Freight Tracks issue #39

WOMEN IN RAIL FREIGHT

They’re railroaders

You can find us on LinkedIn

FREIGHT TRACKS - THE DIGITAL MAGAZINE FOR RAIL FREIGHT WHEREVER IT MOVES

VISIT, READ THE NEWS, COMMENT AND JOIN THE GROUP

A TALE OF

In 1980, TV reporter John Doyle took a ride on the footplate of a diesel at the West Somerset Railway, with a driver named Amy, whose gender was the main focus of the news piece. John quizzed Amy about how she managed to find time to drive and do the housework, along with questions about what her two young boys thought about mum being a train driver. The report ended with John Doyle asking: “And so, it seems the traditional male preserves are falling thick and fast to the invasion of the female sex. What’s going to happen now?” Well quite a lot as it happens. 43 years later and while women drivers are still very much in the minority, they are no longer seen as a novelty – as another Amy explains. Jonathan Webb writes.

Amy Unsworth is a trainee drive with freight operator DB Cargo in the United Kingdom. Having joined the company in November last year, her way onto the footplate was a most unusual one!

For the previous 11 years before embarking on her railway career, Amy worked as a midwife. Here Amy explains why she changed direction from helping deliver babies to delivering freight around the country: “Some would say that it’s one very drastic change in career

and I would most certainly agree with them. It astonishes people every time I mention that I was a midwife before going the railway. When I’m questioned about why I changed, it’s always the same response – I just wasn’t happy or fulfilled anymore and I longed for a new direction in life.”

Unsworth has been mechanically minded from a very early age, an interest she puts down to her father – a person she spent a lot of time with when he was repairing the family

big engine"

car and who took her and her brother airplane spotting at the local airport. “I love anything with a big engine and trains have always fascinated me, particularly the ones operating freight,” Amy explained.

TWO AMYS 4

Although Unsworth had long harboured a desire to become a train driver, she had self doubt regarding if she had what it takes to work on the footplate – mainly because of it being a ‘male dominated’ career. That all changed, however, when she discovered a

www.freight-tracks.com

"I love anything with a

woman train driver who had made the jump from nursing. Amy says: “I found she shared the same views and feelings I had about being a midwife and I instantly related to her. She inspired me greatly in pursuing my train driving career and she gave me that final push to start properly researching into the role.”

The more Unsworth looked into the role of driving trains, the more she realised just how many transferable skills she had from her days as a midwife. Amy kept searching online for any trainee driver vacancies, applying for them as soon as they were advertised.

Starting her training in November last year, she underwent 11 weeks of classroom-based learning and is currently building up her driving

hours, with a view to completing training by the end of this year.

She mostly drives along Britain’s West Coast Main Line (WCML) – her route knowledge extending from Wembley to Carlisle.

The traction that she mainly drives is class 66, although she does occasionally drive the Royal Mail class 325 electric units, describing it as “a whole different experience from driving the Class 66. It has given me an insight into the big differences in passenger and freight trains.” If given a choice between the two classes, without hesitation Unsworth says it “would be the Class 66 every time” explaining: “The main reason for this is that I share the same love for them as I did for the very first car I owned as a

Amy's first love - Climate Hero

new car driver. They are the first type of locomotive that I’ve driven which implants them very close to my heart. Out of all the class 66s that I’ve driven so far, I would say my favourite would be 66004 which is the 'green machine' named Climate Hero.”

Driving it for the first time was certainly an experience for Unsworth who said: “I grinned like a Cheshire Cat for the whole journey to the point that my face ached for a while after driving it! I must admit, getting behind the controls of any 66 and hearing their distinctive ‘ying ying’ never fails to make me smile.”

Her positiveness shines through as she says: “So far I love everything about my job. It’s the best job in the world to me. I feel so lucky and fortunate to be in the position that I’m in. The best part of my job is how it makes me feel. I feel so empowered when I’m driving a locomotive that can pull freight of such great lengths and weights, especially as a woman as you do not see many female freight drivers.

"It’s an incredible feeling which I cannot put into words. There is nothing I don’t love about the job.”

One thing that she wishes is that there were more women in the industry: “I’m the first woman at the depot that I’m based at. As much as I feel so honoured to be the first woman there, I do feel this shouldn’t be the case. But this is why I’m here. I’m hoping to help turn the tables on a traditionally male orientated environment and inspire others, particularly women, in becoming part of the railway family. It’s quickly become a big passion of mine and it’s a cause I’m motivated to keep fighting for. To try and do this I document my journey as much as I’m allowed to via periodic vlogs on YouTube and frequent updates on Twitter and Instagram.”

Unsworth says that other women have contacted her, thanking her for inspiring them to

join the rail industry – something that she says fills her with such pride and keeps her motivated.

“Not only do I have an amazing job that I adore, I have the opportunity of also being a positive influence on others and showing them that there is a place for anyone on the railway. What’s not to love about this job?! I can safely say this has been the best decision of my life to go from delivering babies to delivering cargo and I couldn’t be happier,” concludes Unsworth..

The first female train driver in the UK was Karen Harrison (1960-2011) , a native of Glasgow. Iin 1977 she applied to British Rail, aiming to start an apprenticeship as a 'Secondman' – the first step to becoming a train driver.

At first, British Rail's recruitment officers tried to steer her toward secretarial duties due to her gender.

Starting her railway career she encountered resistance from managers and colleagues who disapproved of a woman in their male-dominated world. Enduring ten years of harassment, she described her experience as both "hell" and "heaven."

Throughout her railway career, Karen actively participated in the train drivers' union, ASLEF, and rapidly advanced through its ranks. In 1995, she achieved a historic milestone by becoming the first woman to preside over ASLEF's annual conference.

She died of cancer pursue legal studies as a mature student at the University of Oxford in May 2011 before completing her law degree.

O Canada! No pushback in world's

With a Canadian railway workforce exceeding 34,000 individuals in various roles encompassing railway operations, maintenance, technology, customer service, and leadership, the focal goal of the Railway Association of Canada (RAC) revolves around the empowerment and promotion of women's participation within the industry.

Acting as the representative body for nearly 60 freight and passenger railway firms, which collectively facilitate the movement of millions of passengers and commodities worth approximately $350 billion annually across the nation, RAC also accommodates an expanding array of associate members comprising industrial railways and railway supply enterprises. As integral constituents of the world's fifth largest rail network, the members of RAC constitute the fundamental infrastructure of Canada's transportation system.

Janet Greene, RAC's Director of Member Engagement. Faces figures that show, in 2021, women railroaders made up 11.8% of the Canadian rail labour force. If the total of Canadians working in

railway operations is around 34,000, this equates to just over 4000 women. Does she have any idea when the female total might breach 5000 people? She says: “We;ll 'get to 5k' and continue to grow women's participation in rail by continuing to do what we're doing and doing even more: expanding rail training opportunities; encouraging greater awareness of the breadth and variety of career opportunities at railways; and connecting with young people earlier (Grade 10) so we can educate them about rail as a rewarding career choice. I would note that RAC members regularly rank among Canada's Top Employers.

Most senior leadership

"Women now hold some of the most senior leadership roles at several RAC member companies: CN and BNSF both have female CEOs. UP's incoming president is a woman. And a woman chairs CPKC's board of directors. These are just a handful of examples of the progress the industry has made in attracting, retaining, and promoting women in all

From trainyards to leadership offices, women have a fundamental place in Canadian rail operations. They’re train engineers, safety inspectors and business leaders. Yet in 2021, women railroaders made up just 11.8% of the Canadian rail labour force

world's fifth largest rail network

"pushback" from male railroaders to the fact that more women are joining railways at all levels. Quite the opposite: participants said they'd only received support and, indeed, some of the greatest champions/ allies for the 'women in rail' movement are men.

“At the RAC, we are proud to say that our senior management team is currently 66% female and our overall employee complement is roughly 50/50 female/male.”

‘Woman drives train': is this still news? Not for Greene.

areas of their operations - from maintenance yards to on-board and train running roles, from back-office support to board room tables.

“Everyone recognises, however, that that work is not over. More must be done, and more is being done. The stats cited are the most recent. We may have an update later this year.

“At our Women in Rail 2023 conference, more than 160 participants - including a number of groups of women that gathered in their respective workplaces - celebrated the progress made to date while recognizing there is much more to do. Proceeds from that event will help create four scholarships for deserving female students enrolled in courses at Canadian railway training institutions.

“Important work is underway to encourage and increase women's rail participation, and our members continue to drive this work forward.”

How are RAC members breaking down diversity barriers, helping to change the image of rail and ultimately bridge the skills gap in the sector?

Greene says: “At the recent Women in Rail 2023 conference, panellists and others confirmed no

She says: “While the on-board gender story is less and less rare, individual stories should never be discounted. Every railroader comes to the job with a unique journey and, often, a personal connection. These stories are important and speak to why railways are often like a second family for many employees.”

At the RAC, we are proud to say that our senior management team is currently 66% female

ON TRACK FOR

Throughout the centuries, gender has been wielded as a tool to limit women's opportunities in the workplace. Nevertheless, during periods of war and economic upheaval, women steadily advanced into positions of authority, expertise and competence across all industries, including the rail freight sector.

The growth of the railway system not only provided employment opportunities for men but also created new avenues for women seeking to break free from traditional roles confined to domestic service or factory work. As railway tracks expanded in Britain, Europe and North America in the late 1830s and 40s, the growth of rail passenger activity also brought with it many roles that would naturally attract female workers such as railway station restaurants, sleeping cars, refreshments and nursing.

What is war good for?

Wars have a way of causing significant upheaval in society, demanding the contribution of every citizen to support the war effort. As men were called away to serve as soldiers on the front lines, women stepped up to fill the gaps in the railroad

workforce. During the US Civil War in the 1860s, the first major war in which railways played a role, over 100,000 women took on various roles, such as railroad telegraphers, as men were drafted into the military.

After the war's conclusion, societal expectations pushed for women to step back and resume traditional roles as men returned from the battlefield. The discussions about women's "proper place" persisted even in the post-war period. However, railroads, recognising the valuable contributions of female employees and perhaps motivated by lower labour costs compared to men, were willing to retain and employ women.

It was during the world wars that women were fully drafted in ensuring that the rail industry kept going through such a difficult period.

On 4 August 1914, Britain declared war on Germany - just one month later nearly 100,000 railwaymen had left to fight in the trenches and the transport of vital supplies to the front line was threatened. Over the next three years UK women were recruited to do most of the jobs left vacant by men except driving trains and firing engines because the training period was too long.

Kate Farmer, CEO BNSF; Beata Lipman, COO Rail First; Sabrina Moran, G&W; Andrea Oswald, UP; Barbara Riediger;

FOR WOMEN

With their later entry into the conflict, in the first nine months of 1918, the number of women working in the US railroad industry rose 66% from 82,370 to more than 100,000. By the end of World War I in November 1918, more than 100,000 women were working in railroad jobs. While many were in an office setting or as a station agent, some pioneers worked in mechanical shops and along railroad right-of ways. Due to the overall lack of training in railroad careers, new methods were put into place providing women with comprehensive training alongside men, without having to spend years learning a role alongside a veteran railroader. This levelled the playing field considerably for women choosing non-traditional railroad roles. After the war ended and soldiers began to return home, women in these non-traditional roles were expected to give up their jobs, return to their lives at home and not compete with men for work. While many women stayed on as telegraphers and station agents after the war, even those jobs were dwindling as the nation neared the Great Depression era at the end of the 1920s. As the number of jobs overall declined, women in the workforce, and at the railroad, were expected to

give up their jobs for their male counterparts.

This was also true during World War II, when women once again were called upon to enter the workforce to keep the American economy moving forward as millions of men were called to serve in the armed forces. By December 1941, when the US entered the war, 13 million women were part of the American workforce. This increased to 20 million women by 1944, with 6 million alone working in factories. 250,000 women were working on American railroads by the war’s end in 1945, but this number dropped to just 122,000 by 1948 as women were again pressured to leave these jobs open to returning men.

Fill the role

With much of the UK male workforce behind the railways called up for military service during the Second World War, the country had to keep its train network moving. And so 100,000 women were recruited to help fill the roles. In 1939, Britain's British railway companies had almost 600,000 employees, but only 4% were female. During the war period this increased significantly, with it at 7%

Irene Van Dam, Strukton; Erin Cochrane, Railroad Software; Rith Brown, NS; Aisha Jackson, CPKC; Dannielle Gainey, CPKC

by 1941 and more than 15% by 1944. Ernest Bevin, who was the wartime labour minister, called upon 100,000 women to take up roles on the railwaybut said that for every two men away at war, three women would need to be employed to make up the shortfall.

The modern era

With soldiers’ return from abroad, women were dismissed from their industrial positions worldwide. During the war, industrial companies and the government argued women could easily hold factory positions. Yet, after the war, women specifically were excluded from the industrial workplace due to their so-called physical limitations. This gender discrimination in hiring was characteristic of the Western idealised, nuclear society of the 1950s that relied heavily on gendered roles of acceptable behaviour. Workplace discrimination against women who deviated from feminine careers was both socially acceptable and legal.

The “homemaker” depiction of women easily replaced Rosie the Riveter as the ideal women for this decade. However, a minority of women did not completely abandon railroad life, with many working their way up the chain to hold management positions at a variety of railroads.

The 1970s was a tremendous period of change in society as the Peace Movement, civil rights and equality began to dominate national conversations in many countries. Young, college-educated women were encouraged to enter the workforce and change organisational structures from the inside out. This led to dramatic changes in railway employee composition. Whether this represented a

specific desire to enter railway work, or a general interest in employment, the 1970s represented the highest level of women working on the railway since World War II. Many women were moving into operational areas of the railway previously only held by men, including shunters, yardmasters, guards and porters.

These positions involved physically rigorous, outdoor work. Women also were becoming highly qualified and technically competent electricians, dispatchers and locomotive drivers. This represented a significant change for women working on the railroad – from more clerical, communication jobs to operational work – as women continued to work in all aspects of the railway. Since 2000, the number of women in management has increased by more than 30%. The number of women holding executive railway positions has more than doubled as qualified women move up the management ranks into senior leadership.

Minority women

The poster girl for this has to be American railroad executive Kathryn M. "Katie" Thompson Farmer, who in January 2021 became the first woman chief executive of a US Class I railroad succeeding Carl Ice at BNSF Railway. Farmer joined Burlington Northern Railroad in 1992 as a management trainee.

She has spent her entire career at BNSF (Burlington Northern merged with Santa Fe in 1996 to become BNSF and became wholly owned by Berkshire Hathaway in 2010), holding positions in operations, marketing and finance.

Minority women’s numbers also have doubled

since 2000, representing more than 24% of all women working on the US railroad today. The number of women in operating roles, including train, engine and yard employees, has remained steady at about 3%.

