On Track with
Diversity 2012 Summary
New Cross Gate New Deal for Communities
^> & ŚĂƐ Ă ŐĞŶƵŝŶĞ ĐŽŵŵŝƚŵĞŶƚ ƚŽ ƚŚĞ ŝŵƉůĞŵĞŶƚĂƟŽŶ ŽĨ ĞƋƵĂů ŽƉƉŽƌƚƵŶŝƟĞƐ ŝŶ ƚŚĞ ƌĂŝůǁĂLJ ŝŶĚƵƐƚƌLJ͘ zĞƚ ĂŵŽŶŐƐƚ ƚƌĂŝŶ ĚƌŝǀĞƌƐ ŝŶ ƌŝƚĂŝŶ͕ ŵŽƐƚ ŽĨ ǁŚŽŵ ĂƌĞ ^> & ŵĞŵďĞƌƐ͕ ƚŚĞ ǀĂƐƚ ŵĂũŽƌŝƚLJ ĂƌĞ ǁŚŝƚĞ͕ ŵĂůĞ ĂŶĚ ŵŝĚĚůĞͲĂŐĞĚ͘ dŽ ƵŶĚĞƌƐƚĂŶĚ ĂŶĚ ŚŽƉĞĨƵůůLJ ĐŽƌƌĞĐƚ ƚŚŝƐ ůĂĐŬ ŽĨ ĚŝǀĞƌƐŝƚLJ͕ ^> & ĐŽŵŵŝƐƐŝŽŶĞĚ ĂŶ ŝŶĚĞƉĞŶĚĞŶƚ ƌĞƉŽƌƚ ĨƌŽŵ ƚŚĞ /ŶƐƟƚƵƚĞ ŽĨ ŵƉůŽLJŵĞŶƚ ZŝŐŚƚƐ͘ dŚĞ ĂŝŵƐ ŽĨ ƚŚĞ ƌĞƉŽƌƚ ĂƌĞ ƚŽ ĐŽŶƐŝĚĞƌ ƚŚĞ ĐƵƌƌĞŶƚ ƐŝƚƵĂƟŽŶ͕ ƌĞǀŝĞǁ ƚŚĞ ĚĂƚĂ ĂŶĚ ƚƌĞŶĚƐ͕ ĂŶĂůLJƐĞ ƚŚĞ ŝŶĨŽƌŵĂƟŽŶ ĂŶĚ ŵĂŬĞ ƌĞĐŽŵŵĞŶĚĂƟŽŶƐ ƌĞŐĂƌĚŝŶŐ ǁŚĂƚ ƐƚĞƉƐ ^> & ŵŝŐŚƚ ƚĂŬĞ ƚŽ ŝŶĐƌĞĂƐĞ ĚŝǀĞƌƐŝƚLJ ǁŝƚŚŝŶ ƚŚĞ ŐƌĂĚĞ ŽĨ ƚƌĂŝŶ ĚƌŝǀĞƌ ĂŶĚ ŝŶ ƚƵƌŶ ƚŽ ŝŶĐƌĞĂƐĞ ƚŚĞ ĚŝǀĞƌƐŝƚLJ ŽĨ ŝƚƐ ŵĞŵďĞƌƐŚŝƉ͘ /Ŷ ƚŚĂƚ ƌĞƉŽƌƚ ƚŚĞ ĂƵƚŚŽƌ͕ DƵƌŝĞů ZŽďŝƐŽŶ͕ ĂŶ ŝŶĚĞƉĞŶĚĞŶƚ ůĞŐĂů ƉƌŽĨĞƐƐŝŽŶĂů ǁŝƚŚ ĂŶ ĂƵƚŚŽƌŝƚĂƟǀĞ ďĂĐŬŐƌŽƵŶĚ ŝŶ ĞƋƵĂůŝƚLJ ůĂǁ͕ ŵĂŬĞƐ Ă ƐĞƌŝĞƐ ŽĨ ƌĞĐŽŵŵĞŶĚĂƟŽŶƐ͘ dŚŝƐ ŝƐ Ă ƐƵŵŵĂƌLJ ŽĨ ƚŚĂƚ ƌĞƉŽƌƚ͕ ƉƌŽǀŝĚŝŶŐ Ă ďƌŝĞĨ ŽǀĞƌǀŝĞǁ ŽĨ ǁŚĂƚ ƚŚĞ ƵŶŝŽŶ͕ ƚŚĞ
ĞŵƉůŽLJĞƌƐ ĂŶĚ ƚŚĞ ƌĞŐƵůĂƚŽƌLJ ďŽĚŝĞƐ ŵŝŐŚƚ ĚŽ ƚŽ ĞŶƐƵƌĞ ƚŚĞ ŝŶĚƵƐƚƌLJ ƌĞŵĂŝŶƐ ŽŶ ƚƌĂĐŬ ǁŝƚŚ ĚŝǀĞƌƐŝƚLJ͘
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…this is more than a detailed, probing and intelligent research document. It is a valuable tool ASLEF can use in a worthwhile campaign. It does not merely define problems: it offers solutions and it maps out what we can do to ensure that companies act positively to recruit women and ethnic minorities to the grades we represent.
