RailStaff September/October 2020 by Rail Media

SEPT/OCT 2020 | ISSUE 269

+ G N I G N A H THE C Y A W L I A R E H T FACES OF

(PAGE 16)

MOVEMENT M IS C A R IT L AN THE GLOBA O MAKE T S T P M E T T HT A HAS BROUG STRY MORE U D IN Y A W H RAIL THE BRITIS POTLIGHT S E H T O T ATIVE IN REPRESENT

RAILSTAFF.CO.UK

Find your next rail career. www.railwaypeople.com

PLUS NEWS EQUALITY, DIVERSITY & INCLUSION PEOPLE INTERVIEWS HEALTH & SAFETY FEATURES TRAINING COMPANY FOCUS CAREERS

Are your windscreen wipers the best in their class? If they are that’s great, if they aren’t then contact PSV Wipers by email sales@psvwipers.com or by phone 01905 350500

PSV Wipers have everything you need to improve your wipers from wash jets, wiper blades and wiper arms to full replacement electric motor assemblies including pneumatic to electric conversions. As the UK’s leading supplier of Rail stainless steel wiper blades, from traditional 460mm (18”) Rail Flat Blades to 1200mm Rail Bridged Blades PSV have consistently improved performance and minimised unscheduled maintenance for depots. Why not discover the beneﬁts PSV Wipers equipment can bring to your ﬂeet, by contacting our Rail Specialist Paul Curry today. PSV Wipers Ltd., 18 Kempton Road, Keytec 7 Business Park, Pershore, Worcestershire. WR10 2TA.

CONTENTS SEPTEMBER/OCTOBER 2020 | ISSUE 269

THE HIDDEN DISABILITY SUNFLOWER SCHEME | 20

At a time when people have to wear facemasks on trains and in stations, what about those who can’t wear them for medical reasons?

PRIDE DURING A PANDEMIC | 24

With the annual Pride festivals cancelled in 2020 due to the covid-19 crisis, how did the LGBT+ community keep its momentum going?

TASKED TO IMPROVE | 28

When Network Rail was served with a safety improvement notice by the regulator, it created a task force to manage its response.

DELEGATION AND RESPONSIBILITY | 32

Who is accountable when something happens on the railway? And who can stop work or trains until it’s safe to run?

STEAMING ON THROUGH COVID | 38

Train operators have had a hard time during COVID - open access operators even more so. But what about the heritage railways?

38 42

T H G I L T O P

36 being RORSth| at, far from theres no R E F O wed re wa EDY A COM t Rochford sho ’t safe and the ent a wasn An incid tem of work, it s y s fe a sa . system

THE ARCHAEOLOGY OF HS2 | 42

To discover the past, archaeologists often dig a trench across a historical site. However, HS2 is digging a trench from London to Birmingham!

Staff Contact us: Publisher:

Paul O’Connor

Editor:

Nigel Wordsworth

Production and design:

Adam O’Connor

Matthew Stokes

Track safety:

Colin Wheeler

Advertising:

Asif Ahmed

Craig Smith

RAILSTAFF SEPTEMBER/OCTOBER 2020

NEWS

Interesting times

Contact email addresses News: news@rail-media.com Track safety: colin@rail-media.com Pictures: pictures@rail-media.com Adverts: adverts@rail-media.com Subscriptions: manda@rail-media.com Contact details RailStaff Publications, Rail Media House, Samson Road, Coalville, Leicestershire, LE67 3FP.

From time to time, people quote an ‘old Chinese saying’ that goes: “May you live in interesting times.” It’s phrased as a curse rather than a blessing, implying that interesting times are not good ones.

Tel: 01530 816 444 Fax: 01530 810 344 Web: www.railstaff.co.uk Email: hello@rail-media.com Printed by PCP Ltd. RailStaff is published by RailStaff Publications Limited A Rail Media Publication

The odd thing is, it’s an old Chinese saying that Chinese people have never heard of. In any case, we are certainly living in interesting times today. Seven months ago, who would have believed that we would all be wearing facemasks, would cross the road to avoid getting too close to people, would (in the main) avoid pubs and restaurants and would have the cleanest hands the world has ever seen? COVID-19 is still here and is likely to remain with us for months more, at the very least. We need to cope with it, and most people have been doing a great job of that. Hospital admissions are down, deaths are down and the lockdown has started to ease. However, that very easing encouraged some into reckless behaviour. Relieved to be free of the onerous restrictions, we saw crowds on the beaches, litter covering our beauty spots, the police breaking up illegal raves and thousands dashing off to Spain for a holiday. But it was a false dawn. Infection rates went back up again, not to where they had been, but enough for some restrictions to be reintroduced. Holiday-makers would have to quarantine themselves on return or cut their holidays short, ravers and party organisers could be fined up to £10,000 and those of us who had returned to the office found themselves back working from home again. This attitude has not been helped by the difference of opinion between the medical and scientific community, which promotes wearing face coverings, keeping one’s

distance and not going anywhere that isn’t essential, and some influencers and leaders (or wannabes) who say it’s all a con, Covid isn’t as bad as flu, there is no need for facemasks and they don’t work anyway. I know which I prefer to believe. But the confusion has brought the British Transport Police onto the network in greater evidence. The rules are simple – unless excused on medial grounds, or under the age of 12, you must wear a face covering on trains and when passing through stations. The message couldn’t be clearer. Still, there are always people who think they know better, and that’s what the fines are for (now up to £200 for a first offence). The lack of clarity has its part to play. The four countries which make up the United Kingdom all have slightly different rules, introduced at different times, which hasn’t made the situation easier. But the overall message is the same – wear a mask, keep your distance, stay safe. The railway reflects the population as a whole. Vast numbers of people now work from home where they can. Those who can’t, who work on the infrastructure or on the trains, are taking special precautions and coming to terms with wearing masks and gloves and stepping away from people. Those who work in retail and hospitality in our stations have the same problems as their colleagues on the high street, with continuing uncertainty about jobs and the future. Train ridership is back to around 30 per cent of pre-COVID levels. That won’t increase much for a while, but railway planning is longterm, so what will happen in five years’ time? It will be interesting to find out. nigel@rail-media.com FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

NEWS

RAILSTAFF SEPTEMBER/OCTOBER 2020

New Tarmac contract for Freightliner Crossrail governance transfers to TfL As delivery of the Elizabeth line now moves into its complex final stages, Crossrail Ltd is working to complete the remaining infrastructure so it can fully test the railway and successfully transition the project as an operational railway to Transport for London (TfL). The programme has now reached the point when it can be handed over to TfL as the operator and maintainer of the railway. The process to handover the completed rail infrastructure is underway as Crossrail Ltd plans to start intensive operational testing, known as Trial Running, at the earliest opportunity in 2021. This marks the project’s key transition from construction to an operational railway. TfL and the Department for Transport (DfT), joint sponsors of Crossrail, have worked closely with Crossrail Ltd to agree the transition plan to move governance of the project to TfL. This ensures that decision making between Crossrail Ltd and TfL is seamless and fully aligned during the critical final phases of the programme as the operational testing is undertaken and the remaining parts of the railway are completed and transferred to TfL. This transition will simplify responsibilities, with a single Elizabeth Line Delivery Group comprised of senior members of TfL, London Underground and Crossrail Ltd, under the chairmanship of Transport Commissioner Andy Byford. Under the new arrangements, Crossrail chief executive officer, Mark Wild, will report directly to Andy Byford.

Asquith Xavier recognised by plaque

British Rail guard Asquith Xavier, who broke the colour bar at Euston station in 1966, has been recognised with a plaque in the waiting room at Platform 1 of Chatham station in Kent. A Chatham resident, Asquith Xavier was a guard with British Rail. He played a key role in ending the last vestiges of racist colour bars on BR and was part of a wider issue that saw RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

a massive change in the 1968 Race Relations Act. Asquith’s family, rail union RMT, Southeastern and Network Rail got together and decided that it would be a fitting tribute to erect a plaque at his home station of Chatham. The funding has come from Southeastern, Network Rail and the local branch of the RMT union. Asquith Xavier’s daughter Maria Xavier spoke at the unveiling, on the centenary of his birth: “This plaque has helped shed light on his achievements within British race relations and employment law. “It recognises how my father overcame adversity and prejudice in the campaign for racial equality in Britain in the 1960’s and acknowledges his legacy as part of modernday history.”

Rail freight operator Freightliner has signed a new contract with Tarmac to haul aggregate from its Tunstead site in Derbyshire as well as its West Country quarries, including deliveries from Wales, Somerset, and Herefordshire. Freightliner, a subsidiary of Genesee & Wyoming Inc. (G&W), has a collaborative, long-term relationship with Tarmac, adding the South West of England to its existing work from Tunstead in 2019. The new activity will see Freightliner running an average of 50 trains a week, delivering vital bulk materials, including aggregates and cement, on behalf of Tarmac for use in regional and national infrastructure projects.

All change at RDG Major changes in the leadership of the Rail Delivery Group (RDG) are underway as the organisation gets ready for the reforms that the Williams Review could bring to the rail industry. Chris Burchell’s term as chairman has come to an end after four years. He is replaced by Steve Montgomery, managing director of First Rail. Paul Plummer is also stepping down as chief executive. He first announced this intention in May 2019 but stayed on to see the RDG through the Williams Review – the report of which has still not been released. With these two major changes, the RDG will go through a reorganisation. Whilst continuing to be a centre for collaboration across the rail system, it will be structured to ensure the continuity of high quality services to the railway and also to act as an effective voice for key sections of its membership, such as Train Operators and Freight Operators, and the industry as a whole. Changes in RDG’s leadership are being made to reflect the move to these new structures. Jacqueline Starr will lead service delivery and be overall RDG chief executive officer and Andy Bagnall will lead advocacy & change as RDG director general.

RAILSTAFF SEPTEMBER/OCTOBER 2020

Rail franchising replaced After 24 years, the Department for Transport has ended rail franchising as the first step in bringing Britain’s fragmented network back together. Intended to create a simpler and more effective structure, the new system will take shape over the coming months. The first stage, announced on 21 September 2020, will move operators onto transitional contracts to prepare the ground for the new railway. Franchising is now replaced with more demanding Emergency Recovery Management Agreements (ERMAs). These address the continuing impact of the pandemic on the railway and deliver on a Government commitment to replace the current franchising system. These management agreements have tougher performance targets and lower management fees. The new contracts will allow an early start on key reforms, including requiring operators to co-ordinate better with each other and driving down the railways’ excessive capital costs. Management fees will now be a maximum of 1.5% of the cost base of the franchise before the pandemic began. The ERMAs are a transitional stage to the new system, the biggest change to the railways in a quarter of a century. Under current public health guidance, the intention is also for operators to run almost full service, to ensure there is space to help passengers travel safely. ERMAs pave the way for wider rail industry reform that prioritises the passenger. In 2018 Keith Williams, the chairman of Royal Mail, was asked to review the railways after a chaotic timetable change and the failure of some franchises.

Today’s announcement, which has his full support, is the prelude to a White Paper which will respond to his recommendations. The White Paper will be published when the course of the pandemic becomes clearer. The Transport Secretary, Grant Shapps, said: “The model of privatisation adopted 25 years ago has seen significant rises in passenger numbers, but this pandemic has proven that it is no longer working. “Our new deal for rail demands more for passengers. It will simplify people’s journeys, ending the uncertainty and confusion about whether you are using the right ticket or the right train company.  “It will keep the best elements of the private sector, including competition and investment, that have helped to drive growth - but deliver strategic direction, leadership and accountability. “Passengers will have reliable, safe services on a network totally built around them. It is time to get Britain back on track.” Until passenger numbers return, significant taxpayer support will still be needed, including under the transitional contracts announced today. But the reforms will enable substantial medium and longer-term savings for taxpayers.   Keith Williams, chair of the Williams Review, said: “These new agreements represent the end of the complicated franchising system, demand more from the expertise and skills of the private sector, and ensure passengers return to a more punctual and co-ordinated railway. “I am ensuring the recommendations I propose are fit for a post-Covid world, but these contracts kickstart a process of reform that will ensure our railways are entirely focused on the passenger, with a simpler, more effective system that works in their best interest.”

NEWS

Icomera acquires GoMedia Icomera, the leading provider of passenger Wi-Fi for public transport that is part of the ENGIE Solutions group, has completed the acquisition of GoMedia Services Limited. GoMedia, founded in 2015, has become the world’s leading provider of onboard infotainment for public transport. Based in London, UK, it has developed a range of customer facing digital solutions for transport operators, ranging from On-Board Entertainment with Hollywood movie content, to industry leading Passenger Information and Customer Messaging offerings. Most recently, GoMedia has been working with transport operators to deliver a number of passenger-facing COVID solutions. Icomera connects millions of users and tens of thousands of vehicles to the Internet every day around the globe. In addition to Wi-Fi for passengers, Icomera’s connectivity offering is part of the digitalisation of public transport, which is key to improving the appeal of green mobility and reducing operating and maintenance costs. The acquisition of GoMedia, through Icomera, enables ENGIE Solutions to deliver a complete and competitive end-to-end passenger information and entertainment offering to transport operators for enhanced passenger engagement, increasing passenger satisfaction.

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

PEOPLE

RAILSTAFF SEPTEMBER/OCTOBER 2020

Vital recruits 13 new rail apprentices

New BTP lead

Vital Human Resources, part of the Morson Group, has launched its latest apprenticeship programme as thirteen apprentices from Manchester and Liverpool have embarked on new careers in rail.

Dennis Murray, currently a Superintendent and Local Policing Area Commander with Northamptonshire Police, has been seconded to the British Transport Police (BTP) as Chief Superintendent to lead on trust, legitimacy and community relations.

Over 160 people applied for those 13 positions, which combine on the job training with academic learning as the apprentices work towards achieving a Level 2 NVQ in Rail Engineering Track Maintenance during the next 14 months. This latest cohort of apprentices builds on a robust training agenda within Vital Human Resources, which possesses an outstanding track record for delivering talent at all levels to the rail sector, with a number of its ex-apprentices continuing to climb the ranks today. During the first six weeks of the programme, the cohort will develop the basic skills and competencies required to build a successful career within the rail industry, combining classroom techniques with hands-on training delivered on a replica track environment at Vital’s headquarters. This first phase is delivered in partnership with Morson Training in preparation for the apprentices to embed themselves into gangs and gain first-hand experience and learning on a live railway as they are mentored alongside skilled operatives.

Neil Walker is new MD of Unipart Rail

120 Tyne and Wear Metro staff switch employer Stadler is now responsible for servicing and maintaining the old Tyne and Wear Metro fleet in Newcastle upon Tyne and has become the employer of 120 Nexus employees as it prepares the new fleet of 42 new trains that are scheduled to enter commercial operation from 2023. At the same time, Stadler has assumed responsibility for servicing and maintaining the current fleet under a contract that will last for the next 35 years. Work to look after the legacy fleet will be undertaken at the existing depot in Gosforth, dating back to the era of

steam locomotives. This will be replaced by a brand new one for the new trains, with construction work starting later in the year. The new purpose-built depot represents an investment of £70 million as part of the £362 million fleet replacement programme led by Nexus. The new depot will vastly improve the working environment and become home to a wide range of activities, including preventative and corrective maintenance, overhauls and train presentation. There will be storage for spare parts and material supplies and office space for training and support functions.

PEOPLE MOVES

The newly created role will see Dennis lead on the force’s race action plan called ‘Move the Needle.’ It sets out BTP’s commitment to tackling racism, bias and prejudice, and Dennis will help to inform its approach and build on positive relationships with passengers and rail staff. Dennis joined Northants Police in 1992 as a special constable, and has worked across many areas including crime,

intelligence and community safety. In 2004, he became a hate crimes officer, winning the David Ryan Memorial Cup for his engagement work with Muslim communities across Northamptonshire. He will begin his role at BTP on 2 November. Chief Constable Paul Crowther said: “I am absolutely delighted to welcome Chief Superintendent Dennis Murray to lead this really important work. “His experience and insight, gained through working extensively with diverse communities to ensure policing is both effective and proportionate, will be a great asset to BTP.”

Leading independent manufacturing, logistics and consultancy group Unipart has announced the appointment of Neil Walker as the managing director of its Rail and Manufacturing businesses. He joins from MTR Corporation Limited and is an accomplished leader, whose extensive career spans the rail, transport and infrastructure sectors including a technology led e-mobility start-up. With a strong focus on executing strategy, delivery and accelerating growth, Neil is passionate about exceptional customer service, innovation, partnerships and the opportunity to harness these to broaden, diversify and drive growth. He brings both extensive national and international experience in the development, management

WITH THOUSANDS OF JOB OPPORTUNITIES UPDATED DAILY, YOUR NEXT CAREER IS A FINGERTIP AWAY. #OURKINDOFRAILWAYPEOPLE

and delivery of complex and novel rail & transportation programmes. Commenting on the appointment, Unipart Group chairman and CEO John Neill said: “Neil’s appointment represents our ongoing commitments to the growth of our Rail and Manufacturing businesses. Supporting the transportation infrastructure with safe, reliable and resilient service has never been more important than it is today.”

WWW.RAILWAYPEOPLE.COM

RAILSTAFF SEPTEMBER/OCTOBER 2020

PEOPLE

New chief executive for Steve Corcoran joins Taziker Campaign for Better Transport Multi-disciplinary specialist contractor Taziker has announced the appointment of Steve Corcoran as Chief Executive Officer.

Paul Tuohy has been named as the new chief executive of the Campaign for Better Transport. He will step into the role formerly held by Darren Shirley, who has left the Campaign for Better Transport to lead the Department for Transport’s new Acceleration Unit. Paul will join the Campaign for Better Transport in November, having worked for six years transforming the former Cyclists’ Touring Club into Cycling UK, an active travel and campaigning charity supporting cycling and influencing government policy. Paul instituted the ‘Big Bike Revival’, which engaged an estimated quarter of a million people back to cycling,

in collaboration with the Department for Transport. He was also instrumental in creating the Walking and Cycling Alliance with like-minded organisations that convinced Government to commit over £2 billion towards more walking and cycling infrastructure and education programmes. Prior to Cycling UK, Paul worked with YMCA and RNIB and was the CEO of Missing People.

Frazer-Nash appoints HR head Sam Geis to the board Sam Geis, head of human resources at Frazer-Nash since 2017, is taking up the newly created role of People Director, an appointment that underpins the company’s strategy of placing its ‘People’ agenda at the very highest level of the business. Managing director Neil McDougall explained: “Since starting with us in 2017, Sam has championed dynamic change within the human resources team and the broader business. Sam has taken the lead on people activity, including the move to business partnering, developing our diversity and inclusion programme, playing a central role on engagement during the pandemic and introducing a new approach to managing our people’s performance.

Operating at board level in both public and private businesses, Steve has a distinguished career in the construction sector, including nine years as CEO of Speedy Hire plc. More recently, Steve has been advising on a number of investment opportunities in the UK and Europe. Steve joins Taziker to lead its growth strategy, as a leading provider of protective coatings, structural refurbishment and strengthening projects for the UK’s critical transport, utility, industrial and marine infrastructure. Adrian Ringrose, chairman, said: “On behalf of everyone

First apprentices for new Siemens train factory The first 12 apprentices to be employed by Siemens Mobility for its planned rail facility in Goole, East Yorkshire, have started their training at Selby College.

“People are at our core. We are the company, the way we act and the way we behave are central to our future success and wellbeing. It is why ‘We Care’ is so important to us as a value. “In elevating our ‘People’ agenda to the highest level in the business, we will make sure that we, as directors, focus on what is important for us all as employees, leading to a better future.”

DON'T MISS OUT!

at Taziker I am delighted to welcome Steve to the Group. He brings a wealth of leadership experience, commercial insight and business know-how that will benefit the business and the team enormously as we pursue our ambitious growth strategy.” Rayhan Davis of Freshstream, the majority owner of Taziker, commented: “We are very pleased to have been able to attract a CEO of Steve’s calibre and track record to lead the business. As shareholders, we are committed to growing the business strongly over the coming years, and welcome Steve as an integral part of this growth plan.”

The first of up to 700 employees who will work at the new rail facility when it opens in 2023, building new Tube trains for London’s Piccadilly line, they are undertaking a Level 3 Rail Technician Apprenticeship programme, spending their first year at the college developing core engineering knowledge and competencies. In their second year, they will spend one day a week at college and four days a week on placement at Siemens Mobility

SEE PAGE 51

traincare facilities, building up their practical skills and experience. Their third year will be split between working full-time at the Goole facility and a six-month placement at the company’s rolling stock factory in Vienna, Austria. This will enable expert knowledge transfer from colleagues in a well-established, global manufacturing operation. The 12 apprentices were chosen from over 200 applications, with the majority of the applicants coming from East Yorkshire and Lincolnshire. They join Selby College two months after construction work began at the nearby Goole site in July 2020, following a visit from Prime Minister Boris Johnson. SUPPORTED BY

NEWS

RAILSTAFF SEPTEMBER/OCTOBER 2020

Safer Travel Pledge The British Transport Police is working with four train companies, Great Northern, Southeastern, Southern and Thameslink, as part of a new pilot in London to further encourage people to wear face coverings. Supporting the industry’s Safer Travel Pledge, the pilot will involve a member of railway staff and a BTP officer patrolling stations and trains together to remind people about government rules about wearing a face covering.

RMT calls for support for open-access operators

Total Rail Solutions transfers to Newbury Total Rail Solutions (TRS) has relocated to new premises at Greenham, near Newbury, served by the M4 and located perfectly for works along the Great Western main line corridor. The company is known, historically, as a road-rail plant provider, with upwards of a hundred machines; now, though, it’s becoming increasingly visible for its contracting services and labour provision, with a workforce exceeding 300 in total. TRS changed hands in 2018 and, under new management, has undergone a reprofiling from a successful ‘family business’ to something sitting very comfortably within the professionalised rail market. There’s been a determined effort to heighten brand

awareness and introduce systems that deliver management and operational improvements. The hiatus of lockdown was used as an opportunity to relocate to the new premises. A few years ago, the route’s electrification programme proved transformational for the company and it continues to build on the financial and reputational benefits that brought. The main building accommodates core operations and administrative staff whilst a nearby yard and workshop is home to the engineering team. The site offers improved logistics over TRS’ previous base at Basingstoke. “It’s a really good showcase for the business,” asserts Paul Bateman, the firm’s chief executive officer. “We plan on hosting a number of client engagement events here when circumstances allow.”

Rail trade union RMT has called on the government to provide a financial support package for open-access operators Grand Central and Hull Trains, to avoid proposed job cuts. Whereas the franchised train companies have received financial support to keep trains running during the Covid-19 pandemic, the open-access operators have received none. Now, both companies are now in a difficult position and are proposing job cuts. RMT general secretary Mick Cash is demanding urgent Government intervention to support the open-access sector and to protect all jobs at Grand Central and Hull Trains. He said: “Months ago, RMT warned the Government that the openaccess rail operators were in need of emergency funding, yet they have received no Government support throughout the pandemic. “Passenger numbers across the railway remain far below pre-Covid levels, and both Grand Central and Hull Trains are now proposing redundancies as a result of this loss of revenue. “I have written to the Secretary of State for Transport, Grant Shapps to demand an urgent support package for the open-access sector to enable them to remain viable and to protect all jobs and conditions. “RMT will take all steps necessary to protect the jobs and conditions of its members.” RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Network Rail acquires Brunel's 'Bristol Old Station' Network Rail has acquired ‘Bristol Old Station’, the iconic Grade I listed building, designed by Isambard Kingdom Brunel, that was Bristol’s first railway station when it opened in 1840 as the western terminus of the Great Western Railway from London Paddington. It remains one of the oldest surviving railway stations in Britain. Its acquisition from Bristol City Council allows Network Rail to bring the building back into railway ownership for the first time since rail privatisation in the mid-1990s.

The Old Station is currently home to Engine Shed, a business incubator which supports a cluster of innovative start-ups, and the Passenger Shed, an events space which hosts a wide range of events including exhibitions and weddings. Network Rail plans to maintain current commercial uses in the building, while implementing a programme to maintain and restore the Grade 1 listed facilities. Its aspirations for the buildings will complement proposals for the wider station area under the emerging Bristol Temple Quarter masterplan.

Britainâ&#x20AC;&#x2122;s Largest Specialist Transport Union

STOP

the jobs attack

on rail and station catering

Rail catering companies are unleashing a jobs assault on some of the lowest paid staff in our industry. Along with other contracted services, RMT believes that this is just an early warning of a wider jobs massacre post-COVID that is being lined up for the rail sector.

SUPPORT our catering staff SUPPORT your union

STOP the job cuts

Protecting our membersâ&#x20AC;&#x2122; interests is our priority

Join us today www.rmt.org.uk

FREEPHONE 0800 376 3706

NEWS

RAILSTAFF SEPTEMBER/OCTOBER 2020

Greater Anglia trains staff on its new trains Greater Anglia drivers, conductors, customer service and cleaning staff are now training on the company’s brand-new, longer commuter trains, which are due to start going into passenger service later this year. The new trains will run from Liverpool Street to Essex, Ipswich, Hertfordshire and Cambridgeshire, so Greater Anglia is training hundreds of staff to get ready for the launch. Drivers are working through a dedicated training programme, which incorporates a mixture of classroom training, full-scale cab simulator and driving of the new trains across the Greater Anglia network as they learn about all the new systems on board needed to operate the new trains. Conductors are learning about relevant systems on board to be able to undertake their duties and support customers during their journey. They will carry out various roles on the new trains on the Wickford to Southminster, Manningtree to Harwich Town, Colchester to Ipswich, Clacton and Waltonon-the-Naze routes, and are currently being familiarised with the new trains. Customer service staff at stations are being trained in a wide variety of areas including how to use new wheelchair ramps and where the new accessible area is in the train, which comes complete with plug and USB sockets and a universal access toilet nearby. Greater Anglia’s train cleaners are receiving specific training on the cleaning of the new trains, including tasks such as topping up the screen wash while being serviced at a depot. The first of the new Bombardier trains is due to enter passenger service on the Greater Anglia network on routes via Shenfield later this year, with the roll-out expected to reach the West Anglia line in the second half of 2021.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Govia Thameslink Railway to modernise fleets Govia Thameslink Railway (GTR) is to undertake a five-year, £55 million programme to modernise the Southern, Gatwick Express and Great Northern ‘Electrostar’ fleets. The 270 trains, owned by leasing company Porterbrook, will receive a range of enhancements, from real-time passenger information screens and USB/power points to high-tech on-board operation systems. The two fleets involved are the 214 Class 377 trains that provide suburban and

commuter services on the Southern network between London, Surrey, Sussex and the south coast, and the 56 Class 387s working on Great Northern or Gatwick Express routes. Although some parts of the fleet, including the Gatwick Express Class 387s, are just five years old, most of the trains involved in this programme have been in service for between 15 and 20 years. This upgrade will bring all 270 trains up to the same level of passenger facilities and the latest ‘smart’ on-board diagnostic systems.

PORR/Aggregate Industries consortium wins HS2 modular track contract A partnership which includes PORR UK Ltd and Aggregate Industries UK has won a major contract to design and manufacture the modular track system for HS2. The deal will see the slab track segments manufactured at a new factory near Shepton Mallet in Somerset, helping to create up to 500 jobs over the life of the contract. Worth £260 million, the contract will see the PORR consortium manufacture all of the track (excluding tunnels and some specialist structures) between London and Crewe, where HS2 joins the existing west coast mainline. Using a modular construction system known as Slab Track Austria, the concrete slab track will be manufactured offsite in Somerset before being transported to site. Once installed, the rails are then fitted onto the slab track. This type of system – which is used on several high-speed railways across the world - will reduce maintenance costs and improve performance in comparison to traditional ballasted track.

A separate Track Systems contractor – due to be appointed in 2022 - will have overall responsibility for managing and coordinating the design and installation of the complex rail systems in each section of the route. This includes the installation of the slab track manufactured by the PORR consortium and the interface with signalling and overhead power supply. Other specialist contractors, yet to be appointed, will deliver the rails, switches and crossings, high voltage power supply, communications and mechanical and electrical systems.

RAILSTAFF SEPTEMBER/OCTOBER 2020

NEWS

Work on reconnecting the line to Levenmouth gets underway with and listening to local groups and organisations in the area. “The development and delivery of the project will be in discreet phases with the first visible work; removal of vegetation to enable site and geological investigation SI/GI, the start of a process which will culminate on the community once again having access to the mainline rail network. “As well as the promise of better connectivity this scale of investment to improve our transport infrastructure will help to deliver benefits to the economy. It will act as an enabler for growth, provide better access to employment and education opportunities and expanded social and leisure options for people all across the area.” As part of the Scottish Government’s rail decarbonisation agenda, the line will also be prepared for future electrification.

HydroFlex, the UK’s first hydrogenpowered train, ran on the main line today, signalling a big step forward towards the UK’s net zero targets.

Hydrogen trains take two steps closer

Developed jointly by the University of Birmingham and train owner Porterbrook, the conversion of a Class 319 all-electric train has been supported with a £750,000 grant from the Department for Transport. Its development took almost two years of work and more than £1 million of investment by both the University of Birmingham and Porterbrook. Hydrogen-powered trains use hydrogen and oxygen to produce electricity, water and heat. The ground-breaking technology behind the trains will also be available by 2023 to retrofit current in-service trains to hydrogen helping decarbonise the rail network and make rail journeys greener and more efficient. Transport Secretary Grant Shapps visited the development site to meet with leading rail

experts from the University of Birmingham’s Birmingham Centre for Railway Research and Education (BCRRE) and to see first-hand HydroFLEX on the mainline. He also announced his ambition for Tees Valley to become a trailblazing Hydrogen Transport Hub. Bringing together representatives from academia, industry and government to drive forward the UK’s plans to

The first stage of the project, which will see the reinstatement of 19 single-track-kilometres of railway and two new modern accessible stations for the east of Fife, will include vegetation clearance and site survey and geological investigations. Ahead of work starting, Network Rail has undertaken all necessary environmental and ecological surveys. Where any species have been identified, appropriate methods

of working are in place to safeguard species, roosts and habitats of value. The equipment which will be used to clear the vegetation will include chainsaws and chipping machines as well as plant and machinery. This phase of work will also include surveying, drilling boreholes, sampling ballast and extracting core samples to assess the condition of the ground under the railway. A variety of equipment including boring rigs, and drills will be used all along the line with work ongoing until early 2021. Graeme Stewart of Network Rail’s Levenmouth project team said: “Although still at a very early stage, it is fantastic to see work happening literally preparing the ground and to inform the design of the line. “We have been working on developing a range of options which will define what the project looks like and how it is delivered and, as part of this, we have been meeting

The first phase of work which will lead to the reinstatement of passenger services to Leven will begin shortly.

embrace the use of hydrogen as an alternative fuel could create hundreds of jobs while seeing the region become a global leader in the green hydrogen sector. Tees Valley is perfectly placed to reap these benefits, following the development there of the world’s largest versatile hydrogen refuelling facility made possible through Government funding.