The urgent expansion of the Australian rail networks requires the active inclusion of more women, young individuals and digital workers to fill approximately 70,000 job openings within the industry. Unfortunately, the current representation of women in the sector is disheartening, with only one in 10 people pursuing roles in rail being female. Moreover, women constitute less than a quarter of the total rail workforce.

Addressing this pressing issue, the Future Rail Skills Forum took place in Melbourne, where experts emphasised the need to attract diverse talent from various backgrounds to meet the industry's demands.

The forum, jointly organised by the National Transport Commission and the Australasian Railway Association, highlighted the significant gap between the existing workforce in the rail industry and the number of workers required for its expansion.

The call for more workers in the rail sector is fuelled not only by the need for growth but also by global recognition of the importance of rail in decarbonising the economy and supporting population growth and productivity.

Data from the National Rail Skills Hub revealed that most industry training primarily catered to existing employees through private providers. However, this approach posed challenges as the training was not standardised across different parts of the network, making it difficult for workers to

transfer between roles in freight and passenger rail, for instance.

The industry's future success relies on proactive measures to attract and retain talent from diverse backgrounds, recognising and valuing people's skills regardless of their origins. By encouraging more women, young people, and digital workers to join the rail sector, Australia can ensure a robust and inclusive transport system that meets the needs of its growing population and contributes to a sustainable, efficient and productive economy.

LIPMAN TO LEAD COMMERCIAL

STRATEGY AT RAIL FIRST

French rail company need for toilet access;

Australia-based Rail First Asset Management has bolstered its executive team, appointing Beata Lipman to the newly created role of Chief Commercial and Strategy Officer.

Lipman brings more than 18 years’ commercial and operational experience to Rail First, including almost a decade in leadership positions at freight logistics providers Pacific National and Asciano as well as PricewaterhouseCoopers.

During her tenure at Pacific National, Lipman oversaw the national intermodal business as the Divisional CFO and managed more than $1 billion in commercial investments as Head of Property and Strategy.

At Rail First, Lipman will be responsible for leading the development of commercial partnerships, new rail leasing and maintenance products, and exploring new markets and strategies.

In June 2022, SNCF (Société nationale des chemins de fer français) offered its railway workers driving freight trains washable period briefs to compensate for their difficult access to sanitary facilities. While railway unions decried the move, describing it as "the idea comes under the guise of a solution. In reality, it is a push for productivity because period briefs can be kept for several hours, meaning workers will no longer “waste” time going to the toilet."

This idea caused outrage amongst SNCF rail workers, their union CGT and the European Transport Workers’ Federation (ETF). The measure is a far cry from the Women in Rail Agreement signed by Social Partners in the rail sector (CER and ETF) back in November 2021, which is binding, aims to attract more women to the rail sector and improve their working conditions.

Of course, access to decent sanitary facilities is a massive part of improving working conditions and is stipulated in the Agreement. SNCF must implement the Agreement as part of CER (Community of European Railway and Infrastructure Companies), the organisation representing rail employers. In the Women in Rail Agreement, the preamble that signing parties commit to specifies:

“Improvements of working places from the female perspective, like providing suffi-

cient and appropriate stationary and mobile & safety conditions as a better work-life-balance women within the when ensuring equal development of gender-neutral systems”.

Signatories must actions in the Agreement

'mocks' female freight drivers’ access; offers period briefs instead

of signing (signed November 5 2021).

SNCF’s proposal was a slap in the face and hid behind “fake feminism” – women have the right to respect and dignity wherever they are said the unions. As a signing party, SNCF must set an example, and "mocking the needs of women" by offering period briefs misses the mark, says the union.

French union, and ETF affiliate, CGT are taking action. David Gobé, member of the ETF Rail Section and SNCF European Works Council President, presented a motion on the topic demanding that management tackle the real issue: access to decent sanitary facilities and sufficient time to use them at train stations, for example.

Women are a substantial minority among SNCF drivers, with 394 female train drivers compared to 12,530 among their male counterparts.

point of impossible when faced with no access to facilities.

The initiative, incited ironically by SNCF’s Gender Equality Department, started with an email in mid-April 2022 explaining they would roll out a test phase with the washable menstrual briefs and even look for volunteers to test out this alternative to conventional sanitary protection.

Access to toilets is not only needed for women, but the entire workforce and would improve working conditions and basic human dignity for all workers.

No improvement

“Across Europe, access to toilets continues to be a problem, especially for freight train drivers who often have to 'do their business' alongside the tracks.

appropriate sanitary facilities for mobile personnel or health conditions at the workplace as well work-life-balance help to retain sector. This is also true equal pay, e.g. through the gender-neutral classification must commit to carrying out Agreement within 24 months

Decent working conditions

These women working in freight rail for SNCF have been asking for decent working conditions for years, particularly access to toilets at train stations and sufficient break times to use these facilities.

Women have flagged up having to urinate standing up between trains. Of course, changing period products is difficult to the

"ETF hopes that the full implementation of the ETF-CER women in rail agreement, which includes provisions on access to sanitation, will be a step in the right direction for the sector as a whole," said the ETF

The rail freight sector urgently needs to make itself more attractive for new workers, including women and young workers, to deal with the shortage of workers.

"Being able to use a clean toilet in privacy is the bare minimum for an attractive workplace.”

WOMEN IN RAIL FREIGHT

Voices in rail

Speaking on condition of anonymity, this female shunter driver does not hold back on her mixed views of the sector.

How long have you been in the rail industry?

Three years.

What is your opinion on the gender divide in the industry? Is it improving or declining? Within freight, it appears to be declining.

Have you seen any changes to the industry to accommodate females or do you think females have had to accommodate the industry?

Again, freight is sitting back and encouraging women into roles, however mostly expecting them to just accommodate the industry and do the bare minimum to support them.

Do you consider there is a glass ceiling that might stop promotion to women in the industry?

I don't. However I do feel that women may be promoted more for a news headline or to skew statistics rather than the being recognised for their hard work. There seems to be more women in white collar, office-based work than blue-collar technical and mechanical jobs. Do you agree?

Agreed. However these jobs have been dominated by women for a long time, and lead the way in terms of policies, considerations and structure. So why wouldn't you look there?

'Woman drives train'. Should this still be news or have we moved on from that headline?

Move on. We are worth more than this. We are more than capable of being drivers, why does the industry think that we want just to be celebrated for doing it? The fight lies elsewhere.

Would you recommend a career in the rail industry to your niece, daughter, granddaughter?

Honestly, yes. But I would definitely tell them the truth about what to expect rather than approach with rose-tinted glasses as I and many others are doing.

How long have you been in the rail industry?

I finished my training in February 2017

What is your opinion on the gender divide in the industry? Is it improving or declining?

You are seeing a slow increase in female freight train drivers. But many are leaving too.

Have you seen any changes to the industry to accommodate females or do you think females have had to accommodate the industry?

Not really . No toilets on freight trains.

'Woman drives train'. Should this still be news or have we moved on from that headline?

Yes definitely

Would you recommend a career in the rail industry to your niece, daughter, granddaughter?

Depends on their personality. With a love for travel, hotels and unpredictable timetable, then yes.

Would you recommend a career in the rail industry to your niece, daughter, granddaughter?

I love driving freight ttrains, love the view and the responsibility: the pay could reflect this.

Barbara Riediger is a Triebfahrzeugführerin, train driver in German/

rail freight

DB Cargo AG has published an interview with locomotive driver Wiebke Lautenfeld, a 49-year-old career changer who speaks of what she loves about her job.

