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 are building a diverse team that mirrors the communities we serve.
Overview
In Q3 2024/25, we saw a decrease in women applicants compared to the same quarter last year. In Q3, we worked with our community partners: Diverse Cymru, the Muslim Council for Wales and Careers Wales and advertised career opportunities on the Women in Transport, Women in Rail and Working Mums platforms. We continued to feature female colleagues in our poster campaigns and on social media channels.
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Q3 2023/24 27.4% |
Q3 2024/25 23.8% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We remain focused on being one of Wales's leading inclusive employers by promoting opportunities for women from all backgrounds, particularly in engineering and train driving. To encourage young women to apply for roles in TfW, we have joined the School Valued Partnership scheme. This aims to provide young women with an awareness of our career pathways, useful skills for interview and employment.
KPI: Women applicants who gain roles with TfW
The percentage of women applicants who are successful in acquiring a TfW role. We are working to build a diverse team that mirrors the communities we serve.
Overview
In Q3 2024/25 we saw an increase in women applicants gaining roles with TfW compared to the same quarter last year. This was despite the number of women applicants decreasing in Q3. We continued to advertise roles externally using campaigns featuring female colleagues and using platforms such as Working Mums, Women in Rail and LinkedIn.
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Q3 2023/24 33.6% |
Q3 2024/25 35.6% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We are determined to be one of Wales’s leading inclusive employers by representing the diverse communities we serve in our workplace. We continue to work with our community partners: United for Change, Careers Wales, Women In Transport and Women in Rail and will advertise on their job boards to promote our opportunities. In 2025, we will launch our Returners Program which is a supported pathway back into work for women who have had a career break due to childcare, caring responsibilities or illness. We are continuously developing our employee value proposition and offer attractive salaries, terms and conditions and flexible working practices which we believe are attractive to women.
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 so we can devise initiatives to increase employee retention. This will drive better performance, improve our business outcomes and reduce the risk of negative business performance.
Overview
In Q3 2024/25, colleague retention increased in comparison to the same quarter last year. Colleagues applied for internal leadership programmes and secondment opportunities with Welsh Government and Network Rail. The main reason for colleagues leaving in Q3 was retirement.
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Q3 2023/24 97.9% |
Q3 2024/25 98.8% |
Well-being of Future Generations Act (WFGA) goals addressed:
1. A Prosperous Wales
4. A More Equal Wales
Forward look
In Q4, career development opportunities for our colleagues will continue to take place through in-house and external training and partnerships with professionally recognised accreditations.