DŝĐŬ tŚĞůĂŶ ^> & 'ĞŶĞƌĂů ^ĞĐƌĞƚĂƌLJ
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Executive Summary /Ŷ ƌĞǀŝĞǁŝŶŐ ƚŚĞ ĐƵƌƌĞŶƚ ƐŝƚƵĂƟŽŶ͕ ƚŚĞ ƌĞƉŽƌƚ ĨŽĐƵƐĞƐ ŽŶ ƚŚĞ ƌĞĐƌƵŝƚŵĞŶƚ ĂŶĚ ƐĞůĞĐƟŽŶ ŵĞƚŚŽĚƐ ĂŶĚ ƉƌŽĐĞĚƵƌĞƐ ƵƐĞĚ ďLJ ƚƌĂŝŶ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ͘ /ƚ ĐŽŶƐŝĚĞƌƐ ǁŚĞƚŚĞƌ ƚŚĞ ĐƵƌƌĞŶƚ ĂƉƉƌŽĂĐŚ ŽƉĞƌĂƚĞƐ ĂŐĂŝŶƐƚ ƚŚĞ ĞŵƉůŽLJŵĞŶƚ ŽĨ ǁŽŵĞŶ Žƌ ƉĞŽƉůĞ ĨƌŽŵ ďĂĐŬ ĂŶĚ ĞƚŚŶŝĐ ŵŝŶŽƌŝƚLJ ; DͿ ďĂĐŬŐƌŽƵŶĚƐ͘ Historical KŶĞ ŽďǀŝŽƵƐ ĞdžƉůĂŶĂƟŽŶ ǁŚLJ ŵŽƐƚ ƚƌĂŝŶ ĚƌŝǀĞƌƐ ĂƌĞ ǁŚŝƚĞ͕ ŵŝĚĚůĞͲĂŐĞĚ ŵĞŶ ŝƐ ŚŝƐƚŽƌŝĐĂů͘ dŚĞƌĞ ǁĂƐ ŶŽ ĞdžƉĞĐƚĂƟŽŶ͕ ƉƌŝŽƌ ƚŽ ƚŚĞ ŶĂƟŽŶĂůŝƐĂƟŽŶ ŽĨ ƌŝƟƐŚ ZĂŝůǁĂLJƐ ŝŶ ϭϵϰϴ͕ ƚŚĂƚ ǁŽŵĞŶ ǁŽƵůĚ ďĞ ĞŵƉůŽLJĞĚ ŝŶ ŵĂŶƵĂů ŝŶĚƵƐƚƌŝĞƐ͘ /ƚ ǁĂƐ ŝŶ ĨĂĐƚ ŶŽƚ ƵŶƟů ĂŌĞƌ ƚŚĞ ƉĂƐƐŝŶŐ ŽĨ ƚŚĞ ^Ğdž ŝƐĐƌŝŵŝŶĂƟŽŶ Đƚ ƚŚĂƚ ƌŝƚĂŝŶ ƐĂǁ ŝƚƐ ĮƌƐƚ ǁŽŵĂŶ ƚƌĂŝŶ ĚƌŝǀĞƌ ĂŶĚ >ŽŶĚŽŶ ŝƚƐ ĮƌƐƚ ǁŽŵĂŶ ƚƵďĞ ĚƌŝǀĞƌ͘ dŚĞ ƐƚĞƌĞŽƚLJƉŝĐĂů ŝŵĂŐĞ ŽĨ ƚŚĞ ƚƌĂŝŶ ĚƌŝǀĞƌ ĂƐ Ă ǁŚŝƚĞ ŵĂŶ ŝŶ ĚŝƌƚLJ ŽǀĞƌĂůůƐ ƌĞŵĂŝŶƐ Ăůů ƉĞƌǀĂĚŝŶŐ͘ dŚĞ ƐĞĐƚŽƌ ŝƐ ůŝǀŝŶŐ ǁŝƚŚ ƚŚĞ ůĞŐĂĐLJ ŽĨ ƚŚĂƚ ŚŝƐƚŽƌŝĐĂů ĂŶŽŵĂůLJ͘ ůƚŚŽƵŐŚ ƚŚĞ ƌĂŝů ŝŶĚƵƐƚƌLJ ďĞŶĞĮƚĞĚ ĨƌŽŵ ĂŶ ŝŶŇƵdž ŽĨ ŝŵŵŝŐƌĂŶƚƐ ŝŶ ƚŚĞ ůĂƚĞ ϭϵϱϬƐ ĂŶĚ D ƌĞƉƌĞƐĞŶƚĂƟŽŶ ĂŵŽŶŐ ƚƌĂŝŶ ĚƌŝǀĞƌƐ ŝŶĐƌĞĂƐĞĚ ĂƐ Ă ƌĞƐƵůƚ ŽĨ ƚŚĞ ϭϵϴϴ dƌĂŝŶ ƌĞǁ ŽŶĐĞƉƚ͕ ǁŚŝĐŚ ƐĂǁ ŵĂŶLJ ŵŽǀĞ ĨƌŽŵ ƚŚĞ ďĂĐŬ ŽĨ ƚŚĞ ƚƌĂŝŶ ĂƐ Ă ŐƵĂƌĚ ƚŽ ƚŚĞ ĨƌŽŶƚ ĂƐ Ă ĚƌŝǀĞƌ͕ ƚŚĞ ƌĞƉƌĞƐĞŶƚĂƟŽŶ ŽĨ D ƌĞŵĂŝŶƐ ǁŽĞĨƵůůLJ ůŽǁ͘ ƵƌƌĞŶƚůLJ ŽŶůLJ ϰ͘Ϯй ŽĨ ƚƌĂŝŶ ĚƌŝǀĞƌƐ ĂƌĞ ǁŽŵĞŶ ĂŶĚ ŽŶůLJ ϰ͘ϵй ĂƌĞ ĨƌŽŵ D ĐŽŵŵƵŶŝƟĞƐ͘ DĂŶLJ ƚƌĂŝŶ ĂŶĚ ĨƌĞŝŐŚƚ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ĞŵƉůŽLJ ŶŽ ǁŽŵĞŶ Žƌ D ƉĞŽƉůĞ Ăƚ Ăůů͘ KƚŚĞƌƐ ŚĂǀĞ Ă ŵƵĐŚ ďĞƩĞƌ ƌĞĐŽƌĚ͕ ǁŝƚŚ ƐŽŵĞ ĐŽŵƉĂŶŝĞƐ ŽƉĞƌĂƟŶŐ ŝŶ ƚŚĞ ƐŽƵƚŚ ǁŝƚŚ ϭϬй ĨĞŵĂůĞ ĂŶĚ ϮϬй D͘ Why so few? tĞ ůŽŽŬĞĚ Ăƚ ǁŚLJ ƐŽ ĨĞǁ ǁŽŵĞŶ ĂŶĚ D ǁŽƌŬ ĂƐ ƚƌĂŝŶ ĚƌŝǀĞƌƐ ǁŚĞŶ ƚŚĞ ƉƌŽƉŽƌƟŽŶ ŽĨ ǁŽŵĞŶ ĂŶĚ D ŵĞŵďĞƌƐ ŝƐ ŝŶĐƌĞĂƐŝŶŐ ŝŶ ŵŽƐƚ ŽƚŚĞƌ ǁŚŝƚĞ͕ ŵĂůĞ ĚŽŵŝŶĂƚĞĚ ŝŶĚƵƐƚƌŝĞƐ͘ tŚŝůĞ ĐŽŶƐŝĚĞƌĂƟŽŶ ǁĂƐ ŐŝǀĞŶ ƚŽ ƚŚĞ ƌĞĐƌƵŝƚŵĞŶƚ ƉƌŽĐĞƐƐ ĨŽƌ ƚƌĂŝŶ ĚƌŝǀĞƌƐ͕ ŝƚ ŝƐ ĐůĞĂƌ ƚŚĂƚ ƚŚĞ ƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ ĐĂŶŶŽƚ ďĞ ĞdžƉůĂŝŶĞĚ ƚŽ ĂŶLJ ƐŝŐŶŝĮĐĂŶƚ ĞdžƚĞŶƚ ďLJ ŇĂǁƐ ŝŶ ƚŚĂƚ ƉƌŽĐĞƐƐ͘ ůƚŚŽƵŐŚ ĐŽŶĐĞƌŶƐ ŚĂǀĞ ďĞĞŶ ĞdžƉƌĞƐƐĞĚ ŝŶ ƉƌĞǀŝŽƵƐ ƌĞƐĞĂƌĐŚ ĂďŽƵƚ ĂƐƉĞĐƚƐ ŽĨ ƚŚĞ ƚĞƐƚƐ ƵŶĚĞƌƚĂŬĞŶ Ăƚ ĂƐƐĞƐƐŵĞŶƚ ĐĞŶƚƌĞƐ ĂŶĚ ƚŚĞ ĞdžƚĞŶƚ ƚŽ ǁŚŝĐŚ ƚŚĞƐĞ ŵŝŐŚƚ ŝŶĂƉƉƌŽƉƌŝĂƚĞůLJ ĚŝƐĂĚǀĂŶƚĂŐĞ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ĚŝƐƉƌŽƉŽƌƟŽŶĂƚĞůLJ͕ ƐƵĐŚ ĐŽŶĐĞƌŶƐ ĂƌĞ ďĞŝŶŐ ĂĚĚƌĞƐƐĞĚ ƚŚƌŽƵŐŚ ƚŚĞ ZĂŝů ^ĂĨĞƚLJ ĂŶĚ ^ƚĂŶĚĂƌĚƐ ŽĂƌĚ ;Z^^ Ϳ ƌŝǀĞƌ ^ĞůĞĐƟŽŶ 'ŽǀĞƌŶĂŶĐĞ 'ƌŽƵƉ ǁŚŝĐŚ ŝƐ ŵŽŶŝƚŽƌŝŶŐ ƚŚĞ ƐŝƚƵĂƟŽŶ͘ EŽƌ ĐĂŶ ĂŶLJ ŇĂǁƐ Žƌ ĚŝƐĐƌŝŵŝŶĂƟŽŶ Ăƚ ƚŚĞ ƐƚĂŐĞ ŽĨ ƚŚĞ ŝŶƚĞƌǀŝĞǁ ĞdžƉůĂŝŶ ƚŚĞ ĞdžƚĞŶƚ ŽĨ ƚŚĞ ƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ͘ dŚĞ ŽďǀŝŽƵƐ ĞdžƉůĂŶĂƟŽŶ ŝƐ ƚŚĂƚ ǀĞƌLJ ĨĞǁ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ĂĐƚƵĂůůLJ ĂƉƉůLJ ŝŶ ƚŚĞ ĮƌƐƚ ƉůĂĐĞ͘ /ƚ ŝƐ ĞĂƐLJ ƚŚĞŶ ƚŽ ĚŝƐŵŝƐƐ ƚŚĞ ŝƐƐƵĞ ĂƐ Ă ŵĂƩĞƌ ŽĨ ĐŚŽŝĐĞ͕ ďƵƚ ƚŚĞ ƌĞĂů ŶƵď ŽĨ ƚŚĞ ƋƵĞƐƟŽŶ ŝƐ ǁŚLJ ĚŽ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ŶŽƚ ĐŚŽƐĞ ƚŽ ĂƉƉůLJ͍ tĞ ƐƵŐŐĞƐƚ ƐŽŵĞ ƚĞŶƚĂƟǀĞ ĂŶƐǁĞƌƐ ƚŽ ƚŚĂƚ ďĂƐĞĚ ŽŶ ŽƵƌ ƌĞƐĞĂƌĐŚ ĨŽƌ ƚŚŝƐ ƉƌŽũĞĐƚ͕ ǁŚŝĐŚ ŝŶĐůƵĚĞĚ Ă ƐƵƌǀĞLJ ŽĨ Ăůů ƚƌĂŝŶ ĂŶĚ ĨƌĞŝŐŚƚ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ĂŶĚ ŝŶƚĞƌǀŝĞǁƐ ǁŝƚŚ Ă ŶƵŵďĞƌ ŽĨ ĐŽŵƉĂŶŝĞƐ͘ /ƚ ŝƐ ĐůĞĂƌ ƚŚĂƚ ǁŽŵĞŶ ĂƌĞ ŶŽƚ ĂƩƌĂĐƚĞĚ ƚŽ ƚŚĞ ƌĂŝů ƐĞĐƚŽƌ͘ tŚLJ͍ tĞ ďĞůŝĞǀĞ ŝƚ ŝƐ ĚƵĞ ƚŽ ƚŚĞ ƚƌĂĚŝƟŽŶĂů ŝŵĂŐĞ ŽĨ ƚŚĞ ƚƌĂŝŶ ĚƌŝǀĞƌ͕ ĂŶ ŝŵĂŐĞ ƌĞŝŶĨŽƌĐĞĚ ĨƌŽŵ ĐŚŝůĚŚŽŽĚ͘ tŽŵĞŶ ĂƌĞ ƉƵƚ Žī ďLJ ƚŚĞ ĨĂĐƚ ƚŚĂƚ ƚŚĞ ŵĂũŽƌŝƚLJ ŽĨ ƚŚĞŝƌ ǁŽƌŬ ĐŽůůĞĂŐƵĞƐ ǁŝůů ďĞ ŵĞŶ͘ ŶĚ ǁŚŝůĞ ŝƚ ŝƐ ŝŶĞǀŝƚĂďůLJ ƚƌƵĞ ƚŚĂƚ ǁŽŵĞŶ ƚƌĂŝŶ ĚƌŝǀĞƌƐ ǁŝůů ǁŽƌŬ ĂůŽŶŐƐŝĚĞ ĨĞǁ ĨĞŵĂůĞ ĐŽůůĞĂŐƵĞƐ͕ ƚŚŝƐ ŵĞĂŶƐ ƚŚĂƚ ƚŚĞ ƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ ŽĨ ǁŽŵĞŶ ŝƐ ŽĨ ĐŽƵƌƐĞ ƐĞůĨͲƉĞƌƉĞƚƵĂƟŶŐ͘ tŽŵĞŶ ĂƌĞ ĂůƐŽ ƉƵƚ Žī ďLJ ƚŚĞ ŝŵĂŐĞ ŽĨ ƚŚĞ ƌŽůĞ ĂƐ Ă ĚŝƌƚLJ͕ ƉŚLJƐŝĐĂů ŵĞĐŚĂŶŝĐĂů ũŽď͘ ,ŽǁĞǀĞƌ͕ ƚŚĂƚ ƚƌĂĚŝƟŽŶĂů ŝŵĂŐĞ ŽĨ ƚŚĞ ƚƌĂŝŶ ĚƌŝǀŝŶŐ ƌŽůĞ ŶŽ ůŽŶŐĞƌ ŚŽůĚƐ ƚƌƵĞ͘ tŚŝůĞ ƚŚĞ ũŽď ŽĨ Ă ƚƌĂŝŶ ĚƌŝǀĞƌ ŝƐ ƐƟůů Ă ƚĞĐŚŶŝĐĂů ŽŶĞ͕ ŝƚ ŝƐ ŶŽ ůŽŶŐĞƌ ƚŚĞ ŐƌŝŵLJ͕ ƉŚLJƐŝĐĂů ũŽďƐ ŝƚ ŽŶĐĞ ǁĂƐ͘ KŶĞ ƉĂƌƟĐƵůĂƌ ŝƐƐƵĞ ǁŚŝĐŚ ǁĂƐ ŚŝŐŚůŝŐŚƚĞĚ ďLJ ƚŚĞ ƌĞƐĞĂƌĐŚ ŝƐ ƚŚĞ ůŝŵŝƚĞĚ ĂǀĂŝůĂďŝůŝƚLJ ŽĨ ƉĂƌƚͲƟŵĞ ǁŽƌŬ͘ ,ŝƐƚŽƌŝĐĂůůLJ ^> & ŚĂƐ ŶŽƚ ƐĂŶĐƟŽŶĞĚ ƉĂƌƚ ƟŵĞ ǁŽƌŬŝŶŐ ďĞĐĂƵƐĞ ŽĨ Ă ĐŽŶĐĞƌŶ ƚŚĂƚ ƚŚŝƐ ǁŽƵůĚ ďĞ ŵŝƐƵƐĞĚ ďLJ ĞŵƉůŽLJĞƌƐ ĂŶĚ ŚĂǀĞ Ă ŶĞŐĂƟǀĞ ŝŵƉĂĐƚ ŽŶ ƚŚĞ ƚĞƌŵƐ ĂŶĚ ĐŽŶĚŝƟŽŶƐ ŽĨ ŝƚƐ ŵĞŵďĞƌƐ͘ ,ŽǁĞǀĞƌ ƌĞƐĞĂƌĐŚ ĨƌŽŵ ĂůŵŽƐƚ ĞǀĞƌLJ ŽƚŚĞƌ ƐĞĐƚŽƌ ŝŶĚŝĐĂƚĞƐ ƚŚĂƚ Ă ƌĞƋƵŝƌĞŵĞŶƚ ƚŽ ǁŽƌŬ ĨƵůůͲƟŵĞ ĂĐƚƐ ĂƐ Ă ĚĞƚĞƌƌĞŶƚ ƚŽ ĨĞŵĂůĞ ĂƉƉůŝĐĂŶƚƐ͘ Ƶƚ ƉĂƌƚ ƟŵĞ ǁŽƌŬŝŶŐ ŵĞĂŶƐ ĚŝīĞƌĞŶƚ ƚŚŝŶŐƐ ƚŽ ĚŝīĞƌĞŶƚ ƉĞŽƉůĞ͘ tĞ ďĞůŝĞǀĞ ƚŚŝƐ ƌĞƉŽƌƚ ŝĚĞŶƟĮĞƐ ǁĂLJƐ ŝŶ
// On Track with Diversity 2012
ǁŚŝĐŚ ƐƉĞĐŝĮĐ ƉĂƩĞƌŶƐ ŽĨ ƉĂƌƚ ƟŵĞ ǁŽƌŬŝŶŐ ĐĂŶ ďĞ ŶĞŐŽƟĂƚĞĚ ǁŚŝĐŚ ĚŽ ŶŽƚ ƵŶĚĞƌŵŝŶĞ ĞƐƚĂďůŝƐŚŵĞŶƚ ĮŐƵƌĞƐ ĂŶĚ ǁŚŝĐŚ ĐŽƵůĚ ǁŽƌŬ͘ DŽƌĞŽǀĞƌ͕ ůĞŐŝƐůĂƟŽŶ ŶŽ ůŽŶŐĞƌ ĂůůŽǁƐ ƉĂƌƚ ƟŵĞ ǁŽƌŬĞƌƐ ƚŽ ďĞ ĞŵƉůŽLJĞĚ ŽŶ ŝŶĨĞƌŝŽƌ ĐŽŶĚŝƟŽŶƐ ƚŽ ƚŚŽƐĞ ŝŶ ĨƵůů ƟŵĞ ĞŵƉůŽLJŵĞŶƚ͘ ůĞĂƌůLJ͕ ƚŚĞ ůĂĐŬ ŽĨ ƉĂƌƚͲƟŵĞ ǁŽƌŬ ĚŽĞƐ ŶŽƚ ĞdžƉůĂŝŶ ƚŚĞ ĨĂĐƚ ƚŚĂƚ ĚŝƐƉƌŽƉŽƌƟŽŶĂƚĞůLJ ĨĞǁ D ŵĞŶ ĂƉƉůLJ ĨŽƌ ƚƌĂŝŶ ĚƌŝǀŝŶŐ ũŽďƐ͘ Ƶƚ ĂŐĂŝŶ͕ ŝŵĂŐĞ ŝƐ ŝŵƉŽƌƚĂŶƚ͘ dŚĞ ĐƵƌƌĞŶƚ ŝŵĂŐĞ ŽĨ ƚŚĞ ƚƌĂŝŶ ĚƌŝǀĞƌ ŝƐ ŽĨ Ă ǁŚŝƚĞ ŵĂŶ ƐŽ ƚŚĞƌĞ ŝƐ ĂŶ ĂďƐĞŶĐĞ ŽĨ ƌŽůĞ ŵŽĚĞůƐ ŝŶ ŵĂŶLJ ŽĨ ƚŚĞ ƚƌĂŝŶ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ƚŽ ŝŶĚŝĐĂƚĞ ƚŚĂƚ D ƉĞŽƉůĞ ǁŝůů ďĞ ǁĞůĐŽŵĞ͘ &ƵƌƚŚĞƌ͕ ƚŚĞƌĞ ǁĞƌĞ ŝŶĚŝĐĂƟŽŶƐ ĨƌŽŵ ŽƵƌ ƌĞƐĞĂƌĐŚ ƚŚĂƚ ĨŽƌ ĐƵůƚƵƌĂů ƌĞĂƐŽŶƐ ƚŚĞ ƚƌĂŝŶ ĚƌŝǀŝŶŐ ƌŽůĞ ŝƐ ŶŽƚ ŽŶĞ ǁŚŝĐŚ ƉĂƌĞŶƚƐ ĨƌŽŵ ĐĞƌƚĂŝŶ D ĐŽŵŵƵŶŝƟĞƐ ǁŽƵůĚ ĞŶĐŽƵƌĂŐĞ ƚŚĞŝƌ ĐŚŝůĚƌĞŶ ƚŽ ĂƐƉŝƌĞ ƚŽ͕ ĂƐ ŝƚ ŝƐ ƉĞƌĐĞŝǀĞĚ ƚŽ ŚĂǀĞ Ă ůŽǁůLJ ƐƚĂƚƵƐ͘ dŚĂƚ ŽĨ ĐŽƵƌƐĞ ŝƐ ŝŶ ĐŽŶƚƌĂƐƚ ǁŝƚŚ ƚŚĞ ǁĞůůͲƉĂŝĚ͕ ƉƌŽĨĞƐƐŝŽŶĂů ĂŶĚ ƚĞĐŚŶŝĐĂů ũŽď ǁŚŝĐŚ ŝƚ ŚĂƐ ŶŽǁ ďĞĐŽŵĞ͘ Equality Act dŚĞ ƋƵĂůŝƚLJ Đƚ ϮϬϭϬ ŶŽƚ ŽŶůLJ ďĂŶƐ ĚŝƐĐƌŝŵŝŶĂƟŽŶ ďĞĐĂƵƐĞ ŽĨ ƐĞdž Žƌ ƌĂĐĞ͕ ďƵƚ ŝƚ ĂůƐŽ ŵĂŬĞƐ ŐƌĞĂƚĞƌ ƉƌŽǀŝƐŝŽŶ ƚŚĂŶ ďĞĨŽƌĞ ƚŽ ƵŶĚĞƌƚĂŬĞ ƉŽƐŝƟǀĞ ĂĐƟŽŶ ŝŶŝƟĂƟǀĞƐ ŝŶ ŽƌĚĞƌ ƚŽ ĂĚĚƌĞƐƐ ƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ͘ ŽŵƉĂŶŝĞƐ ĂƌĞ ƉĞƌŵŝƩĞĚ ;ĂůƚŚŽƵŐŚ ŶŽƚ ŽďůŝŐĞĚͿ ƚŽ ƚĂƌŐĞƚ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ŝŶ ƉĂƌƟĐƵůĂƌ ďLJ ƚĂŬŝŶŐ ƐƉĞĐŝĂů ŵĞĂƐƵƌĞƐ ƐƵĐŚ ĂƐ ĞŶĐŽƵƌĂŐŝŶŐ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ƚŽ ĂƉƉůLJ ĨŽƌ ũŽďƐ͕ ƐƚĂŐŝŶŐ ĞǀĞŶƚƐ ĂŶĚ ƚƌĂŝŶŝŶŐ ĐŽƵƌƐĞƐ ǁŚŝĐŚ ĨŽĐƵƐ ŽŶ ƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĞĚ ŐƌŽƵƉƐ͘ &ƵƌƚŚĞƌ͕ ƚŚĞ ƋƵĂůŝƚLJ Đƚ ϮϬϭϬ ŝŵƉůĞŵĞŶƚƐ ƚŚĞ WƵďůŝĐ ^ĞĐƚŽƌ ƋƵĂůŝƚLJ ƵƚLJ ǁŚŝĐŚ ŽďůŝŐĞƐ ƚŚŽƐĞ ŽƌŐĂŶŝƐĂƟŽŶƐ ǁŚŽ ĐĂƌƌLJ ŽƵƚ ƉƵďůŝĐ ĨƵŶĐƟŽŶƐ͕ ƐƵĐŚ ĂƐ ƚƌĂŝŶ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ŝŶ ƚŚĞ ƉƵďůŝĐ ƐĞĐƚŽƌ͕ ŐŽǀĞƌŶŵĞŶƚ ƌĞŐƵůĂƚŽƌƐ ĂŶĚ ŐŽǀĞƌŶŵĞŶƚ ĚĞƉĂƌƚŵĞŶƚƐ ǁŚŝĐŚ ŝƐƐƵĞƐ ĨƌĂŶĐŚŝƐĞƐ͕ ƚŽ ŐŝǀĞ ƐĞƌŝŽƵƐ ĐŽŶƐŝĚĞƌĂƟŽŶ ƚŽ ǁŚĂƚ ƐƚĞƉƐ ƚŚĞLJ ĐĂŶ ƚĂŬĞ ƚŽ ĂĚǀĂŶĐĞ ĞƋƵĂůŝƚLJ ŽĨ ŽƉƉŽƌƚƵŶŝƚLJ͕ ǁŚŝĐŚ ŝŶĐůƵĚĞƐ ƉŽƐŝƟǀĞ ĂĐƟŽŶ ŵĞĂƐƵƌĞƐ ƚŽ ĂĚĚƌĞƐƐ ƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ͘ dŚĞƌĞ ĂƌĞ Ă ŶƵŵďĞƌ ŽĨ ƚƌĂŝŶ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ǁŚŝĐŚ ŚĂǀĞ ƚĂŬĞŶ ĂĚǀĂŶƚĂŐĞ ŽĨ ƉŽƐŝƟǀĞ ĂĐƟŽŶ ŝŶŝƟĂƟǀĞƐ ƚŽ ƚƌLJ ƚŽ ĞŶĐŽƵƌĂŐĞ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ƚŽ ĂƉƉůLJ͘ dŚĞƐĞ ŝŶŝƟĂƟǀĞƐ ŚĂǀĞ ŝŶĐůƵĚĞĚ ĂĚǀĞƌƚƐ ǁŚŝĐŚ ĂƌĞ ĚĞƐŝŐŶĞĚ ƚŽ ƉƌĞƐĞŶƚ ĐŽŵƉĂŶŝĞƐ ĂƐ ŝŶĐůƵƐŝǀĞ ĂŶĚ ǁĞůĐŽŵŝŶŐ͖ ĂĚǀĞƌƚƐ ƚĂƌŐĞƚĞĚ ƐƉĞĐŝĮĐĂůůLJ Ăƚ ǁŽŵĞŶ ĂŶĚ ƉůĂĐĞĚ ǁŚĞƌĞ ǁŽŵĞŶ ĂƌĞ ůŝŬĞůLJ ƚŽ ƌĞĂĚ ƚŚĞŵ͖ ĞǀĞŶƚƐ ĂŶĚ ŽƉĞŶ ĚĂLJƐ ƚŽ ĞŶĐŽƵƌĂŐĞ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ƚŽ ĂƉƉůLJ͖ ĞŶƐƵƌŝŶŐ ƚŚĂƚ ŝŶƚĞƌǀŝĞǁ ƉĂŶĞůƐ ĂƌĞ ƚƌĂŝŶĞĚ ŝŶ ƉƌĞǀĞŶƟŶŐ ďŝĂƐ ĂŶĚ ŝŶƚĞƌŶĂů ƌĞĐƌƵŝƚŵĞŶƚ ƐƚƌĂƚĞŐŝĞƐ ǁŚŝĐŚ ŵĞĂŶƐ ƌĞĐƌƵŝƟŶŐ ĨƌŽŵ Ă ŵŽƌĞ ĚŝǀĞƌƐĞ ƉŽŽů͘ 'ŝǀĞŶ ƚŚĂƚ ďĂĐŬŐƌŽƵŶĚ͕ ǁĞ ŐĂǀĞ ƐŽŵĞ ĐŽŶƐŝĚĞƌĂƟŽŶ ƚŽ ǁŚĂƚ ƐƚĞƉƐ ^> & ĂƐ Ă ƵŶŝŽŶ ĐŽƵůĚ ƚŽ ƚĂŬĞ ƚŽ ƚƌLJ ƚŽ ŝŶĐƌĞĂƐĞ ĚŝǀĞƌƐŝƚLJ ĂŵŽŶŐƐƚ ƚƌĂŝŶ ĚƌŝǀĞƌƐ͘ ůĞĂƌůLJ͕ ƚŚĞ ďƵĐŬ ƐƚŽƉƐ ǁŝƚŚ ƚŚĞ ƚƌĂŝŶ ĂŶĚ ĨƌĞŝŐŚƚ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ƚŚĞŵƐĞůǀĞƐ ǁŚŽ ĂƌĞ ƌĞƐƉŽŶƐŝďůĞ ĨŽƌ ƌĞĐƌƵŝƚŵĞŶƚ͘ ,ŽǁĞǀĞƌ͕ ƚŚĞƌĞ ĂƌĞ Ă ŶƵŵďĞƌ ŽĨ ŝŶŝƟĂƟǀĞƐ ǁŚŝĐŚ ^> & ĐĂŶ ĐŽŶƐŝĚĞƌ͕ ƐƵĐŚ ĂƐ ƌĂŝƐŝŶŐ ĂǁĂƌĞŶĞƐƐ ŽĨ ƚŚĞ ŝŵƉŽƌƚĂŶĐĞ ŽĨ ĞƋƵĂůŝƚLJ ĂŶĚ ĚŝǀĞƌƐŝƚLJ ŝƐƐƵĞƐ ĂŵŽŶŐ ƐƚĂī ĂŶĚ ŵĞŵďĞƌƐŚŝƉ͕ ĞŶĐŽƵƌĂŐŝŶŐ ŵŽƌĞ ǁŽŵĞŶ ĂŶĚ D ŵĞŵďĞƌƐ ƚŽ ďĞ ĂĐƟǀĞ ǁŝƚŚŝŶ ƚŚĞ ƵŶŝŽŶ ĂŶĚ ĐŽŶƐŝĚĞƌŝŶŐ ǁŚĞƚŚĞƌ ^> & ĐŽƵůĚ ƐƵƉƉŽƌƚ Ă ůŝŵŝƚĞĚ ĨŽƌŵ ŽĨ ƉĂƌƚͲƟŵĞ ǁŽƌŬŝŶŐ͘ tĞ ŚĂǀĞ ƌĞĐŽŵŵĞŶĚĞĚ ƚŽŽ ƚŚĂƚ ^> & ǁŽƌŬ ŝŶ ƉĂƌƚŶĞƌƐŚŝƉ ǁŝƚŚ ƚŚĞ ƚƌĂŝŶ ĂŶĚ ĨƌĞŝŐŚƚ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ ƚŽ ƐƵƉƉŽƌƚ ĂŶLJ ƉŽƐŝƟǀĞ ĂĐƟŽŶ ŝŶŝƟĂƟǀĞƐ ǁŚŝĐŚ ƚŚĞLJ ŵĂLJ ďĞ ĞŶĐŽƵƌĂŐĞĚ ƚŽ ŝŵƉůĞŵĞŶƚ͘ ŽŶƐŝĚĞƌĂƟŽŶ ĐĂŶ ĂůƐŽ ďĞ ŐŝǀĞŶ ƚŽ ǁŚĞƚŚĞƌ ƚŚŽƐĞ ŐŽǀĞƌŶŵĞŶƚĂů ĂŶĚ ƋƵĂƐŝͲŐŽǀĞƌŶŵĞŶƚĂů ŽƌŐĂŶŝƐĂƟŽŶƐ ŽƉĞƌĂƟŶŐ ŝŶ ƚŚĞ ƌĂŝů ŝŶĚƵƐƚƌLJ ĐĂŶ ďĞ ĐĂůůĞĚ ƚŽ ĂĐĐŽƵŶƚ ĨŽƌ ƚŚĞ ƐƚĞƉƐ ƚŚĞLJ ŚĂǀĞ ŝŵƉůĞŵĞŶƚĞĚ ƚŽ ĐŽŵƉůLJ ǁŝƚŚ ƚŚĞ WƵďůŝĐ ^ĞĐƚŽƌ ƋƵĂůŝƚLJ ƵƚLJ͘ Monitor and Assess KǀĞƌ ƚŚĞ ĐŽŵŝŶŐ ŵŽŶƚŚƐ͕ ǁĞ ǁŝůů ĐŽŶƟŶƵĞ ƚŽ ǁŽƌŬ ǁŝƚŚ ^> & ƚŽ ŵŽŶŝƚŽƌ ĂŶĚ ĂƐƐĞƐƐ ƚŚĞ ĞdžƚĞŶƚ ƚŽ ǁŚŝĐŚ ŽƵƌ ƌĞĐŽŵŵĞŶĚĂƟŽŶƐ ŚĂǀĞ ďĞĞŶ ŝŵƉůĞŵĞŶƚĞĚ ĂŶĚ ƚŽ ĐƌŝƟĐĂůůLJ ĞdžĂŵŝŶĞ ǁŚĂƚ ĨƵƌƚŚĞƌ ĂĐƟŽŶ ĐĂŶ ďĞ ƚĂŬĞŶ ƚŽ ĞŶƐƵƌĞ ƚŚĞ ŝŶĚƵƐƚƌLJ ƌĞŵĂŝŶƐ ŽŶ ƚƌĂĐŬ ǁŝƚŚ ĚŝǀĞƌƐŝƚLJ͘