You started at DB Cargo as a career changer. How did you get here, and what made the job attractive to you?

I used to work as a travelling market trader, but I wanted to have more financial security, especially as I got older. But I was also looking for a job where I could still be on the move a lot. One day I was driving behind a bus with a DB ad that said they were looking for train drivers, and right away I felt like they were talking to me.

So I went to the recruiters at the DB on Tour event in Magdeburg, where I decided on DB Cargo based on my gut feeling. After the fitness test and the application process, they told me three weeks later that I could start the accelerated, one-year training programme.

What challenges did you face in your new job?

Our trainer always said our priority during training should be on the training itself and that we could deal with other big projects later. By that he meant learning the job is already hard enough and takes a lot of energy, especially at my age. Going back to school and learning about all the different locomotive models wasn't easy. Out of twelve people, only seven ended up finishing the training, and I'm really proud to be one of them. Now I can operate four different electric locomotives.

Why do you think there are so few female train drivers?

Some tasks, like coupling, take a lot of physical strength. I got a few laughs from my colleagues in training when I couldn't do it straightaway. But they teach you techniques that help you get it done.

What do you think makes a good train driver?

What's most important is willingness to learn. That helps you get to grips with the electric locomotives quickly, even if you're not a techie. You just need to be willing to learn. And I think women in particular shouldn't be put off by the technical aspects.

How do others react when you tell them about your work?

My friends admire me taking the training and seeing it

through. I especially get positive feedback from men since it was a dream job for most of them as kids. People at work are surprised sometimes when they see a woman show up. But the reactions have always been good. How does your current job differ from what you did before?

I wanted a job with more job security – regular and fair pay – and that's what I got. Now I pay into my pension and don't have to worry about the future. As a train driver, I still have a lot of personal responsibility and have to make decisions on my own, but the rules and organisation make it easier to unwind at home than it was when I worked the markets. What do you like most about your job? And what's not so good?

Driving such a big machine is a great feeling. That makes it worth getting up at 2 or 3 in the morning sometimes, and then you usually get rewarded with a great sunrise. I also like that you get to follow the change of seasons.

Sheilas are doing it

The Australasian Railway Association (ARA) is a strong advocate for diversity within the rail sector. Its belief is that diverse teams lead to enhanced performance, innovation, and the creation of solutions that effectively serve the needs of our communities. Recognising the significance of bolstering the presence and progress of women in rail, it is committed to ensuring the long-term success of the industry.

While women are increasingly becoming a significant part of the rail workforce, achieving greater gender diversity remains an ongoing objective of the ARA. To address this crucial issue, ARA's Women in Rail Committee was established as a driving force within the industry.

It his committee aims to facilitate new networking avenues, information-sharing platforms, and access to professional development opportunities tailored for individuals carving out their careers in rail.

Women in Rail Network, a dedicated platform designed to provide fresh networking prospects for women engaged in the rail sector., invites those affiliated with an ARA member organisation to join the Women in Rail LinkedIn group, ensuring they can stay abreast of the latest industry updates. There are regular Women in Rail luncheons and other events, featured in a newsletter.

The Women in Rail Mentoring Program, is exclusively available to women employed by ARA member organisations.

Gender Diversity Report

As part of a commitment to transparency and progress, ARA releases a comprehensive Gender Diversity Report biennially, tracking advancements across the rail sector in Australia and New Zealand.

it for themselves

The most recent report, unveiled in 2022, affirms the positive trajectory of women advancing in rail careers, while underscoring the need for continued efforts to enhance participation.

Presently, women constitute 24% of the rail workforce, with an increasing number assuming leadership roles.

In 2021, the infrastructure and transport ministers directed the Australian National Transport Commission (NTC) to spearhead an initiative aimed at amplifying female involvement in Australia's transport workforce. This endeavor, known as National Women in Transport, was launched in March 2022.

Backed by esteemed partners including the Commonwealth Department of Infrastructure, Transport, Regional Development, Communications and the Arts, as well as Infrastructure Australia, this initiative focuses on amplifying women's leadership in the transport sector.

The ongoing focal point of the National Women in Transport initiative is the development and promotion of the Speaker Bureau, showcasing the accomplished women steering Australia's transport landscape.

Moreover, the initiative is set to expand its calendar of events and resource offerings to further bolster the number of women thriving in the transport industry.

The Australian transportation sector ranks as the third most male-dominated in terms of employment, trailing construction and mining. Women account for approximately 27.4% of the transportation workforce in Australia.

A mere 4.5% of Chief Executive Officers in transportation are women, notably lower than the national average of 20%.

Gender wage disparity within the transportation sector exceeds the national average, standing at 15.9% compared to the overall figure of 13.9%.

To address these disparities, the National Women in Transport initiative is poised to cultivate collaborations and

partnerships that foster a cultural shift and challenge prevailing stereotypes within the transportation workforce.

Want joins ARA Board

The Chair of the Australasian Railway Association’s (ARA) Women in Rail Committee Rebecca Want has accepted the invitation to join the ARA Board, bringing a wealth of public and private transport infrastructure experience.

Want has more than 25 years’ experience in strategic transport infrastructure leadership roles, including at Sydney Metro, Sydney Trains and RailCorp.

ARA Chair Danny Broad said her appointment reflects the significant importance of the diversity work of the ARA, which is guided by the ARA Women in Rail Committee.

“I’m delighted that Rebecca has accepted our invitation as her appointment will provide a direct link between the Women in Rail Committee and the ARA Board, demonstrating the prioritisation of inclusion and diversity by the ARA Board,” Broad said.

“The ARA Board will also benefit from Rebecca’s vast knowledge of transport infrastructure, given her extensive experience on major projects in both the private and public sectors.”

She was recognised at the Australasian Rail Industry Awards in 2022 for her contribution to the rail industry with the Career Achievement Award.

“I am passionate about innovative solutions for transport infrastructure that put customers at the centre and support highly liveable, progressive and sustainable cities,” Want said.

WOMEN IN RAIL FREIGHT

Railfreight:It'samother

All aboard the family tradition express! It's no secret that railroading runs deep in the veins of many folks, passed on like a cherished heirloom from one generation to another. Take the BNSF team, for example. They've got a whole bunch of passionate employees with a family history in the railroad.

And hey, can we get a round of applause for Women's History Month?

It's the perfect time to shine a spotlight on three remarkable mothers who are rockin' it in the railroad world and inspiring their daughters along the tracks of life.

Let me tell you, these mums and their kiddos are peas in a pod! They share a boxcar of common traits, especially their unshakable love for their children and the mesmerising world of railroads. There's just something magical about seeing their eyes light up as they talk about the rumbling trains and the thrill of the job.

Let their enthusiasm and dedication continue to pave the way for future generations to hop on board the family railroad adventure!

Courtesy of BNSF

& CHRISTI BARR]

Linda Poundstone began her career with BNSF nearly 15 years ago as an administrative assistant for BNSF’s Resource Protection chief of police, the same job that her daughter, Christi Barr, holds now. Today, Poundstone is a senior analyst in Finance and proud that Christi found her way to the railroad. This is because both women come from a family of railroaders.

“It brings me so much joy to see Christi progress on the railroad and experience the same camaraderie I have over the years,” she said. “No matter what department I’ve been in, we all become like family.”