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

NEWS

RAILSTAFF SEPTEMBER/OCTOBER 2020

NEWS IN BRIEF Public consultation on Cambridge South station

Network Rail is holding a public consultation on its plans for Cambridge South station, seeking comment on the next stage of development for the new station. Building a new station at Cambridge South will improve connectivity across Cambridgeshire and provide more sustainable travel options for patients, visitors and employees when travelling to and from the Biomedical Campus. Improving connectivity to the campus and the local area will support growth by improving access to a growing area of high-quality employment. This consultation round will focus on station facilities and station access arrangements, to make sure that the proposals that have been developed cater for future station users.

TBF creates two Covid-related memorial funds

Many of those working on the front line of the public transport industry have suffered during the Covid-19 pandemic. This has driven TBF to set up two new charitable funds, one each for the rail and bus sectors, in order to help those affected. The rail sector fund has been created in memory of Belly Mujinga, the station staff employee who sadly lost her life to the virus. Belly, a TBF member, was a frontline worker who, like so many other staff in the rail industry, sadly faced threats and abuse whilst doing her job. Belly’s story highlights the difficulties rail staff workers face on a daily basis. TBF members who find themselves in need, hardship or distress, no matter what the reason, can access the full range of benefits.

Totalkare moves to larger premises

On the back of several years of sustained growth, Totalkare has relocated to a new, purpose-built facility at Pensnett Trading Estate in Kingswinford, near Dudley. This move will enable Totalkare to optimise workflow on the shop floor and increase capacity for holding stock of mobile column lifts, in-ground and mobile brake testers, headlamp testers, smoke meters, railway lifting jacks and other future products. The move comes at a time when Totalkare is also implementing a new ERP (enterprise resource planning) system that is expected to drive a lot of internal and external efficiency improvements for the business. These developments signal the beginning of a fiveyear expansion that will see more than £750,000 invested into the business

HS2 trials solar and hydrogen-powered welfare cabins

HS2 has trialled solar and hydrogen-powered welfare cabins across its work locations run by enabling and main works civils joint ventures CSjv (Costain, Skanska) and SCSjv (Skanska Costain STRABAG) in a major step towards greener construction sites. Set to be rolled out further across the HS2 project, the EasyCabin EcoSmart ZERO product is the world’s first solar and hydrogen powered welfare unit, combining solar and hydrogen power to eliminate carbon emissions from construction sites. Data gathered from 16 of the new cabins over a 21 week period on HS2 sites in Camden, Ruislip and Uxbridge showed that 112 tonnes of carbon were saved. In comparison, a standard diesel generator running would have used 40,000 litres of diesel fuel

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Sip, Save and Recycle Network Rail is encouraging passengers to Sip, Save and Recycle as it installs 32 coffee cup recycling bins at seven of Britain’s biggest and busiest stations. Coffee loving commuters are being encouraged to recycle their cups in Britain’s biggest and busiest stations, as Network Rail rolls out the first of its new coffee cup recycling bins at King’s Cross, Leeds, London Bridge, Waterloo, Liverpool Street, Charing Cross and Cannon Street. As passenger numbers slowly increase, and with 60 per cent of station retailers now open, those travelling by train or visiting

the stations can make use of the bright orange bins to recycle any paper coffee cups purchased during their journey. Recycled cups are turned into upcycled reusable cups and other products, including tissue and packaging, reducing waste and encouraging a circular economy. Partnering with environmental charity Hubbub and working closely with waste provider, Interserve, Network Rail will be installing specially designed bins at all managed stations - including Birmingham New Street, Bristol Temple Meads, Edinburgh Waverley, Manchester Piccadilly and 11 London stations by the end of October.

RAILSTAFF SEPTEMBER/OCTOBER 2020

NEWS

Pedestrian saved by dog on railway crossing Electronic scarecrow at Longsight depot Network Rail has installed a solar-powered scarecrow that mimics the calls of a hawk to ward off birds causing delays to passengers travelling between Manchester and London Euston. Recently, large numbers of birds have been damaging the pantographs of Avanti West Coast’s Pendolino trains, as well as the overhead line equipment giving them power, at Alstom’s depot in Longsight, Manchester. Now Network Rail and the train operator have installed the new ‘electronic scarecrow’ which humanely scares the birds away while protecting them from potential electrocution.

Ridding the depot of birds means long-distance trains will stop being unexpectedly damaged, potentially taking them out of service or delayed in the depot while repairs are made. This will mean better journeys for commuters, holidaymakers and business people in future. Phil James, Network Rail’s North West route director, said: “As we start to welcome back passengers back on to North West railways, they want to know their services are reliable and on time. Birds at Alstom’s depot have become a real nuisance, but this solution is a ‘win win’, protecting both the wildlife and the trains from harm.”

Only the actions of his dog saved a pedestrian, who was wearing headphones when using a footpath level crossing in East Yorkshire, as he narrowly escaped being hit by a train. The near-miss incident happened at Snuff Mill Lane level crossing in Cottingham earlier this month, where around 80 trains per day travel at speeds of up to 70mph. The man, who did not hear the warnings or pay attention to the signs, walked through the gate, onto the crossing. The driver of the Northern train spotted the pedestrian as he approached the level crossing at around 65mph. He said: “I blew my horn and he didn’t react to it and carried on crossing. I then put the brake into emergency while continuously blowing the horn.” Despite the driver continuously sounding the train’s horn, the man continued to cross. He was within six feet of the train and was about to step onto the line when his dog saw the train approaching and pulled on the lead, which made the man stop. Richard Hayden, level crossing manager for Network Rail, said: “It’s clear the pedestrian was not paying attention and did not hear the warnings. The consequences could have been fatal if it wasn’t for the man’s dog pulling on the lead. “It’s easy to get distracted by music, and the safest option is to remove your headphones when approaching level crossings.”

Railway Training from Industry Experts

COVID SECURE TRAINING CENTRES IN STAFFORDSHIRE AND KENT

POPULAR COURSES > Drugs and Alcohol & Medical Screenings

> Points Operator

> ALO planner + co-ordinator

> Controller Of Site Safety & PC

> Lookout / Site Warden

> Lift Planner single + tandem lift

> COSS to SWL 1 Conversion

> On Track Plant Controller & Operator

> Track Hand Back

> Individual Working Alone

> Possession Support

> Stressing Levels 1,2,3

> Engineer Supervisor

> PTS AC + DCCR

> Hot Weather Patrol

> ES To SWL 2 Conversion Course

> Safe System Of Work Planner

> LOWS, ATWS, TOWS

> Level Crossing Attendant

> POS Rep

> ZKL RC user + Planner

ALL AVAILABLE 24/7 TRAINING & ASSESSING

www.amtrain.co.uk | info@amtrain.co.uk | 01283 792 633

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF SEPTEMBER/OCTOBER 2020

THE CHANGING FACES OF THE RAILWAY

o find out how the industry is thinking about equality, diversity and inclusion, Rachel Groves spoke with the diversity champions of the three biggest employers – Network Rail (43,000), Transport for London (28,000) and Hs2 (only 1,500 direct employees but supporting 10,000 now and around 30,000 during peak construction). They all have a similar approach, are pleased with progress on the ground, but are concerned about the mix at more senior levels. The impact of the death of George Floyd, a 46-year-old black American, on 25 May this year ricocheted around the world, triggering protests in many countries – but its effect was not just confined to the streets. The Black Lives Matter movement has highlighted an inequality which is still real in society, and sparked conversations throughout the rail industry. Mark Lomas.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

When diversity was mentioned in the context of engineering and the railway, gender used to be the burning issue of the day, with an underrepresentation of women in all areas of the sector. But as our awareness of the rich diversity of society in the UK has increased, ethnicity, disability, sexuality, faith and caring responsibilities have become equally as important within inclusivity-driven agendas. However, the Black Lives Matter movement has recently dominated the news and pushed ethnic equality and representation to the fore. HS2, TfL and Network Rail talk about the impact this has had on their organisations. HS2’s director of equality, diversity and inclusion (EDI), Mark Lomas, said: “The CEO himself was really quite moved by the number of responses and level of engagement it generated. He has been pushing for equality, diversity and inclusion since he joined, but the response of staff to the Black Lives Matter movement has led to an acceleration of our activity to strip bias out of all our processes and increase diversity across the business.”

BAME MATTERS The movement contributed to Mark Thurston signing up to the Race at Work charter which built on the work of the 2017 McGregorSmith review, which found that people from BAME (Black, Asian and Minority Ethnic) backgrounds were still underemployed, underpromoted and underrepresented at senior levels. HS2 has joined Network Rail, a 2017 signatory, in committing to the five principles of the charter which include: • Appointing an executive sponsor for race; • Capturing data and publicising progress; • Ensuring zero tolerance of harassment and bullying; • Making equality in the workplace the responsibility of all leaders and managers; • Taking action that supports ethnic minority career progression. Staynton Brown, director of D&I and talent at TfL, also reported an “utterly incredible” reaction from across the organisation, with an “outpouring of energy, frustration, and a real feel of urgency to really accelerate progress in respect to race inequality.”

RAILSTAFF SEPTEMBER/OCTOBER 2020

EQUALITY DIVERSITY & INCLUSION

THE GLOBAL ANTI-RACISM MOVEMENT HAS BROUGHT ATTEMPTS TO MAKE THE BRITISH RAILWAY INDUSTRY MORE REPRESENTATIVE INTO THE SPOTLIGHT

“It’s not enough to say that you’re not racist,” he added, “you need to be proactively anti-racist.” Network Rail’s CEO, Andrew Haines, made a powerful statement to his 42,000 staff, recognising that the impact of George Floyd’s death was not just something that was felt in America. He stated strongly that there is no place for racism in Network Rail, a statement which was well received and led to a series of ‘let’s talk about race’ virtual sessions that over 1,000 people attended in just one week.

DO THE NUMBERS ADD UP? All areas of the rail industry are looking at the composition of their work force and looking at whether this mirrors the diverse make-up of British society. Speaking to Transport for London, Network Rail and HS2, it is clear that different organisations are at different points on this journey but all share a passion to break down barriers in the sector to create a more diverse and inclusive workplace. Area BAME % UK wide 12.1% London 35% HS2 19% Network Rail 9.1% Transport for London 30.5% Infrastructure 6% Engineering 6%

Network Rail launched its first diversity and inclusion strategy ‘Everyone’ in 2013, which was aimed at getting the company to get to grips with the main issues surrounding diversity and inclusion and start a discussion in an industry dominated by white, middleaged men. Loraine Martins, Network Rail’s director of diversity and inclusion, said: “We were among the first to implement a strategy and that influenced other organisations to follow suit.” The more recent strategy, ‘everyone matters’, builds on the past, focusing on race, gender, sexuality, disability, caring responsibilities and faith, and it also calibrates how people with these characteristics are impacted in order to create a more inclusive organisation. Loraine said: “By the time we launched the second one, people were more receptive. Our first was about learning about diversity and inclusion, setting up employee networks and having diversity champions. Over the next five years, we’ve got targets we want to achieve, especially around leadership development.” TfL boasts 30.5% BAME employees, but this must be taken in the wider context of the pool from which they are recruiting. London is one of the most ethnically diverse cities in the world with around 35% of the population from BAME backgrounds. TfL’s Staynton Brown said: “The Loraine Martins. organisation is in a relatively good place, which has a lot to do with the Mayor and Mike Brown (former Commissioner) who were both really focused on making sure that the organisation better reflected the city it serves.” The percentage of BAME employees varies drastically across the industry and that has a lot to do with location, the age of the company, and thus its culture, and a willingness to change. HS2 has a 19% BAME employee rate, which compares favourably to the national average of 12%, but, as a relatively new organisation, FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF SEPTEMBER/OCTOBER 2020

Staynton Brown.

it has been able to create a culture from scratch that embraces equality, diversity, and inclusion. Network Rail, TfL and HS2 all have employee networks and diversity strategies in place, but HS2 has pushed the EDI agenda through all areas of the business since day one and has gone as far as embedding it into each stage of the procurement process.

THE SUPPLY CHAIN IS KEY HS2’s tier 1 contractors were pre-screened for their approach to EDI and skills. Mark Lomas explained: “When we first started out, people thought that this was far too radical. But here we are, a couple of years later, with our main work contracts really ramping up and, I think, we are one or two suppliers away from having a UK first - a fully accredited EDI supply chain. It might even be a world first!” Mark says it is integral to the success of HS2, as it forms an integral part of its legacy for the industry. Anyone who wants to bid for work for HS2 must have EDI as a part of their business. HS2 piloted something called blind auditioning, which removes CVs and application forms entirely and replaces them with an anonymous skills-based assessment. Following the outcomes of those pilots, HS2’s supply chain has adopted some similar methodology which is proved very successful. Mark continued: “HS2 wins if the supply chain wins.” RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

LEADERSHIP LAGS BEHIND

The picture at TfL is encouraging, but, as with other companies in the industry, the need to change the picture at the top needs much more work. Staynton Brown explained: “We want to be a place for everybody, from all walks of life. But where the picture really needs to change is in the progression of people, so that the senior leadership group looks more like the organisation more broadly, so we really look and feel like the city that we serve.” He wants to unlock the barriers which stop people moving up within the organisation, and for the approach to be more inclusive than exclusive. TfL is doing a lot more than rolling out unconscious bias training. Focussing more on ensuring accountability and setting out robust clear consequences for inaction, while resourcing efforts on the main issues, will make the biggest difference.

RAILSTAFF SEPTEMBER/OCTOBER 2020

Furthermore, all TfL senior management are performance monitored against progress in diversity and inclusion, to ensure they continue to improve the diversity of their teams. To help this improve, TfL has long standing mentoring and coaching programmes for BAME employees, such as the Stuart Ross programme, which brings more young people from BAME communities into the communications industry. Diversity and inclusion dashboards have been introduced to give more insight so that diversity and inclusion is owned by the many and not just the few in the D&I team. “It forms part of our scorecard which we, as an organisation are monitored against and ultimately affects performance rewards,” Staynton added. All three organisations (TfL, HS2 and Network Rail) publish their gender and ethnicity pay gap statistics annually, and all identified

a lack of people with diverse characteristics in higher level jobs as a reason for the gaps. Mark Lomas, HS2, said: “So our focus over the next few years is representation at leadership levels.” One of their most successful innovations has been a ‘reverse mentoring programme’, which pairs junior staff with senior staff so the senior staff can learn more about how it feels to work and progress within the organisation. This has become a KPI for its whole leadership team. Mark explains: “The reverse mentoring program is something we’re really, really proud of, for a simple reason. If you rely on evolution and goodwill to expose people to difference, you’d probably be waiting a long time. The reverse mentoring program accelerates that process by making pairs between people from very different backgrounds and origins.”

