teams produce stronger results for the business and the wider rail industry and economy. We hope our team for the Big Rail Diversity Challenge will enjoy working together to demonstrate these values, and win a few challenges along the way.

    Porterbrook
  • Carmichael UK are delighted to be sponsoring the Big Rail Diversity Challenge. We continue to advance our commitment in respecting and valuing diversity. We actively promote a workplace for our contractors and internal staff, where people of all identities and experiences are understood, valued and fully included.

    We believe that the construction industry is making positive strides in being a fully inclusive sector. In supporting the Big Rail Diversity challenge we hope to increase the presence of women and all genders through this initiative, inspiring people to see the construction industry as a viable pathway to a successful career.

    Our commitment to gender equality in the construction industry is strongly represented through our staff, where 50% of our senior management and director positions are held by women.

    As a company we foster a culture where diversity is celebrated and an environment that is welcome to all is maintained.

    We hope you enjoy the day!

    Carmichael UK
  • The Big Rail Diversity Challenge and Women in Rail showcases the proactive work being done towards creating a culture of accessible and visible opportunities for all – something we’re incredibly proud to be supporting and importantly championing.

    We need to create a diverse and inclusive workplace if we are to succeed as individuals, as teams, as companies and within industry. At Morson we are proud to work with so many inspiring, committed, intelligent and ambitious individuals from a diverse range of backgrounds. By supporting the Big Rail Diversity Challenge and Women in Rail, Morson celebrates the significant contributions of people and organisations who have improved workforce diversity within the rail industry.

    Morson Group
  • Equality, Diversity and Inclusion are the guiding principles that have governed RSS Infrastructure (RSSI) Limited’s business strategy from the very beginning. The company is committed to acquiring a diverse range of talent to help foster an environment of creativity and innovation, ensuring that the organisation remains one of the UK’s leading providers of infrastructure services.

    If the UK economy is to meet both its productivity and infrastructure targets over the course of the next five years, then it is fantastic initiatives like the Women In Rail ‘Big Rail Diversity Challenge’ that will help change perceptions within the industry of what is deemed ‘traditional’ tasks for men and women. This diversification of roles will help to improve business processes, inspire a new generation of industry leaders who in turn will help to formulate a lasting legacy that is built on a foundation of respect and appreciation of difference.

    RSS Infrastructure
  • We are delighted to be supporting next year’s Women in Rail, Big Rail Diversity Challenge which in 2018 certainly lived up to its billing as being ‘a fun event with a serious message’. The event provided a perfect opportunity for people to work together and showcase the very best results diversity can bring – whether that be gender; ethnicity, faith, disability or age. It was also a great chance colleagues for colleagues, partners and competitors form across the industry to meet and discuss some of the challenges we face.

    As an organisation, our commitment to Equality, Diversity and Inclusion (EDI) runs throughout the company, helping us to define our mix of people and focus on how we embed and develop a culture which enables us to perform at our best and work together seamlessly.

    We’re very much looking forward to competing in the 2019 Challenge and continuing to support this fantastic event.

    Siemens Mobility
  • Our YRP team members are both eager and excited to participate in WR’s BIG Rail Diversity Challenge. This action-packed day is sure to be great fun for everyone involved, but it represents much more.

    The vision of this team building, networking and fundraising event extends far beyond the gender-balanced teams tackling the challenges. This day is raising awareness of the benefits of gender diversity and advocating for a more representative rail industry. Women in Rail see a future railway industry which has more than just 16% women across the board and more than 4% female engineers. YRP are proud to support WR as they work to make this future a reality. For the first time in our history, YRP has gender balanced executive committee.

    Young Rail Professionals
  • Our success depends on challenging convention and introducing better ways of working, so building a truly diverse workforce that bring a wide range of ideas and perspectives is really important to us.
    We’re excited to be taking part in the Big Rail Diversity Challenge to help to raise awareness of the importance of diversity and attract more women into our industry.

    S&C North Alliance
  • HS2 is delighted to take part in the Big Rail Diversity Challenge. We believe attracting more women into rail, and engineering generally, is crucial in addressing the skills gap issues currently affecting the sector. HS2 strives to be an exemplar of EDI practice and is pleased to have the opportunity to highlight the import issue of diversity in rail through this fantastic event. We wish all the teams entering the best of luck.