Barr remembers her mum being genuinely happy when she began working at BNSF, and she always hoped to find the same feeling some day in her career. “I always looked up to her as I worked toward my future,” Barr said. “It’s funny looking back on it now, because I am in the same role she started her career in.”

Poundstone says: “We can easily relate to each other’s experiences,” she said. “I enjoy sharing what I’ve learned and watching her grow through her own challenges and experiences.”

Both hope that any woman who wants to work for the railroad give it a try – and never look back.

“Go for it! Don’t be afraid to step out of your comfort zone,” they said. “There is so much opportunity here and the options are limitless.”

[APRIL WYATT & MACY GOODE]

April Wyatt has been with BNSF for 15 years. She started as a train dispatcher, worked in several other positions and now is the technology manager for Operations Practices. Macy Goode, her daughter, began her career at BNSF a year ago and also as a train dispatcher.

While neither set out to be railroaders, they both found their way to BNSF. Wyatt originally worked in aviation but decided to try BNSF and fell in love with the work.

“I was leaving aviation and looking for something else,” she said. “A friend recommended BNSF and dispatching trains sounded like fun, so I took the chance.”

Wyatt’s chance would change her life and made her an inspiration to her daughter. Goode looks up to her mUm for her hard work and willingness to master whatever is in front of her.

“Sharing the same job that my mom had when she was my age is really cool,” Goode said. “Being a dispatcher is a challenging yet rewarding job, and she always worked hard. I enjoy knowing I am following in her footsteps a little bit.”

Wyatt and Goode emphasiSed how thankful they are for the people they are surrounded by at BNSF. Goode expressed her gratefulness for the teammates and managers who are always there to answer questions or even just say hello.

[KATHLEEN & ALLISON MEISINGER]

Kathleen

Meisinger has worked for BNSF for 35 years, most recently as the Director of Technology Services. Her daughter, Allison, watched her mum work at BNSF her whole life. As she went off to college, she had intentions of going into marketing, never planning to work for BNSF. But after an internship with J.B. Hunt, she knew she wanted to work in transportation and applied at BNSF without telling her mum.

“I had no idea she had applied. I heard it through the grapevine,” Kathleen said. “I just never considered it or pushed it really. I wanted her to do what made her happy, but I am so proud of her. It makes me emotional because I

know she watched me work hard to get here and now I get to see that in her.”

The two have a standing Taco Tuesday lunch date and are thankful for the shared experience they have working for the railroad.

“I wouldn’t want to be doing anything else,” Allison said. “We can relate to each other in a way most mothers and daughters don’t get the opportunity to.

“If women want to work for the railroad, they should. Get rid of any preconceived notions you have and go for it. The railroad is uniquely intertwined with the world, and I think seeing more women in transportation in general is awesome."

India report

CREATING an asset leasing market for the railway transportation system in India, towards increasing market share of rail borne cargo/ passenger bussiness, must take a first step.

Recent news about month-on-month decline in June in originating cargo loading by Indian Railways (IR) over last year, at a time when competing modes of transportation in road and air are registering unprecedented growth rates is a cause for soul searching and must prod IR to bring cargo back particularly now, when, support from DFCC (Dedicated Freight Corridor Corporation) network has started reflecting in IR’s operations.

Railway is a capital intensive mode of transportation. To ensure wider participation of logistics players it is essential to develop leasing markets for paths, rolling stock, terminals/yards, repair depots and workshops so that with marginal capital a company is able to obtain on lease each and every resource needed to complete cycle of rail transportation chain from terminal A to Terminal B and further either back to Terminal A or to a new Terminal C for self-use or for handing over to a third party at any point in the supply chain . Just as tollbased financing of highways has resulted in explosive growth of highway network, leasing market can do the same for expansion of railways.

There is a need for parking depots where at nominal charges, trains/rolling stock not required for any reason can be parked safely till such time they are in demand again.

Parking slots will be required for rolling stock to be scrapped. Where these will be cut and auctioned like ship breaking yards .

Trade in paths

There is a need for agencies to trade in paths, freight, passenger trains, warehouses, stacking areas, breakdown services, rolling stock maintenance depots and for other assets with the rates displayed on exchanges fluctuating by the demand supply pulls and pressures.

Leasing will ensure productive utilisation of railway resources with consequent increase in railborne cargo . The railway needs to leverage its environmentfriendly nature. While electric road trucks are nowhere to be seen , Indian Railways are nearing 100% electrification of tracks, leading complete switchover to renewables for running trains

Commissioning of major portion of DFCCs has established connectivity to major ports on Gujrat coast like Mundra, Pipava, Hazira with double stack container trains, which has led to productivity gains also needs to be leveraged.

Similarly commissioning of Eastern DFCC upto sonnnagar is resulting in diversion of coal traffick from CIC area (BCCL, CCL, NCL) to DFC relieving IR network to run more trains.

All this leads to only one conclusion that decline in IR traffic is due to lack of entrepreneurial attitude of bureaucracy in attracting cargo to make railways lucrative to logistics players .

Developing railway resources leasing markets is essential to propel railways into higher orbit by unleashing entrepreneurial animal spirits of logistics players .

THERE is no proposal to privatise the Indian Railways. This information was given by

the Minister of Railways, Communications and Electronic & Information Technology, Shri Ashwini

Vaishnaw in a written reply to a question in Lok Sabha .

electrification sparks progress on indian railways

AS of June 30 2023, the Indian Railways' Broad Gauge network has electrified a total of 59,096 Route kilometres (RKM). Among these, an impressive 37,011 RKM have been electrified over the past nine years alone. However, at times, there have been delays in obtaining the necessary statutory clearances for the electrification works.

To ensure timely completion of railway electrification, Indian Railways has implemented various measures. These include the establishment of the Project Monitoring Group (PMG) portal to address constraints during commissioning, the creation of the 'Gati Shakti Directorate' in the Railway Board to expedite project approvals, and the implementation of an efficient project monitoring mechanism.

Additionally, they have opted for the 'Engineering Procurement and Construction' (EPC) contract mode for larger projects, arranged assured funding, and decentralized financial powers to field units to expedite project execution and completion.

Specifically, the states have made significant progress in electrification. Uttar Pradesh has electrified 8482 BG km, Madhya Pradesh has electrified 4822 km, Rajasthan has electrified 4387 km, while Puducherry has electrified 21 km. On a smaller scale, Chandigarh has electrified 16 km and Meghalaya has electrified 9 km.

The electrification of 3614 RKM out of 3710 RKM has been completed in Bihar, and 3435 RKM out of 3862 RKM has been completed in Gujarat.

A major objective for Indian Railways is to become a Net Zero Carbon Emitter by 2030. To achieve this, they have undertaken several initiatives to reduce carbon emissions. These include adopting energy-efficient technologies such as producing three-phase electric locomotives with regenerative features, utilizing head on generation (HOG) technology, using LED lights in buildings and coaches, employing star-rated appliances, implementing water conservation and management practices, and focusing on afforestation.

To attain the Net Zero Carbon emission target, the following key strategies have been identified: procuring power from renewable energy sources, transitioning from diesel to electric traction, promoting energy efficiency, and investing in afforestation efforts. These combined efforts aim to make Indian Railways a more sustainable and environmentally responsible transportation system.

ALAN SHAW: WE’RE IN HAUL. WE WILL SEE

"We promised to make things right for you and your neighbours, and we’ve made a lot of progress. Our work isn’t over, which is why we will keep asking you how we can make things right. I’ve been to the area almost every week, talking with folks about ideas and concerns, and checking on our progress. More than 300 of my Norfolk Southern colleagues and our contractors are doing the same thing because we promised to help your communities recover and thrive, and we’re a company that keeps its promises.