EQUALITY DIVERSITY & INCLUSION

Over 85% of participants reported that it makes senior leaders much more aware of diverse talent. Over 50% of people who have been through HS2’s reverse mentoring program has had a promotion in the last couple of years. Staynton, TfL, concluded: “We have brilliantly capable and talented people, so must make sure there aren’t any barriers to progression. But to thrive, we want people to feel that they can be fully and wholly themselves in an inclusive environment. “We don’t just welcome and celebrate diversity, we actually really need it to be successful, which is why diversity and inclusion is always considered in our processes.”

PROGRESS, BUT A LONG ROAD AHEAD There is a clear drive to make the railway more equal and representative of British society and an appetite to eradicate conscious and unconscious bias toward race, gender, disability, faith and sexuality. The death of George Floyd and the Black Lives Matter movement has created conversations throughout the industry, and it is through these conversations that awareness increases. This is leading to positive action being taken, which the industry anticipates will lead to the closing of gaps in pay and senior representation. Progress is being made and there is passion across the industry to accelerate that progress, but there is still plenty of road ahead before we start to have a truly representative railway family.

RAIL SAFETY WEEK 2021 21st – 27th June 2021

Building Safety Together For more information: call

0161 302 0575

@RailSafetyWeek #buildingsafetytogether

email alan@railsafetyweek.co.uk

www.railsafetyweek.org FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF SEPTEMBER/OCTOBER 2020

THE HIDDEN DISABILITY

SUNFLOWER SCHEME

AT A TIME WHEN PEOPLE HAVE TO WEAR FACEMASKS, AND IT IS SEEN AS ANTISOCIAL NOT TO DO SO, WHAT ABOUT THOSE WHO CAN'T WEAR THEM FOR MEDICAL REASONS?

lthough one person in five has a disability of some sort, most show no outward sign of it. This can mean they have difficulty obtaining help when they need it, and they can attract complaints, even abuse, from people who don’t understand. Polly Rivers looks at several schemes to combat this problem. Up and down the country, on social and mainstream media, there’s a hot topic that is dividing the nation. Face masks. Whether you’re in the camp of lifesaving PPE, or an unnecessary faff, there is no disputing the fact that making the decision NOT to wear a mask is a bold and brave choice. However, for many, the decision not to wear a mask is not a political one. They have a legitimate invisible medical issue, and, for millions of people across the UK, these hidden disabilities can leave them open to negativity from the public. It’s estimated that one in five people in the UK have a disability, 70 percent of

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF SEPTEMBER/OCTOBER 2020

PLANTING THE SEED

which you may have no idea about. Many hidden disabilities don’t have physical signs, including learning difficulties, mental health, mobility, speech, visual or hearing impairments, asthma, epilepsy, COPD (chronic obstructive pulmonary disease) and other lung conditions, as well as chronic illnesses such as renal failure, diabetes, and sleep disorders – all of them serious conditions that impede the individual’s day-to-day life but may display little to no visible signs. However, last month saw some really positive news for people living with a hidden disability. In a statement released by the Rail Delivery Group, it was announced that every train operating company across England, Scotland and Wales has signed up to the Sunflower Scheme, a nationwide project that is designed to improve recognition of the needs of people managing hidden disabilities and offer help or assistance accordingly.

Started at Gatwick airport in 2016, the Sunflower Scheme was designed to provide people suffering from a hidden disability with a discreet way to signify to others that they may need a little more time or assistance in certain circumstances, such as working their way through a busy airport, for example. The scheme quickly spread, from that one airport, throughout the transport network, and scheme CEO Paul White credits this sector with much of its success to date. “The Sunflower Scheme started at a UK airport, and spread quickly to the rail sector as people got off planes and onto trains!” he explained. “Being embraced by the transport industry has helped it move quickly around the UK, and we’re delighted that it is now recognised up and down the country, and even abroad – as well as the rail network, all UK ports support the scheme, and their foreign counterparts, as well as many international airports.

EQUALITY DIVERSITY & INCLUSION

“We hear every day how the scheme has empowered people to go out to different places, be brave enough to travel and try different things, because they now feel supported, simply because they are wearing a lanyard around their neck! It’s a really positive message. “All of the businesses that support the scheme have helped those people feel supported and empowered to go out and do things that they haven’t done before.” The first train operator to join the scheme, back in April 2019, was LNER, which, in just over a year, has handed out over 10,000 Sunflower lanyards to passengers needing a little extra assistance with disabilities such as autism, dementia or visual impairment. With over 50 colleagues trained as Sunflower ambassadors along the 936-mile East Cost route, LNER has set a high standard for colleagues in the industry to follow. Claire Ansley, LNER’s customer experience director, said: “Our customers are at the heart of everything we do. We want to FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF SEPTEMBER/OCTOBER 2020

make it as easy as possible for people to travel with us and for customers to have the best possible experience. “For people with hidden disabilities, it understandably can be an unnerving experience travelling on public transport. We’re delighted that there has been so much support for the Sunflower Lanyard scheme. We hope we can continue making journeys more comfortable for many more customers and wish to develop the scheme further to enhance their experience.”

PREPARING THE NATION’S STATIONS With so much at stake, it is vitally important that teams on the ground are prepared for exactly what is expected of them. “Where the scheme falls down is if someone turns up at a railway station that recognises the scheme and somebody there says: ‘I’ve never seen this before’, and doesn’t offer that person any support. Consistency is key in the ongoing positivity for the scheme and it’s users,” Paul White stressed. With this in mind, preparation has been key to ensure that, as lockdowns lift, and we see a return of passengers to the railways, their journey will be as seamless as possible. Passengers will now be able to pick up a Sunflower lanyard or card at participating ticket offices across England, Scotland and Wales. There is no list of hidden disabilities that allows someone to ‘qualify’ for a lanyard or card. Having a lanyard doesn’t entitle the wearer to financial gain, or the ability to queue jump – it just means that they are asking for a little extra time, and maybe some help if and when they may need it. With such a spectrum of conditions to be covered, operators are following LNER’s lead and ensuring fully trained staff are available along all routes to provide extra help, time or assistance when needed.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

“We want the railway to be accessible for everyone,” said Robert Nisbet, director of nations and regions at the Rail Delivery Group. “The Sunflower Scheme can help people with non-visible disabilities feel more confident asking for assistance, whether that’s to buy a ticket, find their way or get reassurance that the next train is theirs. Passengers returning to train travel after lockdown will also benefit from wider staff training to improve disability awareness and the 8,000 new, moreaccessible train carriages we are introducing by 2025.” The increase in accessible carriages is part of the Safer Travel Pledge, a document published by operators designed to ensure that passengers are able to remain safe on their journeys as more people return to travelling on trains following lockdown. The document includes requirement for both operators and passengers, including guidance on how passengers should maintain personal safety at all times, and the steps operators are taking to ease the COVID-19 fears. These include 2,500 additional staff at key locations to help passengers, as well as an increase in accessible rolling stock. Staff are also being given additional support as to how to support passengers with additional needs in light of the coronavirus.

MASKING THE FEAR With many Sunflower Scheme users falling under the category of vulnerable under the COVID-19 restrictions, the scheme is undoubtably great news, but many may still have concerns for safety whilst travelling. As shielding requirements have lifted (for the moment), many people are taking tentative first steps out, only to be met with a fearful reaction from the travelling public if they are not seen to be keeping exactly to the rules. “Since coming out of lockdown, the Sunflower Scheme has become even more prevalent for many people, based on the fact that so many people are now going out and there’s a lot of scared people, unsure of what they can and cannot do. The scheme seems to be empowering people to be able to go out, because they are able to show that they have a hidden disability and may be exempt from certain requirements,” Paul White explained. “Many users of the scheme are facecovering-exempt due to their condition. Being able to demonstrate a distinct reason as to why they are not allowed to wear a facemask allows travellers to get, not exactly sympathy, but at least awareness and understanding from other people, so they won’t be judged.” Accessibility (and Rail) Minister Chris Heaton-

Harris, commented: “Our railways must be open to everyone, and the Sunflower lanyard is a brilliant initiative to help passengers with nonvisible disabilities travel with confidence across the rail network. “As restrictions ease, and more and more people gradually return to the railway, it is more important than ever that we consider those around us when we travel by train. That includes passengers with non-visible disabilities who may be exempt from wearing a face covering.”

WHAT HAS TAKEN SO LONG? Whilst the rollout of the Sunflower Scheme is undoubtably fantastic news for the travelling public, and boosts the industry’s awareness of hidden disabilities, it is not the only scheme out there that tackles this silent issue. Launched in April 2017, TfL’s ‘Offer Me a Seat’ scheme allows passengers who are less able to stand on journeys to apply for a badge and card which allows them to access a Priority Seat if one is not available. There is no definite set of criteria that passengers must meet in order to be sent a badge – like the Sunflower Scheme, TfL’s system is based on trust, much the same as it’s famous ‘Baby on Board’ badges for pregnant women. The JAM card, short for ‘Just a Minute’, is a similar principle to the Sunflower Scheme. It is also becoming popular, largely, in part, to being

RAILSTAFF SEPTEMBER/OCTOBER 2020

EQUALITY DIVERSITY & INCLUSION

able to be used in app format – a handy tool for the digital age. Trialled by Southeastern back in October 2019, alongside the Sunflower Scheme, the JAM card is aimed at people who may find communicating tricky, may have a learning difficulty or autism, and want a completely hands-off way of highlighting their condition and signalling that they may need ‘Just A Minute’ longer. The app also gives users the opportunity to review the service, find other ‘JAM’ registered businesses in the area, and keep up to date with the latest news. In Scotland, thirteen-year-old Grace Warnock, who has Crohn’s Disease, often faced criticism from strangers when she used accessible toilets. She came up with the idea of a sign on disabled toilet doors that included both a person in a wheelchair and a standing person with a heart, symbolising people with invisible conditions. Grace’s Sign, often with the added words “not every disability is visible”, is now a familiar sight in some parts of the country, in ScotRail stations and even in the Scottish parliament building.

TURNING TOWARDS THE LIGHT… “We all have busy lives – it’s often difficult to slow down and take a breath,” Paul White concluded. “Living with hidden disability can make life painful, exhausting and isolating, and it’s difficult to notice that, because it's invisible. “People I know with hidden disabilities don’t want sympathy, but what they do want is understanding.” There is no doubt that 2020 has created the need for many changes, but, with the mayhem of coronavirus forcing the industry to tackle longstanding challenges head-on, who knows? For some passengers, the rail sector may be a far more welcoming prospect than it once was. And that’s got be good news.

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF SEPTEMBER/OCTOBER 2020

PRIDE DURING A THE ANNUAL PRIDE FESTIVALS PROVIDE A VISIBLE AND COLOURFUL REMINDER THAT THE LGBT+ MOVEMENT IS NOW (LARGELY) AN ACCEPTED PART OF SOCIETY. CANCELLED IN 2020 DUE TO THE COVID-19 CRISIS, HOW DID THE MOVEMENT KEEP ITS MOMENTUM GOING?

n the rail industry, the various LGBT+ (lesbian, gay, bisexual, transgender + others and supporters) networks worked together to move the whole celebration online. Paul Prentice, chair of Southeastern’s LGBT+ sOUTheastern network, reports on a unique event.

Who would have thought that the rail industry’s LGBT+ community would have been able to get together to celebrate the annual Pride season during a pandemic? On the face of it, the task seemed impossible, as the restrictions of physically congregating in cities across Britain – as Network Rail and train operators and other parts of the industry have increasingly done in recent years – would have put paid to Pride in the way many of us know and love it. With 2020 Pride London cancelled, along with every other physical event, a new approach was needed in light of 2020’s unprecedented circumstances. The industry has come some way, over the past five years or so, in celebrating the diversity in its ranks, and it would have been a shame not to have marked the Pride season this year at all. June traditionally marks the beginning of Pride events in many places across the world, although, in the various parts of the UK, they take place as early as May and as late as the August Bank Holiday. Doing the whole thing online meant that some of the difficult logistics around arranging the usual programme of events were overcome.

NETWORK GROUPING Led by Harry Levey from Network Rail’s LGBT+ network Archway, in partnership with a team of representatives from 17 companies including Avanti West Coast, East Midlands Railway, Great Western Railway, Merseyrail, Network Rail, ScotRail, Southeastern, South Western Railway, Transport Focus and West Midlands Trains, a diverse programme of events allowed people to simply log on, watch, and participate wherever and whenever they were able to. Events included an online streaming of the iconic 2014 film Pride, jointly hosted by ScotRail and Southeastern, while a seminar held by Network Rail looked at the history of Pride. No lockdown experience would have been complete without a quiz, and so the Midlands train operating companies (TOCs) East Midlands Railway, London Northwestern Railway, and West Midlands Trains clubbed together to put on such an event.

RAIL INDUSTRY PRESENTS… Pride festival hosts: • Apeksha Naik, West Midlands Trains; • Christopher Buckley, East Midlands Railway; • Harry Levey, Network Rail; • Jackie Painter, Network Rail; • Karen Wallace, ScotRail; • Naseem Anwar, Network Rail; • Paul Prentice, Southeastern; • Paula Reed, Network Rail; • Paul Blair, Great Western Railway; • Shane Andrews, Network Rail; • Tracey Upton, Merseyrail; • Tom Bell, South Western Railway. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF SEPTEMBER/OCTOBER 2020

EQUALITY DIVERSITY & INCLUSION

A PANDEMIC LGBT+ network groups in the rail industry A session discussing how the rail industry could put LGBT+ passengers first was held separately by EMR, while colleagues’ recollections of coming out were shared in a joint session held by Avanti West Coast and Network Rail, with the latter organisation also looking back at the history of Pride. Merseyrail sought to answer frequently asked questions with an ‘LGBT+ 101’ explainer, and a finale announced the winners of the Pride festival photo competition, a rail industry rainbow flag collage and a ‘Virtual Pride’ video. Harry Levey, an assistant commercial scheme sponsor at Network Rail and its LGBT+ network’s Prides lead, said: “I’m really proud of everything we’ve achieved in the industry’s first online Pride festival. “It would not have been possible without the dedication of our rail industry partners and hosts, who worked above and beyond to make it a reality and a success.

Compared with a decade ago, there is considerably more representation for LGBT+ staff in the rail industry today, in line with the diversity and inclusion strategies that are now taken much more seriously by rail industry leaders. Network Rail’s Archway is perhaps the best-known industry network, covering the entire country, with a conference held each year (see November 2019 issue of RailStaff). There is also representation in the three main trade unions: TSSA (the LGBT+ Network under the ‘Inclusive Rail’ banner), RMT (LGBT+ Advisory Committee) and ASLEF (LGBT+ Representative Committee). Train operators have also started to develop LGBT+ networks, many of which have come into existence in the last few years These include LGBT+ sOUTheastern, Govia Thameslink Railway’s LGBT+ Network, Platform (Rail Delivery Group) and others in the Abellio and FirstGroup companies. Many of these took part in this year’s online Pride festival or held their own online festivals.