    High Speed Two
  • TSP Projects is participating in the Big Rail Diversity Challenge because it represents our core beliefs. TSP Projects is a people-orientated business that understands and values the contributions all our employees make, not only to improve our workplace, but the engineering industry as a whole.  We recognise and value the differences in our employee’s backgrounds and skills and aim to provide equality of opportunity regardless of gender, sexual orientation, part-time or fixed term status, parental responsibilities, marital status, race, colour, national or ethnic origin, disability, religion, political views or age.

    Attending the Challenge allows us to continue to support and encourage the diversity we currently have in our workplace as well as shining a spotlight on our aspirations for the diverse workplace of the future. We believe that the variety of experience and skill sets we enjoy at TSP Projects benefits us internally and externally, providing our clients with fresh ideas and new perspectives.

    TSP Projects
  • Team Simply the HEx is entering the Big Rail Diversity Challenge to test our mettle against fellow rail professionals and celebrate the diverse people keeping our industry moving. As the gateway to London for people from all over the world we’re proud our colleagues are as diverse as our passengers.

    This challenge is a great chance to show the benefits of a diverse team and as the fastest way between London and Heathrow, speed is everything for us!

    Heathrow Express
  • NTAR are excited to be involved in the ‘Big Rail Diversity Challenge’ promoting the exciting and rewarding opportunities available for all in Rail. By not having a representative cross section of people in the industry, we miss out on the skills and qualities from the broadest pool of talent.

    Diversity, equality and inclusion are driving factors of our strategy, and it is only through a cohesive effort across the industry, that we can create an attractive and welcoming environment for future generations.

    National Training Academy For Rail
  • Why we are supporting The Big Rail Diversity Challenge:

    “Supporting a diverse workforce is key to any successful organisation – we wouldn’t achieve much if we were all the same. Therefore, we at ScotRail ensure that every employee is given the same opportunities and treated equally – regardless of gender, race, sexual orientation, or religion. And as a collective business, we do all we can to create a working environment where everyone feels respected and welcome”

    Scotrail Alliance
  • McGinley Support Services fully supports the Women in Rail Big Diversity Challenge and is looking forward to the various challenges on the day.

    As a business we are fully committed to diversity and inclusivity across the board and work hard to encourage new and exciting talent from all walks of life into the rail industry. We are audited by Equality Assured that confirms good practise and continual development in Equality and Diversity. We are also keen to learn from other businesses to see if we can improve our approach in any way. There are huge benefits to operating a diverse workforce and we need to do all we can to ensure that the rail industry is a viable choice for talented women to further their careers.

    McGinley Support Services
  • At MTR Crossrail, we realise that people are our biggest asset and creating a positive, inclusive culture free of any bias or discrimination is integral to ensuring we provide a great place to work.

    quality and diversity is at the forefront of everything we do and as a company, we promote and encourage employees from both genders and varied backgrounds to pursue personal development opportunities and support them in continually improving within the business. We regularly attend events promoting diversity with organisations such as ENEI & Stonewall.

    As an example, in our most-recent recruitment drive for trainee drivers, a targeted campaign saw the number of female applicants increase from 7% to 11%. We have also rolled out a training course on the importance of Equality & Diversity in the workplace which was positively received by all staff.

    MTR Crossrail is proud to support the promotion of gender diversity and raising awareness of Women in Rail through entering the Big Rail Diversity Challenge. It is a great way to promote these initiatives and network with different companies to share best practice.

    We look forward to the day and giving our continued support.

    MTR Crossrail
  • Govia’s train operating companies London Midland, GTR and South Eastern are proud to be supporting Women in Rail – The Big Rail Diversity Challenge. Govia is committed to doing all it can to encourage and celebrate a diverse workforce. We believe in equality of opportunity and success built on talent, hard work and enjoyment- a winning combination!
    This unique and exciting event will be a great opportunity to engage with colleagues across the industry and, hopefully, take home the spoils.