Many of you told me you wanted the soil replaced underneath our tracks at the derailment site, and we listened. We promised to clean the site safely, thoroughly, and with urgency. We’re doing that, co-ordinating with local, state, and federal agencies every step of the way.

I know there have been concerns about environmental safety and we take that seriously. Environmental monitoring continues to show the air and drinking water are safe, and to provide an additional level of assurance, we’re working closely with all relevant stakeholders on a medical compensation fund. We promised we would help people whose lives were disrupted

by the derailment. We’re continuing to do that. Our Family Assistance Center has helped more than 10,400 families. We’re also developing an assistance plan for home sellers if their property loses value because of the derailment. Getting this and other funds right is an important part of keeping our promises.

I’ve had conversations with you about how we can support the long-term economic vitality of communities in the area. Based on your feedback, we’re doing that, with forward-thinking investments including revitalising East Palestine City Park, a recent donation to the Pittsburgh Foundation and many other contributions large and small. Our financial assistance and commitments to date total more than $64 million, with more to come.

We promised to learn from what happened and make a safe railroad even safer. We’re doing that, too. I’ve asked all 20,000 of my Norfolk Southern colleagues to speak up about ways we can enhance our safety culture. Through July, accidents on our mainline are trending down 40% from last year. We went outside the railroad industry and brought in an independent consultant headed by a retired admiral from the Nu-

Six months after February's train derailment in East Palestine, Ohio, Norfolk Southern President and CEO Alan Shaw pens an open letter reflecting on the company's ongoing progress, support, and commitment to making things right in East Palestine and the surrounding communities.

IN IT FOR THE LONG THIS THROUGH.

clear Navy – the gold standard in safety. We’re partnering with labour unions that represent our front-line railroaders, and I’m advocating for federal legislative provisions to enhance safety for the entire rail industry.

Our work isn’t finished. We’re staying in East Palestine as long as it takes, and we just bought property for a new Norfolk Southern office in the village. The next time you see a Norfolk Southern railroader, I hope you’ll say hello. I hope you’ll let us know what else we can do to help. We count on your honest feedback, because we know supporting a community means listening to the people who call it home. We will continue to listen, and we will continue our work to help this

community recover and thrive.

We’re in it for the long haul. We will see this through. "

Alan H. Shaw President & CEO Norfolk Southern Corporation

Union pacific celebrates employee-focused programmes with new loco

THOUSANDS of Union Pacific employees go above and beyond each year to support their fellow team members, without ever expecting a thank you. Now, in the ultimate expression of gratitude, a new locomotive celebrating their efforts has hit the rails.

The locomotive highlights five of the railroad’s unique, employee-focused programmes that wouldn’t be possible without the support of its team, including the Employee Assistance Program (EAP) and Friend to Friend Network. EAP provides 24/7 confidential support to all employees and their families facing problems relating to mental health, substance abuse, work-life balance and workplace challenges. In 2022, Union Pacific opened 3600 Employee Assistance cases for employees and their dependents.

The Friend to Friend Network, a non-profit run by Union Pacific employee-volunteers and retirees, provides financial aid to railroaders and their families impacted by health or home-related hardships. Last year, the network directed more than $842,400 in aid to 1400 Union Pacific families – using funds donated directly by their peers.

“The locomotive is a great way to raise awareness about the resources available to our employees when life throws us curve balls,” said Dana Swanson, senior director-System Locomotive Facility. “We all need help and support at times.”

Outfitted with reflective, eye-catching emblems, the locomotive went into service earlier this year on Union Pacific’s 23-state network. Craft rofessionals at Jenks Locomotive Shop in North Little Rock, Arkansas, did the work, making sure the new design did not compromise the integrity of Union Pacific’s branded paint design.

Other programmes highlighted include: Operation RedBlock – Trained peer mentors help co-work-

ers understand underlying issues leading to substance abuse, educate them on related rules and regulations, and prevent them from coming to work under the influence of drugs and alcohol.

Peer Support – Through Union Pacific’s Peer Support networks, trained employees offer confidential advice and guidance to their colleagues. This strengthens bonds and builds a sense of community, providing support from those with an inherent understanding of the rail industry.

Union Pacific Employee Clubs – These family-oriented clubs provide employees and retirees the opportunity to participate in community service and charity activities.

“The more we keep these programmes out in front of our team, the more they’re reminded of the resources Union Pacific offers,” said Track Supervisor Robert Manlove, who serves as an Operation RedBlock and Peer Support system co-ordinator.

TX Logistik, FS Group take over EDH

TX Logistik AG, a company of the Mercitalia Group, in which the logistics activities of the FS Italiane Group are bundled, acquires the German company Exploris Deutschland Holding (EDH), Hamburg, and becomes the second largest rail freight transport operator in Germany. EDH companies include Via Cargo, HSL Logistik and Delta Rail, which are active in rail freight transport in eight European countries.

"The transaction makes us very proud and confirms our great determination in positioning the logistics business in the international arena for the development of imports and exports of our country in support of Made in Italy,” says Sabrina De Filippis, CEO of Mercitalia Logistics. “Furthermore, with this acquisition we establish a further fundamental pillar to achieve the objectives of the European Union for the modal shift for the mobility of goods, in favour of rail transport.”

The acquisition not only strengthens FS Group's presence in the European market, but also offers new opportunities for transports to and from Italy, which also benefits the import and export services of the Italian industry.International rail connections of Exploris are strongly oriented on the east-west transport axis and therefore complete the TX Logistik network, which

is already established along the north-south axis of Europe. The Exploris operating companies operate with their own safety certificates in the railway markets of Germany, Poland, Belgium, the Netherlands, the Czechis, Slovakia, Austria and Switzerland.

Dedicated to transport

Exploris mainly focuses on rail freight transport in the conventional transport segment: it currently operates about 240 trains per week, dedicated to the transport of steel, gypsum, agricultural products, automobiles, construction machinery or mineral oil products for numerous industrial and logistic customers. These traffics complement and add to those of TX Logistik, which mainly specialises in intermodal transport and combined transport with connections to container trains in the hinterland traffic of the seaports. Therefore, the complementary activities enrich the portfolio by European industrial customers. The Exploris acquisition increases the number of employees at TX Logistik by 500 to a total of 1200. The fleet will in future consist of 91 TX locomotives and 75 from Exploris. Turnover also grows and could exceed €500 million.

and Wabtec have entered into an agreement to bolster CN's current locomotive fleet by modernising an additional 60 locomotives through Wabtec's advanced modernisation programme. This strategic investment aligns with CN's commitment to fostering sustainable growth and creating value for its customers, employees, and communities.

According to Mark Grubbs, Vice-President Mechanical at CN, the cost-effective modernisation of these locomotives will enhance their reliability and significantly reduce CN's rail carbon footprint. Furthermore, this initiative not only minimizes CN's own environmental impact but also helps curb greenhouse gas emissions from its customers.

The modernisation process will focus on improving locomotive fuel efficiency, an area where CN has been

a leader in the North American rail industry, consuming approximately 15% less locomotive fuel per gross ton mile compared to the industry average. This effort supports CN's science-based target to achieve a 43% reduction in Scope 1 and 2 emissions per gross ton mile by 2030 (based on a 2019 reference year). Additionally, CN is committed to setting a net-zero 2050 carbon emission target aligned with a 1.5-degree scenario.