Pride: the movie

For anyone who’s unfamiliar with LGBT+ Pride, the 2014 film Pride, written by Stephen Beresford and directed by Matthew Warchus, is an entertaining insight into the movement that has fought for LGBT+ rights over the last 50 years – with specific reference to the LGSM support of the Miners’ Strike. Starring Bill Nighy, Imelda Staunton, Dominic West, Paddy Considine and Andrew Scott among others, the film is based on a true story and has many heartwarming moments that depict the difficulties faced by LGBT+ activists – as well as striking miners - in a very hostile environment. The film covers the political struggle faced by both groups with plenty of humour and tells a story that is not often recounted, nearly 40 years after the events on which it is based. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF SEPTEMBER/OCTOBER 2020

A proud history

LGBT+ Network co-chairs Stephanie Sauvarin and Nicola Baillie celebrate a surprise lockdown engagement and get ready for GTR's 'Show us your Pride' event at home. “The resounding takeaway has been that, when we come together as an industry, we can achieve so much more, and I hope this is just the start of cross-industry working around diversity and inclusion.”

REACTION Harry’s positive reflections were borne out by feedback from those who participated – over 500 people in total. Some 97 per cent of attendees said they would speak highly of the events, while 91 per cent rated the events overall as “very satisfying”. Although only 61 per cent of the attendees felt the rail industry is an ‘inclusive place to work’ – not high enough really – that in itself could be seen as a useful barometer of how LGBT+ colleagues are feeling at present and a base from which to work to improve things. And some of the participants’ feedback helped paint a rounded picture of their experience of the events. “Staff personal experiences were shared. Some were difficult to listen to, but it shows

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

how far LGBT+ acceptance has come and improved” fed back one respondent, while another felt that hearing from so many other train companies “felt like a big focus group”, adding: “I got a lot of ideas out of the session”. With government Covid policy, and the resultant health advice, changing almost every week, the pandemic continues to have an enormous impact on every aspect of the way we all live and work. As a consequence, mass public events are clearly still a long way from returning. The rail industry, which is dominated so much by shift working, particularly on the front line, is as geographically dispersed as any other industry – not least within individual TOCs and Network Rail. While physical Pride events are likely to be back as soon as it is safe to hold them, attending meetings or events in person can be challenging at the easiest of times. With technology proving it can be done, perhaps online Pride festivals offer an inspiring template for the future?

The modern-day Pride events have their origins in the gay liberation movement that was formed in the 1960s in the United States, Canada and Europe. The first official UK Gay Pride Rally was held in London in 1972. The purpose and format of the event has changed over the years, as changes to legislation have – in the main – resulted in advances in equality for LGBT+ people. • In 1981, the Pride march and rally was held in Huddersfield, in solidarity with the Yorkshire gay community following harassment by the West Yorkshire Police, who had repeatedly raided the Gemini Club, a leading nightclub in the North of England at the time. • A group called Lesbians and Gays Support the Miners (LGSM) supported striking miners in the 1984-85 Miners’ Strike, fundraising through ‘Pits and Perverts’ concerts to raise money. Representatives of the National Union of Mineworkers joined LGSM at the 1985 Pride March in recognition of their support and continued to support LGB rights, eventually leading to policy changes in the Labour party and repeal of anti-LGB legislation. • The controversial Section 28 – a law that forbade local authorities in charge of schools from ‘promoting the teaching in any maintained school of the acceptability of homosexuality as a pretended family relationship‘ – led to numbers increasing on the march in protest in 1988. The law was reversed in 2000 in Scotland, and in the rest of the UK in 2003. • In 1996, following a vote by the members of the Pride Trust, the event had become more carnival-like and was renamed ‘Lesbian, Gay, Bisexual and Transgender Pride’ – becoming the largest free music festival in Europe.

PROTECTION FOR EVERYBODY

QUALITY GARMENTS CONFORMING TO RIS-3279-TOM

WOMEN’S // MATERNITY // MODESTY // MEN’S

ENABLING INCLUSION & DIVERSITY IN THE WORKPLACE

<‘Lilly’ Modesty Tunic

^‘Verity’ Maternity Trouser <‘Lovacott’ Maternity Polo

LEOWORKWEAR.COM @LEOWORKWEAR

/LEO-WORKWEAR

INTERVIEWS

RAILSTAFF SEPTEMBER/OCTOBER 2020

TASKED TO IMPROVE WHEN NETWORK RAIL WAS SERVED WITH A SAFETY IMPROVEMENT NOTICE, IT CREATED A TASK FORCE TO MANAGE ITS RESPONSE. ITS LEADER, NICK MILLINGTON, RECENTLY SPOKE WITH RAILSTAFF'S COLIN WHEELER

n the May/June edition, under the heading of “Safety to improve from July 2022?”, I referred to Network Rail’s response to an Improvement Notice served on them last year by the Office of Rail and Road. This stated that “they have not ensured that appropriate procedures are in place, and suitable equipment is provided, for preventing a person working on the transport system from being struck by a moving train”.

Nick Millington.

At the time, I expressed disappointment with the notice’s compliance date of July 2022 in the light of the most recent fatality, near misses and other incidents, suggesting that earlier improvements were needed. The date was set by ORR, but Network Rail felt I was suggesting things were moving too slowly.

Safety Task Force

In response, I was offered, and was pleased to accept, a virtual meeting with Nick Millington, who leads the Safety Task Force managing the Network Rail response to the Improvement Notice. I thank Nick for finding the time to appraise me of the work done so far to address the shortcomings. Progress has clearly been made, and I now know a little more. In the May/June article, I referred to the £70 million of Task Force initiatives to be implemented. The Task Force is made up of more than 100 full-time staff, whose job is to pull together and make “5,200 milestone changes”. It was set up before the Margam fatalities. Members include safety professionals, work deliverers, and individual teams from the 13 routes and five regions. I was told that 25 per cent of the members are front line supervisors and section managers, which is encouraging.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF SEPTEMBER/OCTOBER 2020

INTERVIEWS

emerge, the progressive elimination of employment to carry horns or whistles, together with red, green and even distant lookout chequered flags, needs to be concluded before July 2022 at the latest. Historically, we know that the work of a lookout is hazardous in itself. To date, I was advised that “unassisted” lookout working had been reduced by 55 per cent in April, with total replacement in Scotland, a reduction to just five per cent on LNE/East Coast and reductions of between 20 and 25 per cent on North Western, Central and Southern. Some redeployment may result, but will be in the best interest of everyone. Which will be the first union to back changes that will improve track worker safety and press Network Rail to get on with it?

Ballast-scratched boots Staff involvement?

As I understand it, the involvement of “staff members” (i.e. trackworkers) and, especially, agency workers, is so far very limited and, for the latter, yet to be pursued. A request for staff views and ideas was issued, but that process was subsequently paused due to the Covid-19 pandemic. During the short time that it was open, it generated an encouraging 15 proposals for changing current practices to improve safety. I have been told that this process will reopen “soon”. I hope it will move on to include individuals working for contractors, subcontractors and those used by agencies organising zero-hours contracts, as referred to in the RAIB (Rail Accident Investigation Branch) annual report for 2019.

Trades Unions to back risk reduction?

Equally important is the support of relevant trades unions. At first sight, we might assume it would be easy for every one of them to commit 100 per cent. However, although new skills and jobs will

I am reminded of a comment made by a number of respected rail engineers that “the person with the shovel and ballast-scratched boots knows both the questions and many of the answers – all we need to do is ask him or her the questions”. Which of the rail unions will be first to endorse a policy eliminating the use of lookouts, assisted or not? Such a move would surely be seen as supporting the future safety of their members. Better planning, workforce involvement and the creation of a real safety-first culture motivating each and every person with a valid personal track safety card is more important than any of the systems, rules and technology.

Technology and line blockages

The Task Force has been looking at using technology to assist in the use of line blockages and protection. The number of line blockages now being taken using additional protection has quadrupled. Some 90 of Network Rail’s 700 signaller workstations are collecting data about the use of line blockage methods. The objective is the provision of additional protection to reduce the risks from human error. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

INTERVIEWS

RAILSTAFF SEPTEMBER/OCTOBER 2020

I admit to being surprised to learn that the automatic track warning systems that I knew about when I was still working full time, made by Schweizer and Zollner, are still being evaluated! As long ago as 2011, there was a ‘Track Warning Systems Steering Group’ at work, so it surely cannot really be claimed that their introduction into regular use needs more time?

use in Europe and trial usage here. It has taken a few years, but I was pleased to learn that during the last twelve months some 500 have been installed in remote places. An additional 361 devices have now been deployed and, by the end of 2020, this will rise to over 700. These pieces of kit are tried, tested and easily fitted by any trained member of track staff.

Intelligent infrastructure

Discovery in next generation signalling

Increasing the use of “intelligent infrastructure and remote monitoring” to reduce the need for working trackside is a listed objective which makes sense. The same may be said for using technology to assist with the provision of line blockages and staff protection when on or near the line. Remotely activated TCODs (track circuit operating devices) have been available for some time. A few years ago, the Rail Media Annual Safety Conference was told of their

In the near future, we may hope to see the introduction of line blockages protected by the next generation of signalling systems with remotely activated track-circuit operating devices incorporated into them. Existing signalling systems are nearing the end of their IT working lives. £16 million is earmarked for competitive quotations, for what is described as “a Discovery Phase” for the future. The aim is to identify each

and every track access and equip them with swiping-in points. Each member of every work group will be required to individually swipe in. Meanwhile, I was advised that some train manufacturers have developed, or are developing, systems that can be overlayed on existing SSI (Solid State Interlocking) signalling systems. The Task Force is also using a rail hub system to develop schematic work site diagrams. Nick and I were able to talk about our past experience of using hand-drawn shift diagrams, which fulfilled the same purpose without the need for 40-page work plans.

Standard 019 and planning unneeded work

Network Rail standard 019 (NR/L2/OHS/019 – Safety of People at Work on or Near the Line) sets out the way in which work should be planned and delivered; and it is clear that 100 per cent compliance is needed. I was pleased to hear that it is now accepted that the standard is too long, over complex and needs simplification and updating. I was also told that maintenance work banks need “sifting” so that unneeded work is no longer planned. It is acknowledged that, although the specified “method of last resort” is working under lookout protection, this has not been followed in the past. Version 8 of the standard was 40 pages long but it was followed by version 9, which had grown to 60 pages! Simplification is now the aim, with the objective of a standard of just 10 pages.

PICOWs to return?

Nick suggested simplifying the hierarchy of safety and work supervision by reintroducing a combined single PICOW (Person in charge of Work) role to replace COSS (Controllers of Site Safety). What a good idea! Individuals taking personal responsibility has to be the aim. There are currently some 14,000 COSSs used by Network Rail and the current perceived duplication of roles remains a real concern as being unhelpful and risky.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF SEPTEMBER/OCTOBER 2020

INTERVIEWS

Safe Work Packs

Safe Work Packs have often featured in RAIB reports that I have studied. I recall using supervisor and technical staff-friendly single-sheet hand-drafted shift diagrams which adequately fulfilled the same purpose decades ago. The Task Force is introducing one-page SWPs (Safe Working Packs) for just seven key tasks that are straight forward in nature and do not need full details running to 40 pages. Packs are to be simplified, easy to read and reduced to save both time and paper. Electronic SWPs are now being delivered and are proving popular. (I will never forget being told by a straight-faced COSS that all Method Statements should include the provision of an extra worker with a wheelbarrow, in which to carry all the safety paperwork including the voluminous Safe System of Work Pack!)

“White Zone Working Now!”

These words were in the title of my article published in the last edition of Railstaff. The changes in working patterns, and in particular rail commuting traffic, as a result of the switch to working from home due to the pandemic, provides us with an opportunity. Politically, we expect changes to our rail services. I strongly advocate a programme of timetable changes to include regular no-train periods when inspections, condition

monitoring and routine maintenance can be carried out (White Zone Working). The pandemic has provided us with the best possible opportunity to do so. As Simon French’s 2019 RAIB report says, it works for French Railways, London Underground and the Docklands Light Railway, so why not here? If we fail to seize upon it right now, future track-working staff

will have good reason to resent the inevitable continuing incidents of people being struck by moving trains. Above all, what is necessary is the generation of a total commitment to track safety in the hearts and minds of everyone who carries a current Personal Track Safety card and those who supervise and manage them.

WE DELIVER YOUR TRACK SAFETY SOLUTIONS Get in touch with us! tracksafety@zollner-uk.co.uk zoellner.de FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

TRACK SAFETY

RAILSTAFF SEPTEMBER/OCTOBER 2020

REPORT BY COLIN WHEELER

DELEGATION AND ACCOUNTABILITY,

MAKING DECISIONS USING ENGINEERING JUDGEMENT WHEN SOMETHING HAPPENS ON THE RAILWAY, WHO IS ACCOUNTABLE? AND WHO CAN STOP WORK OR TRAINS UNTIL IT'S SAFE TO RUN?

olin Wheeler, in his regular safety column for RailStaff, remembers the time when the engineer in charge really WAS in charge and questions whether the same philosophy applies today.

Working as a railway engineer, I was part of organisations which would now be viewed as autocratic. During years with British Rail, I worked out of offices in Leeds, York, Sheffield, London, Newcastle upon Tyne, Manchester and Liverpool. I recall management meetings at which I was either present at, told about or chaired. There was no question of voting followed by a majority decision leading to corporate responsibility. The engineer was personally responsible for the railway infrastructure and could be held accountable. There were occasions when I found it necessary to overrule the management team. I recall the railway’s solicitors informing me that, if things went wrong, legal assistance would be provided, but, if found guilty of getting it wrong, I could expect to lose both my job and my pension!

This ensured a personal focus on safety. The responsibility chain was clearly defined in the out-based districts and divisions. I was impressed by the understanding of track patrollers and supervisors that, if they found an unsafe section of railway, it was their immediate duty to report it and, if warranted, tell the signaller to stop trains running. Finding a derailment level of track twist, embankment giving way, broken rail, flooded tracks or a bridge damaged by a large road vehicle rendering it unsafe to use are relevant examples. The decision to close the railway or to impose an axle weight or speed restriction could only be lifted by someone both qualified and senior, who then themselves became personally responsible.

“Lack of engagement”

In the July/August edition of Railstaff, I reported details of the accident investigation by RAIB (Rail Accident Investigation Branch) of the eight-coach HST

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Colin Wheeler.

passenger train at Corby in Northamptonshire that ran into material that had been washed onto the tracks and subsequently became trapped when more wash out material came down behind it. The investigation included the examination of records of meetings with the local council and Environment Agency dating back as far as the 1960s. In turn, this led to the identification of a “lack of engagement between the various parties responsible for the flood management system”. I suggest the failure was due to no single, identified individual with engineering knowledge being responsible and accountable for all aspects of line safety.

Willesden High Level Junction freight train derailment

On 25 August, RAIB released its report (07/2020) into a freight train derailment at Willesden High Level Junction that happened on 6 May last year. At around 21:30; a single wagon in the train derailed on the curve, but re-railed itself as it passed over the junction! RAIB notes that “such a derailment has the potential to foul lines that are open to passenger traffic”. The earth embankment had been monitored by Network Rail since October 2016. It was showing “signs of progressive seasonal movement”. The empty two-axle wagon derailed “where cross level had been changing”, having encountered a significant track twist (later measured as 1 in 120 over 3 metres). The wagon had an uneven load distribution, and a “diagonal wheel load imbalance which had not been detected by routine maintenance”.