    Govia
  • Network Rail is committed to focusing on Diversity and Inclusion. That way we can create a high-performing culture, where safety and performance go hand in hand.

    The role of the Sponsor at Network Rail is to bring people with diverse backgrounds, views and objectives together and unite them in a common cause.

    When we were looking for networking opportunities this event appealed to our profession that is fun, people focused, challenging and relevant to our commitment to celebrate the diversity of our community.

    The Sponsor community at Network Rail is one of the most gender diverse professions in our business with almost a 50/50 split. The Big Rail Diversity challenge looks like great fun. Being such a diverse community we are already accustomed to harnessing and utilising the strengths of diverse teams.

    We want to continue to promote Sponsorship at Network Rail as an attractive career option for people from all genders, backgrounds and cultures.

    Network Rail
  • Arriva TrainCare is passionate in promoting Diversity in the rail industry, diversity is at the heart of recruitment decisions and we are keen to incorporate a diverse workforce wherever possible. We embrace continuous improvement and welcome ideas from everyone. Arriva TrainCare are proud to be taking part in the Big Rail Diversity Challenge, this is a great opportunity to promote our commitment and support for a welcomed campaign.

    Arriva TrainCare
  • “NSAR is delighted to be involved in “Women in Rail: Big Rail Diversity Challenge” and coordinate industry efforts in attracting and promoting new talent to enable the rail sector to be competitively positioned with other industries.

    We are committed to diversity, equality and inclusion and aim to transform rail into a sector where each individual is able to succeed based on their dreams, skills and talent.”

    National Skills Academy For Railway
  • TfL is an equal opportunities employer promoting and valuing people through fairness and inclusion. We provide a world-class transport network and we want to be an employer of choice for Londoners. We aim to have a workforce that is as diverse as the city we serve, led by inclusive leaders. We would also like our people managers to be highly trained and effective, to manage people positively and confidently, and our staff to feel engaged, supported and included within the workplace.

    We know that our workforce does not currently reflect the diversity of the Capital’s population. Fifty-one per cent of the population of London are women and 45 per cent of economically active Londoners are women whereas just fewer than 24 per cent of our workforce are women. TfL pledges to address this imbalance by encouraging future female engineers into the industry and taking part in the Big Rail Diversity Challenge will be a huge boost.

    Transport For London
  • VolkerRail understands that a diverse workforce creates a better working environment, with wider scope for innovation, development and knowledge sharing.

    Events such as the Big Rail Diversity Challenge create mass gender engagement not only across teams but the whole industry.

    Supporting this event in 2017 was an easy decision. The response from those who took part in VolkerRail teams, last year, was absolutely phenomenal. Everyone was motivated and keen to meet new people and trail new things.

    This event is brilliant out of the box thinking and one we are very much in support of.

    VolkerRail
  • Knorr-Bremse Rail UK is pleased to be involved with, and supporting, the Big Rail Diversity Challenge and its aims and goals. The company sees the Challenge as a great opportunity to foster both positive networking and team working. Knorr-Bremse has seen a significant rise in women working within its workforce which now numbers over 1,100 in the UK. The company continues to encourage diversity amongst its workforce and has seen a rise in interest in the rail industry as a career amongst young women at its regular recruitment events which are held in schools, colleagues and universities throughout the country. The rail industry is an exciting place to be right now with new, developing technologies and Knorr-Bremse believes that a more diverse workforce bringing new ideas makes being in rail an even better place to be.

    Knorr-Bremse Rail UK
  • At Fusion we are committed to evolving are methods in order to attract women into rail. Breaking away from conventional, restrictive methods which for too long have limited access to industry opportunities.

    Fusion are delighted to be involved in the Big Rail Diversity Challenge for the second year. To help accelerate the message of gender diversity and inclusion; the Fusion team will be made up of members from Fusion, strategic partners and the supply chain.

    For Fusion being involved in the Big Rail Diversity Challenge represents the ideal opportunity to demonstrate our commitment to change, exploring new methods that reach and consult with a potentially untapped and skilled, female resource pool.

    Attracting a diverse and inclusive workforce is just the first step, we also look to harness a culture that is progressive and dynamic, nurturing the talent of our people.

    Fusion are proud to be supporting the Big Rail Diversity challenge and the efforts of leading organisations such as Women in Rail.

    Fusion
  • As a member of Women in Rail and a committed supporter and advocate of the benefits a diverse and inclusive team brings, we’re delighted to be taking part in this year’s Big Rail Diversity Challenge. We’ve partnered with our colleagues at Network Rail to take on the challenge and are looking forward to a day of team building whilst raising funds for charity.

    Morgan Sindall
  • We are supporting the Big Rail Diversity Challenge and Women in Rail because: We have a very diverse workforce… 49% of our employees are women, 60% exec team are female. High level of ethnicity. We reflect our customers and we believe in the concept that the Big Rail Diversity Challenge promotes.

    High Speed 1
  • At VGC Group, we are working hard to increase the diversity of our workforce. We know that diverse teams outperform those which are less diverse, and we are committed to fairness, inclusion and respect in everything we do.

    The industry skills shortage, exacerbated by Brexit and an ageing workforce, is no secret. And while women make up more than half the UK population, women make up just 13% of the total 3 million construction industry workforce. Women aren’t being attracted into the industry – for every female apprentice in construction there are 56 males.

    So we have set up programmes to attract, recruit and retain talented women. VGC is a member of NAWIC, a supporter of ‘Inspire Me’, and a silver member of Women into Construction. We have signed the FIR ‘Better for Everyone’ Commitment, and we are the first labour supply company in the UK to achieve the new Ethical Labour Sourcing Standard.

    Taking part in the Big Rail Diversity Challenge is another way for us to promote gender equality across the industry, and help us to to increase women’s participation in our workforce.

    The VGC Group
  • At East Midlands Trains we embrace diversity and are committed to providing an equal, diverse and inclusive workplace for all. We want to reflect the customers and communities that we serve across all areas of our business; not just because it is the right thing to do, but because gender balance and diversity more broadly will help us to carry on delivering great performance.

    We’re pleased to be partnering with Women in Rail in support of the Big Diversity Challenge and continue to encourage our colleagues to take part in these events. It’s a great way to show how focused and passionate we are about diversity and an opportunity to meet like-minded companies who share this level of commitment and enthusiasm.

    East Midlands Trains
  • At Arcadis, diversity is more than a word – it is a commitment underpinned by our core values. We believe that, by working together, people with diverse experiences conceive the most innovative ideas. To deliver on this promise, Arcadis creates an environment where each individual has the same opportunity to achieve his or her full potential, where human differences are valued, and where individuals feel respected and empowered. So ultimately, having diversity within our people hones our competitive edge and contributes to our company’s strength.

    Taking part in the Big Rail Diversity challenge is a way for us to celebrate the diversity in our workforce.

    Arcadis
  • SNC-Lavalin is supporting the Women in Rail Big Rail Diversity Challenge because we believe that a diverse workforce is an essential factor in making a company successful.

    Our core values of respect, ethics and compliance, and teamwork and excellence support diversity in the workplace. These values are put into practice every day by our employees across the globe.

    Through our sponsorship of Young Rail Professionals (YRP), we are reaching out to young professionals and students of all backgrounds to promote gender diversity. We are also dedicated to making a positive impact within the rail community, and are proud to take part in the Three Peaks by Rail Challenge each year.

    Our team is excited to promote diversity in the workplace and is looking forward to competing against other companies in a series of fun challenges at this great event.

    SNC Lavalin
  • NCB is looking forward to taking part in the Diversity to challenge to celebrate the diversity in our business and to actively support increasing the diversity of the rail industry. We believe that a gender balanced business offers significant value and we look forward to competing with equally minded organisations and their teams.

    Network Certification Body
  • Jacobs participation in the Big Rail Diversity Challenge is a great opportunity for the team to network both within the company and other firms of the rail industry. But also to prove diverse teams work better and how everyone can contribute to the team in different ways, no matter their gender/age/experience.

    We look forward to spending the day at this fun event with our industry peers. Railway Children is a worthy cause that endeavours to make a difference for those in need, and Jacobs are proud to contribute towards their ability to continue the work.

