Supporting LGBTQ+ inclusion in the railway workforce
In June 2023 over 60 representatives from the Equality, Diversity and Inclusion Charter signatory companies, from the rail industry came together to discuss LGBTQ+ inclusion. The key challenges and accompanying actions from our discussions are summarised below.
KEY CHALLENGES
ORGANISATION EMPOWERMENT BEHAVIOURS
Limited data to make evidence-led improvements
Need for more inclusive HR policies and practices
Lack of support networks and empowerment
Difficulties in reaching and engaging all employees
Lack of leadership support
Lack of senior LGBTQ+ representation
Unreported bias and microaggressions
Misplaced Pride allyship virtue signalling
Supporting our LGBTQ+ colleagues to ensure they are not discriminated for their sexuality or identity is one of the key ways we can make the sector a more inclusive place to work. The railway needs a diverse workforce to prosper internally, and externally in the communities we work within.
AREAS ORGANISATIONS NEED TO FOCUS ON
Engage employees on inclusive HR policies
Inviting open conversations with your employees and staff networks is a great way to develop flexible and inclusive ways of working. Consider how your HR policies are inclusive for areas such as adoption and gender transition.
Establishing employee networks can help your team feel confident in bringing their preferred identities to work and create hubs of empowered colleagues. If your organisation is small, consider joining industry wide groups.
Focus on substance not symbolism
Providing education courses, reviewing policies, and introducing support networks are tangible actions organisations can take. Longerterm actions involve changing the organisational culture, promoting inclusivity, and proactively addressing microaggressions.
Empower your internal network groups
Create psychological safety
Involve the leaders in your business
Building support and urgency from leadership is key to driving commitment. Executive sponsorship of I&D networks and encouraging attendance at events, will help create engagement, and contribute to change in business culture.
Giving your team confidence to report and discuss instances of bias and non-inclusive behaviour is crucial to build a more accurate picture of your employees’ lived experiences at work. Psychological safety is a core tenent of work wellbeing.
Setting up catch-all forums or inclusive EDI forums is an effective way to bridge the divide in reaching and engaging corporate/ office workers vs front-line staff. Sharing the message of EDI outside of your immediate networks will contribute to industry progression.
BECOME A SIGNATORY
Bring your entire team with you
Would you like to get involved in the EDI Charter? It’s completely free for you and your network to become a signatory and join our vibrant community of EDI rail professionals. The monthly community sessions are an exciting collaboration of like-minded individuals dedicated to driving positive change in their organisations and beyond.
SPECIAL THANKS
A special thank you to all participants who took part in the focus groups that helped to form this infographic. If you would like to get involved in future EDI research projects, please do not hesitate to contact the below email address.
Finally, a very special thanks to the PA Consulting team for hosting, planning and collaborating on the session. We are blown away by your visible commitment to EDI, supported by tangible outputs.
Every month, a different speaker or signatory has the opportunity to showcase their EDI achievements. Could your organisation be next?
