We’ve grown dramatically since our launch, gaining charitable status in 2016, establishing eight UK regional groups and one international group as well as welcoming members from a range of disciplines and organisations.
Today, we work closely with the wider industry to help women overcome barriers, access jobs in rail, and realise their full potential.
And, by providing networking opportunities and support, encouraging stakeholders to prioritise diversity, and engaging the next generation of talented industry professionals, we’ve made real progress.
But the journey isn’t over yet.
Providing support and networking opportunities for women within the sector
Encouraging businesses and stakeholders to adopt diversity as a business strategy
Devising initiatives aimed at positioning rail as an attractive career choice.
While our work starts with women, it doesn’t end with them. We’re committed, not just to achieving gender equality, but to making the rail sector a fairer, more accessible space for everyone.
And a more diverse workforce makes for a healthier, more efficient industry.
Women in Rail’s growing membership reflects a broad and diverse range of roles across the UK rail industry. We have eight UK regional groups, and an international group in Malaysia – meaning that, wherever you are, you can get involved.
We’re driven by a simple goal: to promote and improve diversity, inclusion and equality across the rail sector.
This mission is underpinned by five Key Objectives:
Identify the key challenges in attracting individuals to roles within the rail sector. Establish specific targets to address these challenges and communicate them to members, sponsors, and key stakeholders.
Create a comprehensive awareness plan targeting members, sponsors, and stakeholders. This plan will focus on understanding the key drivers that attract talent and effectively promote the Women in Rail brand.
Implement an annual communications plan that demonstrates strong leadership and inspiration, maintaining an “always-on” approach to share best practices in equity, diversity, and inclusion (EDI).
Drive the growth of the established membership proposition to ensure the sustainability of Women in Rail.
Design an individual membership proposition with a goal of increasing membership by 50% over the plan period. This initiative will enhance community engagement and support for women in the rail industry. Creating a Customer relationship management system (CRM) to better understand and support our membership.
Developed in partnership with the Railway Industry Association, the EDI Charter reflects the commitment of 220 businesses to champion equality, diversity and inclusion in the rail industry and to work together to build a more balanced, fair and high-performing sector.
Signatory companies recognise that an inclusive workforce is good for business. It brings innovation, diversity of thought, and a positive workforce culture, as well as improved customer relationships. Diversity and inclusion are also increasingly important to rail clients and investors.
Conrad Bailey, Director General Rail Services and Strategy, DfT I will never be qualified to talk about women’s experience in the rail industry or the challenges women face in the
Abi Frost, Diversity & Inclusion Manager, WSP Creating inclusive workplaces is about more than attracting, developing and retaining the best talent; it’s about making a positive impact on the society
The Railway Industry Association (RIA) and Women in Rail (WR) Equality Diversity & Inclusion (EDI) Charter Working Group are hosting their first physical event of the year, titled “PRIDE 2022”. Held in RIA’s Westminster
Email: wr@womeninrail.org
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