    Jacobs
  • The Department for Transport is delighted to support the Women in Rail Big Rail Diversity Challenge. We are passionate about getting more women into the transport sector and clear on the vital role women can play right across the industry.

    Department for Transport
  • Angel Trains is wholly committed to supporting the diversification of the rail industry’s workforce and is dedicated to encouraging more women to view the UK rail sector as a long-lasting career option.

    Angel Trains is a proud sponsor of the Women in Rail group which was founded by Adeline Ginn, General Counsel at Angel Trains, with the support of Malcolm Brown, Chief Executive Officer at Angel Trains, to provide networking opportunities and support for all women in the rail industry.

    Now in its fifth year, the group promotes rail as an attractive career choice to younger generations. Women in Rail works to influence key stakeholders and develops initiatives aimed at improving gender balance and bridging the skills gap in UK rail.

    The Big Rail Diversity Challenge is a hugely important step in the Women in Rail agenda. While the charity has long provided women in the industry a platform on which to interact and support one another, this initiative seeks to disprove one of the most destructive myths in professional life: that women and men cannot work effectively together.

    By engaging both men and women in equal measure the industry can tackle inequality head on, creating a more productive and successful industry in the process.

    Angel Trains
  • Our vision at CrossCountry is to deliver Great Journeys across Great Britain and we believe it is the investment we make in our people that is the key to delivering this. As a business we are committed to attracting talent who will not only make a difference to our business but also to the rail industry.

    Having the opportunity to support Women in Rail’s Big Diversity Challenge demonstrates how important we feel it is to highlight the benefits of diversity in our industry.

    We are delighted to have a team participate in this unique event which will truly exhibit the importance of diversity in pursuit of achievement. We wish the greatest of luck to all those involved.

    CrossCountry
  • Why is RSSB supporting the Women in Rail, Big Rail Diversity Challenge?

    Over the last four years, we have been engaged with the Women in Rail mentoring scheme as part of our wider strategy to support gender diversity, so when we were offered the opportunity to take part we couldn’t refuse.

    The essential ethos of RSSB is to encourage and facilitate collaboration between rail companies of all types, therefore we feel this event provides a great opportunity for cross-industry teams to network, socialise and celebrate the railways embracing the diversity agenda.

    The chance of entering a team has also enabled us to further raise the profile of diversity internally, and has presented us with our own challenge of mobilising a mixed gender team of voluntary champions. In addition, this will help us build on our own diversity agenda plans.

    Bring on the challenge!

    RSSB
  • SCS value relationships and celebrate diversity of all types. Our partner companies with cultures from the UK, Sweden, Austria and Germany, already bring a diverse team together. We know people are at their best when they can be themselves so creating an inclusive culture is vital to us. Driving diversity and inclusion by bringing people together through events such as the Big Rail Diversity Challenge as well as internal networking groups, is how we share best practice across the industry.

    Plus, we enjoy a little competition now and then! Together we aim to attract people from diverse backgrounds, creating environments where are people feel valued, able to contribute and reach their potential. The Big Rail Diversity Challenge gives us an opportunity to show how successful our equal male / female teams can be, all whilst supporting the Railway Children Charitable Foundation. We are certainly looking forward to taking part!

    Skanska, Costain and STRABAG (SCS)
  • Freightliner, as part of G&W UK/Europe Region, supports The Big Rail Diversity Challenge because it allows us to demonstrate that there is categorically a place for women in rail. Despite underrepresentation of women in the rail industry, Freightliner actively encourages the recruitment and promotion of women at all levels within the business. We believe that the event showcases a key principal of rail, which is that teamwork and diversity is not only beneficial, but also essential to the productivity and success of a business. We want the rail industry to reflect the society that it serves, a society comprised of both men and women performing essential jobs within their everyday lives. To not support inclusion, of whatever kind, would significantly limit our talent pool, thereby inhibiting opportunities for future growth and innovation in our industry.

    Freightliner
  • We are clear about what makes us different – it is our people, united by a set of shared values that will guide us through this period of unprecedented change. It’s the way we do things.