Wabtec's Services team will undertake the modernisation of CN's 60 certified pre-owned Dash-9 locomotives, bringing the total number of modernised locomotives to 110. The modernisation includes converting the locomotives from DC to AC powered traction and incorporating enhancements like the FDL Advantage engine upgrade and a suite of digital solutions, including Trip Optimizer and LOCOTROL Distributed Power. These upgrades are expected to extend the

locomotives' lifespan and offer various benefits, such as targeted fuel efficiency improvements of up to 18% through a combination of engine and digital technology upgrades, over 40% increase in reliability, and up to a 55% boost in pulling power.

This comprehensive modernisation program is estimated to enable CN to achieve up to 50,000 metric tons in annual greenhouse gas emission reductions, equivalent to removing nearly 10,700 non-electric passenger cars from the road. Moreover, the initiative will facilitate the reuse or recycling of approximately 11,000 tonnes of steel, demonstrating a commitment to sustainability and circular economy practices.

Alicia Hammersmith, President of Wabtec Freight Services, emphasized that their modernisation solutions empower CN to elevate its existing fleet by

Major CN Modernisation order

adopting Wabtec's state-of-the-art technology, bringing the locomotives up to current performance standards. Notably, this modernisation programme aligns with Wabtec's sustainability approach, focusing on waste reduction, extended equipment life, improved fuel efficiency, emissions reduction, and cost savings for customers.

You can find us on LinkedIn

FREIGHT TRACKS - THE DIGITAL MAGAZINE FOR RAIL FREIGHT WHEREVER IT MOVES

VISIT, READ THE NEWS, COMMENT AND JOIN THE GROUP

Streem SIGNs €750 million equivalenT Private Placement

STREEM, formerly known as Ermewa Group, announces has signed a new €750 million (equivalent) Private Placement. The process has confirmed Streem’s attractiveness with bids for more than €1.5 billion, 2.5x the initial offering size, coming from a large panel of North American and European institutional investors. The oversubscription allowed Streem to implement innovative instruments (floating rate notes) and to optimize the overall conditions.

Seven hundred million euros of the debt was issued as Green Notes, underlying the recognized role of Streem in the world’s logistics chains decarbonization. BNP Paribas and Société Générale acted as Joint Placement Agents for Streem.

Watson Farley & Williams acted as legal counsel for

the issuer and Latham & Watkins LLP as legal counsel for investors.

David Zindo, Streem’s CEO, said: “Streem is proud to announce the successful completion of this €750 million private placement which underscores the confidence investors have in our vision and growth potential. The capital will further fuel our expansion and enable us to deliver even more for our partners."

Akiem orders 15 locos from Siemens

AKIEM, a leading European rolling stock leasing company, has ordered an additional 15 Vectron AC and Vectron MS locomotives from Siemens Mobility as part of a framework agreement for the purchase of locomotives that was signed in December 2021. Locos will be delivered between 2025 and 2027. Akiem previously ordered 20 Vectron locomotives from Siemens Mobility in December 2021 and an additional 65 units last August.

“We are very pleased that Akiem has decided to place another call from our framework contract and that we continue to be their trusted partner. In Akiem's fleet, the Vectron is making a significant contribution to the company’s transport performance for cross-border, European freight and passenger traffic”, said Albrecht Neumann, CEO Rolling Stock at Siemens Mobility.

“We are delighted to be increasing our fleet by 15 Vectron locomotives and pursuing this fruitful business relation with Siemens,” said Fabien Rochefort, CEO of Akiem. “We look forward to offering passenger and freight operators throughout Europe the fleet they need as a sustainable and reliable service. With this fleet of 100 Vectrons we will address the needs of freight operators in 11 countries.”

The ordered locomotives have a maximum power of 6.4 megawatts and can be delivered with a top speed of either 160 or 200 km/h.

They can be used for cross-border freight transport as well as fast passenger service in a number of European countries.

Clayton Equipment to supply Tata Steel UK with Sixth and Seventh hybrid + CBD90 locomotives

CLAYTON Equipment, the exclusive independent locomotive manufacturer in the UK, specialising in the design and production of locomotives weighing up to 150 tonnes, is set to deliver an additional pair of Hybrid + Diesel CBD90 locomotives to Tata Steel, Port Talbot. These locomotives are currently in the construction phase.

The fleet of locomotives at the steelworks will ultimately comprise a total of seven Hybrid + units, all sourced from Clayton Equipment.

Tata Steel's demand for their sixth and seventh sets of new Hybrid + locomotives underscores their commitment to harnessing sustainable technology. This move will yield substantial commercial advantages, including decreased emissions from exceptionally clean Diesel engines, a diminished carbon footprint, reduced noise pollution, augmented hauling capacity, and heightened dependability.

The Clayton Equipment CBD90 locomotive, a robust 90-tonne Bo-Bo locomotive, operates as a self-contained unit, featuring on-board battery charging. The integration of Hybrid + technology results in noteworthy reductions in both costs and emissions. Battery charging is accomplished through a 3-phase power supply, offering emission-free solutions, or via the low-emission EU Stage V Diesel engine.

rest, primarily caused by an undiagnosed sleep condition. The management systems of their employer, the freight operating company GB Railfreight (GBRf), had not detected that the driver was at risk of fatigue.

RAIB also found that the engineered systems in place on the railway infrastructure and on the train did not mitigate the driver’s loss of awareness.

Underlying factors to the accident were the management of fatigue by GBRf which did not follow current industry good practice. GBRf’s risk assessment processes also did not identify the hazards created by a driver driving while being fatigued.

Recommendations

RAIB has made two recommendations. The first is addressed to GBRf to reduce the risk of train driver fatigue,

Report on Collision between two freight trains in england

AT around 06:21 on Tuesday 5 July 2022, freight train 4E11 passed a signal at danger and collided with the rear of a stationary freight train.

Train 4E11 was travelling from Felixstowe to Masborough (a freight terminal near Rotherham) and comprised a diesel-electric locomotive and 35 wagons. Train 4E11 had left the East Coast Main Line at Loversall Carr Junction near Doncaster and was travelling at 48 mph (77 km/h) when it passed D197 signal. D197 was at red (danger) to protect a second freight train, 4E82, which was standing in the section ahead. Train 4E11 struck 4E82 while travelling at approximately 28 mph (45 km/h).

The driver of 4E11 was taken to hospital as a precaution and was discharged later that same day. The driver of 4E82 did not sustain any injuries. The collision caused significant damage to the infrastructure, the leading locomotive and wagons of 4E11 and the rear wagons of 4E82. The route remained closed for 26 days for recovery and track repair work.

The accident occurred because the driver did not control the speed of train 4E11 to enable it to stop at signal D197. This was because the driver had experienced a loss of awareness of the driving task, probably due to the effects of fatigue. It is also possible that the driver’s awareness was affected by their low workload before the train approached Loversall Carr Jnc, and by their expectation, based on previous experience, of the aspect which signal D197 would be showing.

RAIB found that the driver’s working pattern was likely to cause fatigue, and they had experienced a low quality of

including improving risk assessments, processes and following industry good practice. The second is addressed to the Rail Safety and Standards Board, working in conjunction with freight and other train operators, to include the identification of sleep disorder indicators in current standards for safety-critical medical assessments. A recommendation on the detection of driver attention loss has not been made because a previous recommendation on this issue made as a result of the Kirkby investigation (RAIB report 07/2022) is less than a year old and is still being considered by the rail industry.

RAIB has also identified a learning point to remind train drivers of the importance and meaning of flashing yellow signals.

