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Equality, Diversity, and Inclusion
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Equality, Diversity, and Inclusion
Recognising a growing skills shortage and a need for greater diversity in the rail industry, Amey Consulting collaborated with Sheffield Hallam University (SHU) to develop the UK’s first Rail Degree Apprenticeship, providing an accessible route into the industry for the next generation of consulting engineers.
Partnering with SHU, Amey offer a 4-year degree apprenticeship programme delivered via academic study block modules coupled with on the job, real project experience in a professional consulting environment. Successful completion of the apprenticeship leads to a BEng in Railway Engineering and IET accreditation. The introduction of this pioneering degree provides an opportunity for entry into the profession for a wider range of people and those for whom the traditional degree route is not always practical, resulting in a more diverse workforce trained in the specific skills needed to develop and maintain our railways into the future.
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Atkins Neurodiversity Network
Not all great minds think alike. Adults with neurodiverse conditions are renowned for cognitive pattern recognition, outsidethe-box thinking, attention to detail, logical and methodical thinking, focus and integrity attributes. But often those with such conditions, including autism, dyslexia and dyspraxia, go undiagnosed or choose not to disclose for fear of being judged or unable to secure employment.
Atkins has recognised that neurodiversity is an important part of the equality, diversity & inclusion (EDI) mix and is transforming their environment and working processes to level the playing field for all neurodiverse types. A programme of education, support, and open conversation is allowing existing neurodiverse staff to excel as well as breaking the barriers for future generations. Guaranteeing interviews, providing reasonable adjustments to accommodate neurodiverse candidates and offering work placements to those with hidden conditions, Atkins are leading the way in ensuring neurodiverse talent are not unintentionally excluded and that resources are being drawn from diverse pools, enabling individuals to thrive and cultivate high-performing teams.
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CPMS Diversity Ally Initiative
CPMS is truly committed to the ED&I agenda and has been very successful in its focused ED&I approach. It boasts a 49% female workforce, an 18% BAME and a 20% LGBTQ+ representation and, for the last 5 years, a 96% staff retention rate.
In February 2020, CPMS was quick to identify that some of the immediate obstacles faced during the pandemic were critical ED&I challenges. As problem-solving hinges on how employees connect to their company culture and their feelings of belonging in the organisation, CPMS broadened its ED&I work and, through its dedicated ED&I team, launched a new initiative, Diversity Ally. Diversity Ally offers a structured platform to have the conversation on the 9 protected characteristics of the Equality Act, encouraging open and honest discussion on diversity issues and focussing the mind of employees on matters relevant to business performance. Through Diversity Ally, CPMS has captured the new challenges of efficiently working amid a pandemic, safeguard social cohesion and the continuous physical and mental health of its employees. The initiative has been hugely successful, with employees commenting that it has broadened their understanding of some of the struggles faced by staff members from the BAME and LGBTQ+ Community (among others) and renewed their commitment to the CPMS’ ED&I agenda.
CPMS Diversity Ally initiative led by CPMS ED&I team encourages employees to self-reflect on their understanding and commitment to ED&I by reference to a Diversity Ally Spectrum and to take pro-active steps to promote ED&I within CPMS, thus moving up the Spectrum to the position of Super Ally (and securing the highly coveted “Super Ally” badge).