RAILSTAFF SEPTEMBER/OCTOBER 2020

TRACK SAFETY

Its left-hand wheel flange climbed over the rail head. A check rail would have prevented this, but Network Rail’s risk assessment concluded that this safeguard was not necessary on the small radius curve. The 21-wagon train was stopped at signal NL 1048. As it pulled away, it reached a speed of 8mph before it derailed. Signallers saw what they took to be an axle counter failure after the train had passed, so brought it to a halt at Hampstead Heath. The driver was asked to check that the train had not divided. When that had been done, he was given permission to continue. Around 14:00 hours the following day, signalling technicians attending lineside equipment discovered the track damage and severed cables. One of RAIB’s recommendations deals with two-axle wagon maintenance and is directed at DB Cargo. Network Rail is the recipient of the other recommendations which include “the use and limitations of track geometry measurement trains, track condition and problems with the track bed and supporting earthwork structures.” Under ‘additional learning points’, RAIB’s report refers to indicators of poor track bed condition and the importance of good liaison between track and earthworks as well as the management of wagon diagonal wheel imbalance. In 2016, a supervisor’s report noted that “vertical alignment of track looked to be poor and a nearby OLE mast was leaning”. This was reported to the earthwork’s management team. On 11 July 2018, a section manager inspected and noted that the ballast ordered in 2016 “had yet to be delivered”! Embankment examinations were carried out on a five-year cycle. On 10 June 2016, after the upside slope had been de-vegetated, it was inspected and awarded an increased earthwork hazard rating of Category C – ‘average’. Specialist engineering consultants visited site on 15 March 2019. Their 1 May 2019 report gave “several design options” but was awaiting a decision at the time of the accident. RAIB found a lack of structured liaison between the earthwork management and track teams. It was rare for the earthwork management team to notify the track team of a problem or requirement. Usually others alerted them! The report does not identify the responsible engineer, who should have had all available facts and taken engineering responsibility, arguably at a date nearer to 2016. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

TRACK SAFETY

RAILSTAFF SEPTEMBER/OCTOBER 2020

Carmont/Stonehaven passenger train accident

Diesel oil freight train burns for 33 hours at Welsh SSSI

At just before 23:20 on Wednesday 26 August, a freight train derailed at Morlais Junction, Llangennech, near Llanelli. The tanker train 6A11 consisted of 25 wagons, each containing up to 75.5 tonnes of diesel or gas oil. It formed the 21:52 service from Robestson to Theale. Ten wagons, positions 3 to 12, derailed on the Up District line, but just three of them burnt and/or leaked into the nearby Loughhor Estuary. The total spillage was 330,000 litres. It took the fire brigade around 33 hours to extinguish the blaze. Fourteen pumps were used and the accident was classified as a major incident and Category 1 Environmental Incident. The site is both a Special Area of Conservation and a Site of Special Scientific Interest. An 800-metre evacuation zone was put in place and around 300 people were temporarily accommodated in Llangennech Community Centre or Bryn School until they were allowed back to their homes at 05:30 the following morning. The initial report of the derailment came from the train driver, who was unhurt and had detached the locomotive and moved it some 400 metres away after seeing the fire start. RAIB’s investigation is underway. On 21 September, RAIB issued an update. The preliminary examination has established that, during the journey from Robeston, the brakes on all the wheels of the third wagon were applied and remained so until the derailment. Three axles continued to turn, albeit with their brakes dragging, but the leading axle stopped rotating. Consequently a 230mm-long wheel flat spot developed, together with a substantial ‘false flange’. When the train reached Morlais Junction, the false flange (a raised lip on the outer side of the wheel flange) caught the converging stock rail and was derailed. The locomotive and first two wagons went to the right but wagon 3 went straight on and turned over. Much of the track was destroyed and a further nine wagons derailed as a result. RAIB’s update says their investigation will include the third wagon brakes, how the fuel was spilt and the maintenance history of the third wagon.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Near miss Deansgate-Castlefield Manchester Metrolink

RAIB’s report 06/2020 was published on 3 August and relates to a signal passed at danger by a Metrolink tram on 17 May 2019. The tram arriving at the central tram stop platform at Deansgate/Castlefield but failed to make its scheduled stop. It travelled through the platform at 9mph and passed a stop signal into the path of an oncoming second tram approaching the junction as part of a signalled movement. The driver of the second tram saw the first tram approaching and stopped in time to avoid a collision. RAIB concluded that the driver of the first tram failed to stop due to “a temporary loss of awareness”. It decided that this was “a result of a medical event or the driver losing focus on the driving task”. The driver had been involved in previous incidents but the tramway operator, Keolis Amey Metrolink, had not adequately addressed his performance. RAIB found that the driver’s safety device on the tram did not detect or mitigate the driver’s loss of awareness because it was not designed to do so! RAIB’s first recommendation is for Keolis Amey Metrolink, to review and update its strategy for managing the risk of trams passing signals at danger. Two other recommendations require them to “ensure medical fitness requirements for drivers are based on an understanding of the risks of their activities and that its fatigue management system meets with relevant industry guidance and best practice”.

At 09:38 on the morning of 12 August, all six vehicles of a passenger train derailed after the train ran into a landslip. Three individuals including the train driver and conductor lost their lives. There were just nine people in total on the train. Between 05:00 and 09:00 that morning, over two inches of rain had fallen; the August average is for less than three inches in the whole month. The HST (High Speed Train) set had left Aberdeen on time at 06:38, travelling southwards on the Up line, and was on time when stopped by the signaller at Carmont. The signaller received a report from the driver of a northbound train on the Down line that a landslip was obstructing the Up line between Carmont and Lawrencekirk. The northbound train stopped at Stonehaven and its passengers disembarked. It was decided that, as the southbound train could not continue, it would return north to Stonehaven (See Map). Permission was given for it to use Carmont crossover. After crossing over, its speed increased to 72.8mph before it ran into a Down line bank slip and derailed. It then travelled on for 77 yards before running into a bridge parapet. The leading power car fell down a wooded embankment as did the third carriage. The first passenger carriage rotated across the track and ended up on its roof whilst the fourth carriage remained upright. The rear power car derailed but also remained upright. RAIB’s investigation is underway.

Worlingham near miss

RAIB’s Safety Digest concerning a near miss at Worlingham user-worked crossing (UWC) was published on 27 August. Its messages stress the importance of reducing the risks from signaller errors at UWCs, in particular those controlled from Saxmundham signal box, ensuring signallers are briefed when changes are made and that they do not rely on a perception of lapsed time when making safety critical decisions due to the potential for them to be distracted. At 13:18 on 8 June, the driver of the 13:07 Lowestoft to Ipswich passenger train applied the emergency brake on seeing a vehicle towing a trailer on Worlingham UWC. The

train was 350 metres from the crossing and travelling at 55mph – just 14 seconds running time away. The Saxmundham signaller had given permission on the understanding that the vehicles would take less than two minutes to cross. The call ended 77 seconds before the train would have reached the crossing had its driver not applied the emergency brake. Back in 30 March 2017, the Office of Rail and Road (ORR) served an Improvement Notice on Network Rail, identifying signal boxes on the Anglia Route where “signallers have no means of consistently and reliably determining train movements in the area of a UWC before authorising a person to cross”. The notice required Network Rail to carry out a risk assessment and identify measures to control the risk. On 23 January 2018, ORR issued a second Improvement Notice, with a compliance date of 31 March 2021, requiring Network Rail to implement preventative protection measures identified in a schedule. These included axle

RAILSTAFF SEPTEMBER/OCTOBER 2020

TRACK SAFETY

In the ten minutes before taking the call from the vehicle driver waiting to cross, the signaller had taken six calls from other UWCs, two of which were after the train had left Oulton Broad Station. When giving permission to cross, the signaller did not realise how much time had elapsed since the train left the station. When the axle counters were added into the Saxmundham scheme, no assessment of signaller workload was made. It was decided that the call volumes and signalling workload would not be altered. I suggest the signallers were unconvinced of the value of the additional information made available.

counters to enable the positions of trains to be determined more precisely. In May, Network Rail introduced additional axle counters subdividing the long sections controlled by Saxmundham Box. Signallers were briefed that this was to provide “more confidence when telling level crossing users if it was safe to cross”. As may be seen on the diagram, signal section BOS(X) was divided into BOS1(X) and BOS2(X). When these axle counter sections were established, signallers were provided with a table indicating that permission should not be given for Worlingham crossing after a train approaching from Oulton Broad South had occupied BOS2(X). The signaller’s display does not give additional information about the location of the train. The train occupied BOS2(X) 130 seconds before the driver of the road vehicle requested permission to cross. The signaller involved on 8 June had not been trained in the use of the additional information provided by the display and table.

The authority to stop trains

Even dedicated and competent railway engineers, operators, supervisors and trained staff will make mistakes. Involving those with superior knowledge to coordinate and become personally responsible is a key requirement. For rail infrastructure and rolling stock, I suggest this is best achieved by using qualified people who can be held personally and professionally responsible for their decisions. This would surely result in a coordination of accountable professional management. Responsible railway individuals carrying these responsibilities need the authority to stop trains running unless satisfied that the infrastructure, rolling stock and operating conditions are safe and suitable.

Confidential Reporting for Safety This is Dave Dave works trackside and is concerned about his PPE Dave spoke up but was told to make do Dave called CIRAS and now has new gloves Dave is smart Be like Dave The name we’ve used is fictional. We share your concern so the company can address it. You will not be identified.

Work environment

Rules & procedures

Fatigue

Welfare facilities

Equipment

Shift design

Safety practices

Training & competence

www.ciras.org.uk Report hotline: 0800 4 101 101 Be like... Dave (190mm x 130 mm half page).indd 1

Report textline: 07507 285 887

Freepost: CIRAS

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK 23/09/2020 16:43:26

TRACK SAFETY

RAILSTAFF SEPTEMBER/OCTOBER 2020

REPORT BY COLIN WHEELER

A COMEDY OF ERRORS

AN INCIDENT AT ROCHFORD, ESSEX, SHOWED THAT, FAR FROM THERE BEING A SAFE SYSTEM OF WORK, IT WASN'T SAFE AND THERE WAS NO SYSTEM

he Rail Accident Investigation Board (RAIB) report into an incident at Rochford in Essex on 25 January 2020 describes a dreadful site situation followed by an equally inadequate response from on call staff.

introduced its on-track plant operations scheme, for which companies are required to provide representatives on site. A fault developed on MEWP 2, needing a fitter who was taken to the machine from the access point by MEWP 10 (see diagram). Whilst MEWP 10 travelled at 7mph (walking pace is stipulated) to MEWP 2, its supervisor stayed at its site of work. It was intended that the MEWPs would work in pairs back-to-back, with each machine supervised by a machine controller and each pair of machines managed by a site supervisor.

RAIB chief inspector Simon French has drawn attention to this report and the potential for fatalities, adding “the investigation found a catalogue of errors and omissions, duplicated lines of control, and a lack of clarity about who was in charge”. He highlights the current need for Network Rail to find a more effective way of managing the movements of multiple vehicles within a work site.

SUPERVISOR SHOUTING AND RUNNING AFTER THE MACHINE! At 10:50, the operator of MEWP 10 discovered that the required slings were not in the machine basket, so the operator and linesman began to search and asked the staff of MEWPs 2 and 3 if they had spare ones. Without involving the machine supervisor, MEWP 10 then set off towards MEWPs 2 and 3, leaving the supervisor shouting and running after it – he was unable to keep up as it reached 10 mph. A fitter working on a platform sensor fault on MEWP 2 saw MEWP 10 approaching and shouted a warning to colleagues on and around MEWP 3. MEWP 3’s machine supervisor realised that a collision was inevitable when MEWP 10 was just 15-20 metres away. MEWP 3’s headphone-wearing operator

OPERATOR NEEDED HELP! Work on the electrified overhead line, during a scheduled possession beginning at 02:15, involved using a wiring train and seven MEWPs (Mobile Elevated Work Platforms) to remove wiring on the Up line. The possession was delayed by the wiring train and not taken until 03:28. Six of the MEWPs were on-tracked and travelled to various work sites. MEWP 10 was not on-tracked until 09:30. Its operator was working his first shift after several months and needed the assistance of a supervisor to on-track the machine and carry out the necessary brake test. Individual machine supervisors were provided for each MEWP, together with a POS (Plant Operations Scheme representative). Between January and June 2014, 134 accidents and incidents involving on-track plant were reported. Subsequently, Network Rail

and linesman did not hear the warning and the impact threw them against the basket framework. Both were wearing safety harnesses and only sustained minor injuries, for which they received hospital treatment.

ES WAS IN A SUPERMARKET! The PIC (Person in Charge) was contacted at 11:10 but was managing two other MEWPs near Southend station, so the site supervisor was asked to manage the situation – the POS representative was not involved. The site supervisor for MEWPs 2 and 3 contacted the ES (Engineering Supervisor), who was in the local supermarket but “did not know what he needed to do and had no training in managing the situation or competence in accident investigation”. Both the PICOP (Person in Charge of Possession) and Romford operations centre were contacted, and the Anglia Route Operations OnCall manager was asked to attend site and collect evidence. The On-Call Anglia Route Maintenance manager was asked to attend in support. Half an hour passed with no response from either of them, so Route Control contacted the MOM (Mobile Operations Manager), advising that drugs and alcohol testing had been arranged. The On-Call Maintenance Manager arrived on site at 2:16 pm but waited for the On-Call Operations Manager. Neither On-Call manager arrived with PPE and one advised that they had been attending a social event. RAIB contacted the Operations Manager confirming the types of evidence to gather, but this was not done.

MULTIPLE CAUSES

Route of MEWP 10 to the collision with MEWP 3. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

The comprehensive RAIB report lists the causes: The MEWP operator drove at more than walking pace (actually reaching 10mph) and lost awareness when driving towards a stationary MEWP; The Machine Controller was unable to effectively supervise MEWP 10; Site organisation was not conducive to safe management of supervisory roles on site, there was a lack of clarity about roles and responsibilities leading to confusion among staff

(Above) The Skyrailer 440 machine. (Below) Skyrailer MEWP 10 involved in the accident.

RAILSTAFF SEPTEMBER/OCTOBER 2020

TRACK SAFETY

be welcomed. Also, that the duplication of supervisor roles looked to be the result of successive additions and updating by safety professionals. Overall, we both agreed that the circumstances that resulted in the accident were simply awful! Anna confirmed that there was a lack of team spirit at Rochford and probably other overhead condition renewals (OCR) sites, exacerbated by the hazardous excess of supervisory roles. She also agreed that the failure of the on-call management team was unacceptable in timescale and in dealing with the accident. I commented that, when I undertook call-out duties as a railway civil engineer, I was judged by my speed of response and the actions I took on arriving on site. When on-call, attendance at any social event was necessarily off the agenda. When I asked about the reported “cultural conflicts”, she confirmed that this was the case and that a degree of racism was also evident and systemic. The mixture of staff on site, from a range of different employers did nothing to foster a spirit of trust and cooperation.

IMPORTANT RECOMMENDATIONS about who was in charge of the safe movement of on-track plant; Network Rail’s Overhead Condition Renewals Organisation (OCR) valued “getting the job done over rule-compliance and safety”; A culture of disrespect existed towards contractors undertaking the role of machine controller within OCR worksites; Network Rail had been unaware of the poor working relationships and culture and the extent of non-compliance on OCR sites, and its management assurance process had not identified these issues; Network Rail’s incident management and on-site investigation were inadequate and resulted in a lack of co-ordination and loss of evidence.

