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
We have seen a decrease in women applicants by 1.6 percentage points compared to the same quarter last year despite continuing to promote our opportunities. We have used targeted advertising featuring roles models to attract women into train driving and engineering roles.
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Q1 2023/24 28.9% |
Q1 2024/25 27.3% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We remain focussed on being one of Wales’s leading inclusive employers and continue to work towards creating an inclusive transport network. We will continue to communicate positive action recruitment campaigns to promote our opportunities to see an increase in applications in Engineering and Train Driving roles from women from all backgrounds. We will launch the first rolling stock degree apprenticeship to attract candidates from diverse backgrounds. 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 have seen a decrease in women entering the business, resulting in a 4.3% percentage point decrease when comparing Q1 2024/25 to the same quarter last year. However, we have seen an increase in women entering Train Driving positions, compared to the same quarter last year.
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Q1 2023/24 32.3% |
Q2 2024/25 28.0% |
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 attend career fairs and schools to raise awareness of our career opportunities. We continue to work with our community partners to identify and remove any barriers to attract diverse talent. We will be bold and take positive action by guaranteeing interviews for roles specifically for women from minority ethnic backgrounds, where we are underrepresented.
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
The percentage of leavers reduced this quarter to 1.1% compared to 1.9% in the same quarter last year showing a positive trend. We continue to monitor leavers through our workforce planning framework to identify trends.
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Q1 2023/24 98.1% |
Q1 2024/25 98.9% |
Well-being of Future Generations Act (WFGA) goals addressed:
1. A Prosperous Wales
4. A More Equal Wales
Forward look
We will continue to promote and deliver a planned programme of events that encourage well-being and healthy lifestyles. We will also continue to support our colleagues grow and develop in their careers through the provision of both in-house and external training and education. We will broaden opportunities through partnerships with both the Welsh Government and Network Rail to offer secondment within those organisations. We will continue to build on our award-winning apprenticeship and graduate programmes, working to attract and retain people from underrepresented groups in the industry.