Andrew Hall, Chief Inspector of Rail Accidents said: Fatigue in the rail freight industry is a known risk. The nature of freight train driving, often undertaken at night, means that careful fatigue risk management is crucial for maintaining safety.

"Unfortunately, this accident occurred because the driver experienced a loss of awareness of the driving task while probably fatigued. The assessment processes in place did not identify that the working pattern of the driver placed them at greater risk of suffering fatigue.

"Previous RAIB investigations into fatigue-related incidents have led to the development of good practice and guidance for managing fatigue within the rail industry. If we are to avoid such incidents in future, it is particularly important that freight operators access the guidance available to them and use it to effectively manage the risk of fatigue."

NORFOLK SOUTHERN, SMART-TD COLLABORATE ON CONDUCTOR TRAINING AND RAISE CRAFT TRAINER PAY

NORFOLK Southern Corporation and the International Association of Sheet Metal, Air, Rail and Transportation Workers — Transportation Division (SMART-TD) a are partnering to launch several new initiatives to further enhance the training program for conductor trainees and increase compensation for conductors who help provide this important training.

"Ensuring that every conductor trainee receives proper training is the foundation of running a safe railroad," said Jeremy Ferguson, president of SMART-TD. "These changes will deliver even greater quality and consistency for the Norfolk Southern conductor training program and ensure that every trainee will have a positive and comprehensive experience focused on safely performing their important work."

"Our craft colleagues are the heart of Norfolk Southern," said Alan H. Shaw, president and CEO of Norfolk Southern. "We have an obligation to make sure our newest employees – our conductor trainees – have the skills and knowledge to get the job done as safely as possible. We committed to partnering with our unions on safety, and our ongoing work with SMART-TD is another step in fulfilling that promise and investing in the future of our people."

The new agreement underscores NS and SMART-TD's joint commitment to immediately developing and deploying innovative training initiatives, including:

A train-the-trainer programme for all conductors and foremen to ensure consistency and quality in the training they provide to new trainees.

A standardised process to monitor and report progress on all activities outlined in the existing trainee qualification book.

A bilateral rating system to allow conductor trainers and trainees to rate each other's engagement, professionalism, and commitment to safety.

"With these changes, we are ensuring that the Norfolk Southern conductor trainee programme will be the gold standard in the industry for safe and effective training," said General Chairperson Tommy Gholson. "We are committed to working with Norfolk Southern to ensure that our future members have access to the resources and instruction they need to have a safe and rewarding career on the railroad."

To further recognize the important role that the company's craft conductors play in training, effective August 1, 2023, Norfolk Southern will increase the training stipend for conductors providing instruction from $10 to $30 for a throughfreight-service shift, and $35 for all other service shifts.

"This increase in pay for our craft conductors is an acknowledgement of the key role they play in building a safe and productive workforce," said General Chairperson James Ball. "I am thrilled we were able to partner with Norfolk Southern to secure this significant increase in compensation for our hardworking members."

Finally, for those craft employees who step away from their work full-time to offer support and instruction – known as craft mentors – Norfolk Southern will raise their daily pay from $325 to $375, acknowledging the critical impact these railroaders make in our efforts to develop the company's conductor workforce.

"The collaboration of SMART-TD and Norfolk Southern will vigorously improve the conductor training program," said General Chairperson David Phillips. "The comprehensive training of new conductors is vital to the future existence of our industry. The new training compensation package places a well-deserved increased value on the conductor craft."

CLICK THE COVER TO VISIT THE LAST ISSUE OF FREIGHT TRACKS!

ON THIS DAY: RAILFREIGHT

AUGUST 8

1829 DELAWARE & Hudson Canal Co runs the first steam-powered locomotive 0-4-0 Stourbridge Lion near Carbondale, Pennsylvania in the United States. While working on the Shutt End Railway in England, engineer Horatio Allen was touring the country to find locomotives for the locomotives for the Delaware & Hudson Canal Co to work a section of his company’s part canal/part railroad scheme. He had already bought one from Robert Stephenson & Co when he visited Foster, Rastrick & Co in Stourbridge, Worcestershire.

He saw The Agenoria – named after the god of industry – when this ran on June 2, 1829. It was the first locomotive to work in the Midlands or south of England. Today, it is the oldest complete locomotive in the National Railway Museum in York, England. He was so impressed with what he saw, he ordered three locomotives. The Stourbridge Lion cost $2910 and was too heavy for the D&H tracks. As a result, after testing, it was abandoned.

1963 A TRAVELLING Post Office train leaves Glasgow for Euston. The second carriage is a High Value Package carriage, where registered mail is sorted. Much of this consists of cash. Usually the value of these items would have been in the region of £300,000 but, because there had been a Bank Holiday weekend in Scotland the total on the day of the robbery was £2.3 million. The train passes Leighton Buzzard at about 03.00 and driver Jack Mills sees a red signal ahead at a place called Sears Crossing. The signal is false.

AUGUST 10

2015 AT about 10:30 pm, while departing Farnham Yard, in Farnham, QC, 15 cars of Central Maine & Québec Railway freight train #2-10 derail near the crossover between the siding and the main track of the Adirondack Subdivision. The crossover, a section of the siding of about 800 feet in length and the derailed cars were damaged. There were no injuries.

RAILFREIGHT HISTORY

AUGUST 13

1953 THE Chicago and North Western Railway begins Trailer-On-Flat-Car (TOFC, or “piggyback”) service. The first route is an overnight service between Chicago and Green Bay, Wisconsin. At the start, two semi-truck trailers and a single fifty foot flat car are adequate to meet the demand.

AUGUST 15

1953 TWENTY-TWO people are killed and 14 injured in an accident at a grade crossing at Louiseville, QC. A truck carrying a large number of men and boys was hit by a CP freight train and caught fire. This is the most serious crossing accident in Canada.

AUGUST 16

1916 The Grand Trunk Railway’s freight sheds in Ottawa are destroyed by fire; the loss is estimated at $85,000.

AUGUST 18

1846 THE 1846 Railway Regulation (Gauge) Act is passed by Parliament and

rules that new railways in Great Britain should be built to standard gauge 4 ft 8½ in and 5 ft 3 inches in Ireland unless otherwise authorised. The Act said: “That after the passing of this Act it shall not be lawful to construct any Railway for the Conveyance of Passengers on any Gauge other than Four Feet Eight Inches and Half an Inch in Great Britain, and Five Feet Three Inches in Ireland.”

If you have any stunning photos of freight trains you might like to see on the cover, send them to freighttracks@gmail.com

Publisher & Editor: James Graham editor@freight-tracks.com

Editorial support: Kim Smith

Designer: Alex Brown freighttracks@gmail.com

Sales Manager: Anthony Smith

Sales Executive: Peter Dolan

Webmaster: Natasha Antony

Contributors: Neil Madden, Chris Lewis, Stuart Flitton, Johnathan Webb. Will Huskisson

All rights reserved, No part of this magazine may be reproduced or transmitted in any form by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system, without prior permission in writing from the copyright owner. Multiple copying of the contents of the magazine without prior written consent is forbidden. Material sent to the editor, whether commissioned or freely submitted, is provided at the contributor’s own risk. Freight Tracks cannot be held responsible for loss of damage however cause. The opinions and views expressed by authors and contributors within Freight Tracks are not necessarily those of the editor or Freight Tracks. We are unable to guarantee the bona ideas of any advertisers.

Copyright: 1435 Media London 2023