PERSONAL ACCOUNTABILITY AND RESPONSIBILITY During my time working from British Rail’s divisional offices, I recall being On-Call for almost 20 years. Bleepers were replaced by huge brick mobile telephones and we all carried details of procedures and contacts specifying actions and contacts if accidents and incidents occurred. I kept a separate folder for dealing with injury accidents and fatalities. Failure to attend and take action when called out was unthinkable. The RAIB report identifies a lack of team spirit, excessive supervisory roles that were neither understood nor, apparently, of use, cultural site conflicts and on-call individuals who were neither mentally or physically equipped to respond when called out to an accident. This report describes such a dreadful state of affairs that I sought the opinion of the Office of Rail and Road (ORR). I spoke with Anna O’Connor, principal inspector of railways and also ORR’s head of projects for its Network Rail division. We agreed that the report was far reaching and that its recommendations were to

Having discussed the poor safety culture that exists within current OCR organisations and the importance of suitable on-call staff, Anna expressed her support for the RAIB’s recommendations, particularly the first two listed in the report. The first directs Network Rail to “reduce the confusion among staff responsible for operating and controlling the movement of on track plant, leading to the adoption of unofficial systems of work”. Simplifying plant movement rules and reducing supervision, as well as harmonising or changing the circumstances that are in the way of committed team working, including using a number of different organisations, needs to be addressed. I advocate forming teams that stay together over long periods of working. This will, if well managed, be safer and more productive. The second recommendation identifies the need to improve the management of the Sentinel system, including the way in which trainers assess English language skills, which we agreed are especially important for those undertaking safety-critical work. Anna O’Connor commented that she has personal experience of inadequate training in Personal Track Safety from biannual renewal course attendances. I recommended the introduction of “mystery shoppers” to assess training organisations. Having undertaken the role occasionally years ago, I recall it as being easy to perform and effective. Unannounced audits randomly selected would be effective and provide measurable information on the effectiveness of the training. I would like to thank Anna O’Connor and ORR for discussing the findings of this report so frankly. Now we all have to make sure they are adopted as soon as possible. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

FEATURE

RAILSTAFF SEPTEMBER/OCTOBER 2020

STEAMING ON THROUGH

COVID TRAIN OPERATORS HAVE HAD A HARD TIME DURING COVID - OPEN ACCESS OPERATORS EVEN MORE SO. BUT WHAT ABOUT THE HERITAGE RAILWAYS?

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

A demonstration freight train on the The Bodmin & Wenford Railway in 2013.

It is almost cliched to say that the COVID-19 outbreak has drastically changed the world in which we live in, but it is unfortunately true. Every single one of the 217 heritage railways in Britain has been impacted in a different ways, but, for most, both long- and short-term financial damage has been done. As events rapidly unfolded in mid-March, it became increasingly clear that operating heritage railways as leisure attractions would be impossible under the lockdown. March is typically the time of year when heritage railways begin to open to the public at weekends, after spending large sums on infrastructure works over the winter shutdown period. Just like the mainline railways, the costs of maintaining and operating a heritage railway are high and trying to turn a profit is a delicate tightrope to walk at the best of times. So, to be faced with little or no income for an indefinite time was, and for many railways still is, a terrifying position to be in. Heritage Railways generally fell through the cracks of government schemes to help businesses, often being ‘too big’, ‘too small’ or with complications around their charity or society status meaning they were not eligible for support. In some cases, local authorities have been able to contribute with grants due to the value the railways add to the local economy, but this has not been the case everywhere. The furlough scheme, however, did go a long way in helping out the larger heritage railways who have full or part time staff, drastically reducing the monthly overheads. With nowhere else to turn, survival appeals were launched, seeking donations from supporters and the general public in order to survive. In many cases, these appeals asked for, and raised, six figure sums.

ith no income to speak of all summer, and bills to pay for insurance and essential maintenance heritage railways around the country have really struggled. YRP heritage engagement manager Matthew Teller has been finding out how they coped with the COVID-19 pandemic in these unprecedented times.

RAILSTAFF SEPTEMBER/OCTOBER 2020

FEATURE

No.925 ‘Cheltenham’ departs Sheffield Park on the Bluebell Railway in 2015. The Bluebell celebrated it’s 60th anniversary in preservation this year with a socially distanced event. passengers sit closer together, the problem is amplified. Most railways cannot turn a profit with trains only 25 per cent full. The revised 1m+ rules, which came into force later on, helped matters, as passengers were now able to sit closer together, providing that they are wearing masks or with the aid of plastic dividing screens between seats. History accidentally helped the Isle of Wight Steam Railway with this problem. Non-

corridor coaches with compartments make up the majority of the island’s coaching stock, meaning that the railway has been able to book one family group per compartment and carry closer to the normal number of passengers. Whilst all heritage railways have been impacted in some way or another, the stories of the Bodmin and Wenford Railway and the Keighley and Worth Valley railways are worth exploring in greater detail.

Standard Class 4 80146 arrives at Swanage, a railway which has been open throughout the summer holiday season.

That may sound like a large pot of money to save a railway, but, in reality, that money quickly disappears, swallowed up by fixed costs such as the annual insurance bill, which can typically be tens of thousands of pounds. On 11 May, the Office of Rail and Road (ORR) instructed heritage railways to form a ‘COVID-19 Recovery Plan’ to steer each railway through the reopening process safely with a robust risk assessment. Guidance was issued on a wide range of maintenance and operational factors to consider when re-opening a railway. Rolling stock, track, bridges, embankments and signalling all needed to be inspected to ensure they were in a suitable condition for the running of trains again. Volunteer staff competency and familiarity lapses with time, competency for many operational roles expires after six months. So, with some railways having their last operating days in December, volunteer competency was lapsing by June. To combat these issues, the ORR recommended railways undertake ‘Shakedown Running’, with no passengers, to familiarise volunteers with running trains safely. In terms of COVID-19 itself, heritage railways pose some unique challenges. Two-metre social distancing is challenging to achieve in an open carriage, reducing capacity to as little as 25 per cent. On narrow gauge railways, where the carriages are smaller and

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

FEATURE

RAILSTAFF SEPTEMBER/OCTOBER 2020

Pacers in store on the Keighley and Worth Valley Railway.

No.24 Calbourne on the Isle of Wight Steam Railway hauling vintage carriages.

THE BODMIN AND WENFORD RAILWAY Climbing through the countryside of central Cornwall, the Bodmin and Wenford Railway runs along two steeply graded branch lines from Bodmin General station. The first of these is to Boscarne Junction, ideal for exploring the ‘Camel Trail’ along the disused line to Wadebridge and Padstow, the other is to Bodmin Parkway, which is served by GWR mainline trains. The railway decided not to open at all in 2020, due to a combination of factors that made it incredibly difficult to open the railway safely. Over winter and spring this year, the Bodmin and Wenford had an intensive plan to catch up on a backlog of locomotive and carriage maintenance that had built up over the past few years. Being forced to down tools

in March meant that the rolling stock to run the railway was simply not ready to roll. The railway usually thrives off the Cornish tourist industry and is blessed by being one of the only indoor attractions in the area suitable for a rainy day, when families don’t really want to sit on the beach! On a sunny day, the railway is often comparatively quiet. With a general reluctance to visit indoor attractions during a pandemic, it was feared that those sunny days may be even quieter. The delightful branch-line nature of the railway poses unique capacity challenges. The railway has steep gradients and short run around loops, meaning that trains can only be four coaches long, to add more coaches like other railways have is not an option. Bodmin General, the hub of the railway, has a Keighley and Worth Valley Railway bridge 11.

narrow platform, limited cover from the rain and constricted indoor spaces. On a rainy day, when the railway is busiest, crowds form under the available shelter and there is no suitable location for a queuing system. The vast majority of the volunteers at the railway live in Cornwall and come from older generations. They were surveyed on their willingness to volunteer given the circumstances, with the majority saying that, while they would love to, they felt that they could not do it safely. There are now 13 full time staff at Bodmin, down from 20 at the start of the year, who have their hands full catching up on maintenance and administrating the railway, so cannot run the service on their own. The decision to stay closed was not taken lightly, but the railway is looking to the future. It is hoped that there will be an opening to the public at Christmas in some form, even if this doesn’t involve the running of trains themselves.

KWVR The Keighley and Worth Valley Railway climbs through the hills of West Yorkshire from Keighley to Oxenhope and was one of RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

the earlier preserved railways in Britain, reopening in 1968. Just south of Ingrow, the railway crosses the river Worth at bridge 11. The bridge was upgraded from a wooden tressle type in 1904 to the current arrangement with iron girders and stone abutments and central pier and has carried trains ever since. In 2018 it became apparent that the bridge needed to be renewed and, after much design work and preparation, the challenging job was planned to take place between Monday 16 March and Friday 1 April this year. By mid-March, the pandemic was looming, but, with the country largely carrying on as normal, the work began. Higher risk volunteers were asked to stay at home, but nonetheless the remaining core workforce of volunteers and contractors made good progress. By Wednesday 18 March, most of the old bridge had been removed and work began on the new installation. On the evening of Monday 23 March, the Prime Minister announced the lockdown. At this point, Bridge 11 was in a half-completed state – four out of eight new concrete beams were in place, with the remaining four planned to be installed the

following day. Instead of fitting those beams, the first day of lockdown was spent trying to make the worksite safe, with no idea of when work may be able to resume. The railway was split in two, meaning locomotives trapped on the wrong side of the bridge couldn’t return to their base at Haworth shed. It was at this point in the crisis that the railway was approached by Northern Rail, which needed to find a location to store its entire fleet of class 144 ‘Pacer’ multiple units. The Keighley and Worth Valley Railway is connected to the mainline just north of Keighley station, so it could bring the units in and had enough space available in its station to store all of the units. A deal was struck which was mutually beneficial to Northern and KWVR and the units soon came rolling in, usually at the controls of Northern drivers who volunteered at the KWVR so ‘signed’ the route! Regular security patrols took place, to keep the units safe during their storage, and the units were regularly started up to keep them ready to return to service when required. One of the units which was stored at Keighley, 144011, has now been preserved to run up and down the Worth Valley for many years to come. Volunteers were allowed back to resume works on bridge 11 in a limited way in June. Without the aid of a £50,000 Heritage Lottery Fund Grant, the railway would not have been able to complete the bridge as significant

RAILSTAFF SEPTEMBER/OCTOBER 2020

FEATURE

A lockdown success story, Bullied Pacific 34053 ‘Sir Keith Park’ moved to its new home at the Spa Valley Railway in Tunbridge Wells in August, the first time such an engine has worked on the line since the 1960s. additional costs had been incurred. For example, the hired in scaffolding on site was expected to be in place for three weeks, but ended up being retained for months. The railway had also lost all of its revenue for the first half of its season putting a major dent in the railway’s finances. When it came to installing the final four concrete beams in June, the Bahamas Locomotive Society’s steam crane needed to be carefully returned to site. Steam cranes are some of the heaviest rail vehicles in Britain, so, to position it safely on one side of bridge 11, the crane had to descend the downhill gradient at less than walking pace to reduce the risk of an overrun at the site. The bridge was successfully completed and the possession handed back on 31 July, to allow the railway to begin shakedown trains

in preparation for opening to the public in mid-August. By this point, most of the class 144s had returned to Northern or the leasing company but a handful still remain at Keighley at the time of writing.

A CAUTIOUS FUTURE? As winter approaches, the future of heritage railways still hangs in the balance. Some railways are hopeful to generate some revenue over Christmas with the usually lucrative ‘Santa Specials’, but there is a risk that any further restrictions could jeopardise these events. From January the winter shutdown period looms. Let’s hope for a better year for railway heritage in 2021! With thanks to James Barlow, Noel Hartley and David Nelson-Brown for their help in putting this article together.

RIA Annual Conference 2020 4-6 November 2020, Virtual

Speaker highlights

Andrew Haines

Chief Executive Network Rail

Anna Chris HeatonDelvecchio Harris MP Dvlpmt. Dir. Mott MacDonald

Rail Minister

Florence Eshalomi AM MP

Mark Sue Jim Thurston Kershaw McMahon MP Chief Executive MD Transport Shadow Transport Secretary

HS2

Costain

Sir Peter Hendy

Chairman Network Rail

Mary Grant

CEO Porterbrook

Graham Stuart MP Exports Minister

Andy Byford

TfL Commissioner

// Conference Theme: How UK Rail will reboot the economy // 30+ national and international speakers // Networking opportunities throughout // RISE (Rail Industry Supplier Excellence) Awards ceremony, cocktail making included

For full details and to secure your ticket visit

www.riagb.org.uk/AC2020 today!

Half page 130x185 advert 1 RAC2020.indd 1

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK 08/10/2020 16:49:21

FEATURE

RAILSTAFF SEPTEMBER/OCTOBER 2020

THE ARCHAEOLOGY

OF HS2

TO DISCOVER THE PAST, ARCHAEOLOGISTS OFTEN DIG A TRENCH ACROSS A HISTORICAL SITE. HOWEVER, HS2 IS DIGGING A TRENCH FROM LONDON TO BIRMINGHAM!

oin Kirsten Whitehouse as she journeys through time. Encounter long-lost heroes, find treasure, discover murder victims and unravel mysteries along the way. Sounds a bit like something from days gone by, a happy return to childhood books and tv programmes, doesn’t it? And yet, this is the most modern journey of all. Much has been written about the construction of HS2, both sides of the argument for and against have been voiced aplenty, and yet a major part of the project has gone largely unnoticed. Welcome to your journey through the archaeology of High Speed Two, Europe’s biggest excavation programme and the largest ever undertaken in the UK. Ranging from the Prehistoric and Roman Britain to the Anglo-Saxon and Medieval periods, and the Industrial Revolution and World War 2, HS2’s archaeology has a potential for discoveries on an unprecedented level. RailStaff was given the opportunity to chat with Mike Court, historic environment lead at High Speed Two, and project archaeologist Dr Rachel Wood about some of the finds they have already unearthed along the initial route, and the years of careful planning that have gone into this project. Phase 1 of the high-speed rail link will connect London with Birmingham, Phase 2a will go on to Crewe and Phase 2b will, at a later stage, link to Leeds and Manchester. In essence, the team around Mike and Rachel – a staggering number of over 1,000 archaeologists, specialists, scientists and conservators – is digging a 155-mile trench right up the country and is uncovering 10,000 years’ worth of history, which might never have seen the light of day were it not for this major railway project. A little-known fact is that the government doesn’t usually allocate funds to archaeology works – most historic finds are made by pure chance, during private development. “This means, they are often an inconvenience, and removed in the quickest possible way,” Mike Court explained. “This is where we are so lucky, because the High Speed Two project specifically required us to carefully consider the possible archaeology along the route.”

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Dr Rachel Wood.

Mike Court.