    To realise our transformation and achieve our purpose of revaluing rail in the hearts and minds of the travelling public, we know that we need a strong, diverse workforce.

    We’re renewing our focus on gender diversity, putting in plans to attract, support and develop women that will help us become a better, more inclusive business.

    With the support of our Executive Team, the newly-formed GWR Women In Rail Forum – represented by men and women from across our network – will drive action to improve our gender balance and help get people talking about key issues.

    GWR
  • Arup, is committed to creating an inclusive working environment for all. As a global company we attract people from around the world with varying backgrounds and experiences and our global policies regarding diversity and inclusion, which include; Diversity and Inclusion, Human Rights and Harassment Codes of Practice and Equality, Diversity and Dignity at Work Policies are in place to provide positive drivers for change across our organisation.

    We’ve made it our mission to shape a better world and it is our people’s diverse range of skills and ideas that enable us to do this.

    Women in Rail and the Big Diversity Challenge has created an opportunity to highlight the benefits of Equality, Diversity and Inclusion and to improve diversity in the UK rail industry.

    We believe that to be successful we must create an environment where all our staff can thrive, do their best work, and enjoy a fulfilling career. If each person can bring their true self to work every day, then we will be well on the way to harnessing our talents and achieving our goals. That’s why creating a truly inclusive environment is a core element of our business plan.

    Arup
  • We recognise at Southeastern the importance of diversity in the workplace and are committed to shaping a workplace environment which supports inclusivity.

    Our diversity monitoring, amongst other measures, shows that women are underrepresented in our workforce, especially where we consider roles that may reflect societal views of jobs that are traditionally for men and women, i.e. Train Drivers. We are therefore, investing time and effort to encourage women not only to join Southeastern, especially in underrepresented roles, but also working to ensure there are no barriers to progression for our current female employees.

    In support of demonstrating our ambition to promote and enhance gender diversity, we are participating again in the Big Rail Diversity Challenge with gender balanced teams as part of our drive to appreciate and celebrate diversity.

    We fully support the work of Women in Rail, our parent company The Go-Ahead Group plc, sponsored a table at their awards ceremony this year, headed and attended by Southeastern colleagues. A number of our women and men are individual members and we have a colleague participating in their mentoring scheme. We are exploring opportunities for collaborating with Women in Rail to support our work in new and innovative ways.

    Southeastern Railway
  • At Thales, Diversity & Inclusion is a topic we feel strongly about. We have adopted a holistic and determined approach, to progress in this area and diversify our workforce. The purpose is not only to adapt our company’s processes, but to make it an inclusive enterprise for our employees, whatever their differences. Fighting against discrimination is a pillar of our ethical code, and we ensure that our engagements are put into action in our everyday way of working.

    We have launched ‘Women in Thales’ in the UK, a network for men and women which aims to connect, support and inspire all of our employees to further diversify the workforce. This year we are pleased and excited to be participating in the Big Rail Diversity Challenge and to show our continued commitment to supporting diversity initiatives, as well as to connect with our peers in the Rail Industry to achieve this common goal.

    Thales
  • As a forward-thinking employer that places diversity at the heart of our business we believe that the future of rail must be inclusive to provide the invaluable skills needed to continue to drive the economy forward.

    That is why we fully support the Big Rail Diversity Challenge and Women in Rail.

    Paystream
  • At Colas Rail we are fully committed to bringing more women into the rail industry and actively seek, engage, develop and promote women from all socio and economic backgrounds from engineering, ex-military to refugees in the hopes of readdressing the balance. The “Women in Rail, Big Rail Diversity Challenge” provides us with the opportunity to demonstrate our support for promoting diversity within the rail industry and is a key part of our growth strategy within Colas Rail. Events such as this provide invaluable networking opportunities for women in our sector.

    Our commitment to equality and diversity within the workplace plays a major role in ensuring we recruit and develop the right people for our business. As a multinational company our people come from all over the world, proactively supporting women in rail creates a workplace culture that celebrates our differences, allows for fresh thinking and new perspectives and enhances the quality of our delivery to all of our customers.

    Colas Rail