// On Track with Diversity 2012
Summary of recommendations for union action: 1
To promote the importance of diversity and equality among staff and representatives
2
To show leadership in order to gain support for equality initiatives
3
To encourage more women and BEM members to be active within the union
4
To raise awareness of the importance of equality and diversity among the membership generally
5
To undertake an awareness raising campaign to challenge the stereotype of the train driver and to educate the public about the modern train driver role
6
To consider putting equality and diversity issues at the heart of the union’s negotiating agenda
7
To consider revising the unions Charter to promote the value of part-time and job-share working arrangements and family friendly working conditions
8
To look into whether training for the role of train driver could be undertaken on a part-time basis
9
To support any positive action initiatives initiated by the train and freight operating companies
10
To encourage the introduction and implementation of positive action initiatives by train and freight operating companies
11
To work in partnership with train and freight operating companies to promote an increase in the numbers of women and BEM train drivers recruited
12
To call for the commission of research by ATOC and/or RSSB on the potential for bias in the recruitment process overall
13
To encourage train and freight operating companies to drop the mechanical comprehension test from their suite of competencies tested at assessment centres
14
To support the work of the DSSG in validity testing the current assessment centre tests and to support research identifying the extent to which the current assessment centre tests are an accurate and valid predictor of performance
15
To give consideration to whether the train and freight operating companies should use the provisions of the Equality Act 2010 to increase representation of women and BEM people
16
To encourage train and freight operating companies to instigate and maintain effective monitoring of the diversity of recruits
17
To encourage those train operating companies in public ownership to demonstrate fulfilment of their obligations under the Public Sector Equality Duty
18
To encourage governmental and quasi governmental organisations involved in the regulation of the rail industry to demonstrate fulfilment of their obligations under the Public Sector Equality Duty and to use their powers to force train and freight operating companies to address under-representation
19
To consider whether legal action should be taken to force train operating companies or governmental organisations to comply with the requirements of the Public Sector Equality Duty
20
To encourage train operating companies to sign up for the voluntary gender equality reporting initiative.
DĂLJ ϮϬϭϮ WƵďůŝƐŚĞĚ ďLJ ^> & ĂŶĚ ƚŚĞ /ŶƐƟƚƵƚĞ ŽĨ ŵƉůŽLJŵĞŶƚ ZŝŐŚƚƐ ĞƐŝŐŶ ĂŶĚ ƉƌŝŶƚ ďLJ hƉƐƚƌĞĂŵ ;dhͿ ǁǁǁ͘ƵƉƐƚƌĞĂŵ͘ĐŽŽƉ
ASLEF, 75-77 St John Street, Clerkenwell, London EC1M 4NN
www.aslef.org.uk
IER, 4th Floor Jack Jones House, 1 Islington, Liverpool L3 8EG www.ier.org.uk