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
We have seen increased representation of women across the business including early talent schemes and STEM disciplines. Last financial year, we have seen an improvement of 9 percentage points in women's applicants who gain roles in TfW.
2024/25 35.1% | 2025/26 44.8% | Q4 2025/26 45.4% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We will continue to deliver programmes that support under‑represented groups, including young people and women, by providing meaningful career pathways, valuable work experience, and the development of employability skills. We will continue to feature women in recruitment campaigns and deliver positive‑action events targeted at under‑represented roles, building on the positive outcomes already achieved. In addition, we will deliver a ‘HER Place in Tech’ event to attract women into STEM roles.
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 6.3%, consistent with 2024/25 and indicative of a stable workforce. Leavers were mainly due to retirements and voluntary resignations.
2024/25 5.4% | 2025/26 6.3% | Q4 2025/26 1.2% |
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, we will continue to offer training and leadership programmes to ensure our colleagues are engaged and offer career development opportunities.
