KPI: Applicants who are women
The percentage of people who apply for TfW roles who are women. Historically, the transport industry has employed fewer women than men. We want to change that. We’re building a diverse team that mirrors the communities we serve.
Overview
This year saw us increase both the number and the proportion of women applying for roles with TfW. We still have work to do to further increase this to be representative of the communities we serve. We used targeted advertising for train driving and engineering roles and in other specialist areas such as science, technology, engineering and maths to encourage women to apply. We attended several recruitment events to advertise career opportunities with TfW.
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2022/23 26.3% |
2023/24 27.2% |
Q4 2023/24 27.5% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We’ll continue to use recruitment campaigns to increase applications from women. We want to continue to attract applications from underrepresented groups to ensure we recruit to reflect the diversity of the communities we serve. We’ll launch our first rolling stock degree apprenticeship to attract two candidates from diverse backgrounds. We recognise that there are other areas of Equality, Diversity and Inclusion such as Disability and Race we should be publishing Key Performance Indicators for and as we improve the quality of our data additional indicators will be published.
KPI: Women Applicants Who Gain Roles with TfW
The percentage of women applicants who are successful in acquiring a TfW role. We’re working to build a diverse team that mirrors the communities we serve.
Overview
We’re committed to increasing the proportion of women securing roles with TfW and have targeted our recruitment advertising this year to promote our opportunities to women. We’re proud to champion women working in the transport sector and look to lead by example with our Chief Customer & Culture Officer, Marie Daly, being appointed Chair of Women in Rail in 2023/24 and our Customer Engagement Director, Jo Foxall, continuing her work as Wales Lead for Women in Transport. Our proactive stance has seen our gender pay gap narrow this year. However, despite our good work in this area the proportion of women securing roles in TfW dropped slightly in 2023/24 when compared to the prior year.
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2022/23 35.2% |
2023/24 33.4% |
Q4 2023/24 29.8% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We’ll be raising awareness of opportunities by continuing to develop our positive recruitment campaigns targeting women to apply for roles that traditionally they may not have considered. To achieve this, we’re updating our recruitment procedure which will help support women into science, technology, engineering and maths roles. We’ll work with our internal equality, diversity and inclusion groups and community partners to identify and remove any barriers to attract diverse talent.
KPI: Colleague Retention
The percentage of TfW colleagues who remained with TfW during the year. We monitor this in conjunction with why TfW colleagues leave the organisation to devise initiatives to increase employee retention to drive better performance and improve our business outcomes, reducing the risk of negative impact on TfW’s performance.
Overview
Our experience tells us that a healthy organisation has a colleague retention rate of 90%, and we continue to deliver a colleague engagement plan which promotes the importance of retaining and building knowledge and experience resulting in a small reduction in colleague attrition in 2023/24 compared to the prior year. We offer a safe, inclusive, and secure place to work where all colleagues can grow. To support this in 2023/24 we’ve developed a health and well-being programme and are rolling out activities from this across TfW. We’ve created an engagement plan based on actions derived from an equality, diversity and inclusion survey carried out the prior year and we’ve also built on our in-house leadership development programme seeing a great deal of success in uptake and outcomes for those who attend.
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2022/23 92.7% |
2023/24 92.9% |
Q4 2023/24 N/A |
Well-being of Future Generations Act (WFGA) goals addressed:
1. A Prosperous Wales
5. A Wales of Cohesive Communities
Forward look
We’ll continue to promote and deliver a planned programme of events that encourages well-being and healthy lifestyles, with a targeted focus on mental health and stress. We’ll continue to help our colleagues grow and develop in their career through provision of both in-house and external training and education. We’ll broaden opportunities through partnerships with both the Welsh Government and Network Rail to offer secondment within those organisations. We’ll continue to build on our award-winning apprenticeship and graduate programmes, working to attract and retain people from underrepresented groups in the industry. We’re reviewing our Strategic Equality Plan to ensure it remains effective.
