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
The percentage of women applicants who are successful in acquiring a TfW role increased when compared to the same quarter last year. This improvement is testament to our active promotion of opportunities to women and running campaigns for people who have been out of the workplace for several years.
Q3 2024/25 35.6% | Q3 2025/26 40.4% |
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 run programmes to support underrepresented groups, including young people and women, by providing meaningful career pathways, valuable work experience, and employability skills.
KPI: Colleague turnover
The percentage of TfW colleagues who leave the organisation for any reason. We monitor this in conjunction with why TfW colleagues leave the organisation to devise initiatives to reduce attrition and increase employee retention.
Overview
Colleague turnover remained low at 1.9%, consistent with previous periods and indicative of a stable workforce. Leavers were mainly due to retirements and voluntary resignations.
Q3 2024/25 1.5% | Q3 2025/26 1.9% |
Well-being of Future Generations Act (WFGA) goals addressed:
1. A Prosperous Wales
4. A More Equal Wales
Forward look
We are continuing to focus on our Early Talent to build a strong pipeline of future leaders, prioritising diversity and inclusion which is important to our success. We will continue to offer training and leadership programmes to ensure our colleagues are engaged and offer career development opportunities.