EARLY START HS2 was first proposed in 2009, to increase capacity on Britain’s railways. A route with alterations designed to minimise the visual, noise, and other environmental impacts of the line was opened to public consultation in December 2010 and construction was confirmed in early 2012. Royal Assent was finally given in February 2017, but to get this permission meant Mike and his colleagues had already spent around two years on archaeological and environmental research of the likely route. Their work included putting together strict guidelines with regards to how to approach the massive task in hand and how to treat anything they unearthed in the process correctly. The HS2 Heritage Memorandum is one of the suite of documents forming Phase One of the High Speed Two Environmental Minimum Requirements (EMRs) – the overarching commitments by the Secretary of State to afford appropriate management and protection of people, communities and the natural, cultural and built environment. For Mike and Rachel’s work, the Heritage Memorandum specifically states that “The investigation and recording works will seek to advance our understanding of the past”. The programme sets out the key stages of investigation and recording, for example detailed desk-based assessment, field evaluation, location-specific investigation

RAILSTAFF SEPTEMBER/OCTOBER 2020

and recording, and archaeological and built heritage post excavation (assessment, analysis, reporting and archiving). The team works closely with Historic England as well as local authorities throughout this entire process. Once the paperwork is done though – where do you even start? Mike laughed: “With a lot of photos and historical research!” The ‘detailed desk-based assessment’, in this case, meant that the planned route was assessed based on previous knowledge

FEATURE

of settlements or historic events and aerial footage was used to highlight possible areas of interest. Getting the go-ahead for field-based work was an exciting day for Mike: “As an archaeologist, you are always thrilled by the opportunity to excavate something you don’t normally get the chance to. And a project on this scale… while we are not exactly rewriting history books, we are certainly filling in a lot of gaps in our knowledge with what we have already unearthed.”

Aerial view of the site of the roundhouse at Curzon Street. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

FEATURE

RAILSTAFF SEPTEMBER/OCTOBER 2020

THE MAN WHO NAMED AUSTRALIA They set to work, strictly adhering to their own guidelines, for example when it comes to the excavation of human remains, which are treated with due dignity, care and respect. One of the first physical projects took place at St James’ Gardens, London, the location which will eventually house HS2’s London terminal at Euston. Around 60,000 people were known to have been buried there in the 18th and 19th century. Bodies were exhumed and reburied with greatest dignity, in accordance with Christian practices.

The team was amazed to find, among the perfectly preserved coffins, the remains of Captain Matthew Flinders, the famous Royal Navy explorer who had circumnavigated and mapped the coastline of Australia (a name that he chose!) in the late 18th century. The exact location of his grave had been lost for well over 150 years and it was thought that he possibly lay underneath one of Euston station’s platforms, but now a well-preserved, ornate lead coffin plate (below left) made it possible to identify the remains. After careful consultation with Captain Flinders’ descendants, Mark Thurston, HS2’s chief executive, has since confirmed that Captain Flinders will be reinterred at the Church of St Mary and the Holy Rood in Donington, Lincolnshire. Many of his family members have been laid to rest there and he himself had been baptised in the church in 1774.

AN IRON-AGE MURDER? With over 60 active excavation sites along the route, it is not surprising that other remains have been discovered, many of them predating the London finds by centuries – and even millennia. One such site is being headed up by Dr Rachel Wood. Having worked as an archaeological RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Osteologist from MOLA Headland studies a skeleton excavated for HS2.

consultant for only nine months prior to getting involved in the HS2 project, Rachel was “really excited to get the call” and now oversees the Wellwick Farm site on the western edge of Wendover in Buckinghamshire. It was here that her team discovered the skeleton of an adult male who had been buried face down with his hands tied in front of his hips. “We are awaiting further results from our osteologists,” Rachel told RailStaff, “but there are very few reasons why he would end up – literally – in a ditch, in this position!” The team suspects that the man had either been executed or was a murder victim of sorts. From a number of pottery pieces they found in the layers above his grave, they have determined that he very likely lived during the Iron Age, making him in excess of 2,200 years old.

Once the osteological analysis is complete, what will happen with the remains, seeing as they predate Christian times? As before, they will, of course, always be treated with due dignity and respect. Like the many artefacts they find, including pottery, coins and jewellery from various time periods, it is likely that Iron Age Man will be kept in a museum, both for further research and to educate generations to come about the life and times before ‘Modern Day Britain’.

HIDDEN CIRCLE Not all finds get to be preserved. Dr Wood’s highlight of the fieldwork project at Wellwick Farm, so far, has been the uncovering of the so-called Timber Circle. “It was obviously made from wood, you could just make out the darker colour of what would have been posts,”

The giant circle at Wellwick Farm, with a member of the HS2 archaeology team standing next to each post hole. she explained. “Initially, we assumed we had uncovered an old track during our trial trenching…. Then, one by one, the circle started forming before our eyes, until we had discovered post holes making up the clock positions all the way from 12 to 9 o’clock – it was fantastic, I really couldn’t quite believe it!” The giant circle measured 65 metres across and was soon joined by a smaller inner circle. The complete picture led specialists to believe that this was a pagan monument assigned to the winter solstice. “Sadly, a lot of archaeological work is destructive by nature,” Rachel lamented. Whilst an exciting and important historical discovery, the excavation site will be filled in again: “There simply isn’t anything there to preserve.” Discussions are ongoing though, as to how to remember these sorts of finds. “Perhaps a historic route plaque inside the trains,” pondered Mike, “or an exhibition in the station.”

One thing is certain, though, whatever the team discover and uncover in its painstaking work will be shared with local communities via information events and lectures, and in wider circles via research papers, journals, and updated web content. Museums will benefit from exciting new additions, which, it is hoped, will both entertain and educate young and old for many years to come.

ANOTHER TYPE OF CIRCLE Many are in fact already keen to catch a glimpse when passing by what will become the intercity route’s most northern stop during Phase 1: Curzon Street station. Recent excavation work here uncovered the ruins of what is widely considered to be the world’s oldest roundhouse. It was designed by engineer Robert Stephenson in the 19th century, and became fully operational on 12 November 1837, making it almost two years older than the

RAILSTAFF SEPTEMBER/OCTOBER 2020

roundhouse in nearby Derby, which held the ‘world’s oldest’ title until now. Curzon Street station was closed to passengers in the late 19th century, although it remained open for goods trains until 1966, when it was finally closed for good. With the go-ahead for the construction of the HS2 project came renewed interest in the history of the site and how to best preserve it: the designs for the new Curzon Street terminus, for example, will incorporate the existing historic Old Curzon Street building and link it to the new station’s eastern concourse at New Canal Street. The roundhouse itself was situated adjacent to the old station, which was the first terminus serving the centre of Birmingham. Trial trenching revealed not only the remains of the original station’s roundhouse but also showed the circular base of the central turntable, the exterior wall and the radial inspection pits which would have surrounded the turntable. Work is ongoing to determine whether any of the remains can be preserved in-situ.

NEARING COMPLETION Will this archaeological project ever end? When the Covid-19 crisis hit earlier this year, all sites had to be closed down in accordance with government guidelines, but Mike and Rachel are pleased that the fieldworks have now been allowed to restart, albeit with some adjustments in place, such as social distancing, shorter work time limits and adapted site offices.

FEATURE

With the exception of a few smaller areas, Mike still expects the field element of Phase 1 to be completed next year. Construction has already begun, of course – the reason for the first excavation sites having been at Curzon Street and St James’ Gardens is that building the stations takes much longer than the actual route itself. Construction follows archaeology in this once-in-a-lifetime project, but what happens if they find something so significant that it would really impact the originally planned route? Mike reiterated: “For the past ten years, archaeologists have done preliminary deskbased research, field walking, used group penetrating radars, trial trenching and evaluation to understand what we have along the line of route. In the very unlikely event that we do find a site of historical/national importance, which we were not aware of, we have a process that would enable us to manage the site/discovery commensurate with cost and programme.” Artefacts already uncovered span the last 20,000 years of our history – be it medieval pottery in Stoke Mandeville, prehistoric (from the Mesolithic and Neolithic periods) tools and flint in the Colne Valley – Mike’s personal highlights as he likes to think about the megafauna and people who roamed those areas many millennia before us – a lead-lined Roman coffin or the world’s oldest railway roundhouse at Curzon Street: this really is a project like no other and is uncovering untold secrets right out of the ground beneath our feet!

Investigations at Coleshill, near Birmingham.

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

YOUNG RAIL PROFESSIONALS

RAILSTAFF SEPTEMBER/OCTOBER 2020

S L A N IO S S E F O R P L YOUWNGEERKA: YI RP'S FLAGSHIP RAIL INITIATIVE

EVENTS, Y R T S U D N -I IL A R Y LIKE MAN THREATENED BY S A W 0 2 0 2 K E E W RAIL RS THEREFORE E IS N A G R O P R Y . 9 COVID-1 INTERNET... E H T O T N R U T O T HAD

ail Week, the brainchild of Young Rail Professionals, is an annual, pan-industry, collaborative effort, aimed at addressing the skills shortage in rail-related roles by educating young people on, and inspiring them to take-up, rail and engineering careers.

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

YRP successfully launched Rail Week in 2016 and is delighted that it has been a key event in the rail industry calendar every year since. In October 2019, YRP’s Rail Week saw over 30 YRP rail ambassadors collaborate with over 100 organisations from across the rail industry - donating their time and resources to give young people, parents, teachers and careers advisors the opportunity to learn about the brilliant projects, facilities and range of jobs in the rail industry. Events included a public open day at Siemens Mobility’s Northam traincare facility, a tour of GTR’s Selhurst depot, a Network Rail-led event at King’s Cross station, train simulators, demonstrations and a talk on how engineers keep the London Tram system moving, all alongside a series of “Welcome to Rail” events hosted by YRP’s regional committees. In parallel, YRP created a dedicated Rail Week website, brimming with information about routes into rail, railway apprenticeships and how to become a YRP ambassador. There were also interactive educational games, videos and activity packs, made available by our collaborators. As a result of this immense effort, YRP’s Rail Week 2019 reached in excess of 3,500 young people.

RAIL WEEK 2020: STRATEGY Accepting of the fact that this year’s Rail Week (5 – 11 October 2020) needed to take a different format due to COVID, but nevertheless unfazed by the challenge, YRP encouraged contributors and collaborators to bring the railway to kitchens and living rooms across the UK, by placing fresh emphasis on technology – supporters were encouraged to think along the lines of virtual depot tours, webinars, downloadable activities, engineering insights, Q&As, games and educational videos. The tagline “Think virtual. Think online. Think live or pre-recorded. Think outside the box.” was designed to drive innovation and new ways of bringing learning opportunities to members and other young people. Due to the uncertainty around COVID, and the lingering hope that there might be a chance of running at least some in-person events, planning commenced much later than other years – stoking the pressure, and desire, to make Rail Week 2020 a success! And it seemed to pay-off...

RAIL WEEK 2020: PARTICIPANTS At the time of writing, Rail Week 2020 was in full flow! On top of the pre-planned events and activities, Rail Week was receiving incredible support (and, in some cases, spontaneous online event planning) from a whole host of companies and individuals in the UK rail industry. It’s impossible to name everyone, but among those who joined in and showed their amazing support were Network Rail, HS2, Rail Delivery Group, Telent Technology Services, Primary Engineer, STM Group, Systra, 3Squared, SVM Glasgow, Community Rail Lancashire, Xrail Group, We Are Railfans, DB Cargo, Dynamic Group, Freightliner Group, Jacobs, Redstone Rail, Redstone Training, Unipart Rail, Railway Benefit Fund, Exeter College Apprenticeships/ GWR, Hitachi Rail, CrossCountry Trains, Sussex STEM and Kent

Medway STEM, The National Skills Academy for Rail (NSAR), Women in Rail, Railway Industry Association, All About STEM, Rail Delivery Group, RailFreight.com, RPS, IET on Campus Strathclyde, Solent Stevedores, Hideaway Studios Group - Time-Lapse Systems, Gareth Dennis, Success at School, Ford & Stanley Group and Alstom!

RAIL WEEK 2020: PROGRAMME With the World Wide Web at YRP’s fingertips, and with its previous online breakthroughs, the organisers knew there was scope for inventiveness, but nothing prepared them for the variety of events and activities that collaborators and supporters delivered. To give a flavour, there were daily ‘a day in the life of a Network Rail engineer’ events; two virtual depot and freight train tours from Freightliner; webinars and panel

RAILSTAFF SEPTEMBER/OCTOBER 2020

discussions on equality, diversity and inclusion from Community Rail Lancashire, Jacobs, Railway Industry Association and Women in Rail; a ‘routes into rail’ discussion and a virtual hackathon with Rail Delivery Group; career insights in the form of podcasts and online case studies with DB Cargo; a session on working in rail and practising your faith (from new Rail Week participant, Muslims in Rail); and resource packs from Success at School, alongside various social media postings, profile contributions, videos and competitions. A fuller description of the week’s activities will be posted on the YRP website in the near future.

HOPES AND THANKS At the time of writing, it was too early to provide any ‘hard statistics’. However, Rail Week 2020 definitely feels like a resounding success – a display of resilience and positivity; a milestone in YRP’s digital revitalisation; a revolution (forced upon us by COVID, but bringing benefits for the future) and a demonstration of togetherness within the rail industry family.

YOUNG RAIL PROFESSIONALS

With the incredible support of its collaborators, YRP hopes it has: • provided and promoted some useful tools and insights to inform young people better about the roles and people in the rail industry; and • inspired young people to consider, and hopefully pursue, a rail career (with the eventual aim of closing the skills gap). The organisers want to say a huge thank you to everyone who supported Rail Week 2020; without them, it simply would not have been possible.

RAIL WEEK: WHAT’S NEXT? Rail Week will return in October 2021 (dates TBC). Hopefully, this year’s challenges will be a thing of the past. Equally, having now drawn on the power and potential of the internet and digital tools for this year’s Rail Week, YRP is keen to develop a hybrid offering of online and inperson activities during future Rail Weeks. Want to be involved in Rail Week 2021? Email Isabella. lawson@youngrailpro. com or rachael.thompson@ youngrailpro.com.

FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

COMPANY FOCUS

RAILSTAFF SEPTEMBER/OCTOBER 2020

UNDERSTANDING IR AND TAKING ADVANTAGE OF THE DE IR35 - THE GOVERNMENT'S INTERMEDIARIES LEGISLATION AND PART OF ITS CLAMPDOWN ON TAX AVOIDANCE - IS DESIGNED TO ENSURE THAT 'OFF-PAYROLL' WORKERS PAY BROADLY THE SAME TAX AND NATIONAL INSURANCE CONTRIBUTIONS AS EMPLOYEES.

lthough delayed until April 2021, these new regulations, which apply if a worker or contractor provides services through their own limited company or another type of intermediary to the client, affect many railway workers. David James, who has been in the recruitment sector for 19 years, supporting clients with Personal Service Companies (PSC) and IR35, has shared his opinions with RailStaff. IR35 is the common name given to the Intermediaries Legislation, which came into force from April 2000 and is the HMRC’s ‘test’ for self-employment for tax purposes when contractors are working through their PSCs. The name – IR35 – simply came about as it was announced in the Inland Revenue’s 35th press release following the 1999 budget. The legislation is to distinguish between a genuine self-employed contractor, working via a PSC, and those whose working practices could suggest they operate more like an employee (who the HMRC call a ‘disguised employee’), so would fall inside IR35. Genuine self-employed contractors, working outside of IR35, usually receive gross payments for their services via their PSC, allowing them to pay some of their income in dividends and other methods, which in turn creates a tax benefit. Working via a PSC will also reduce the amount of National Insurance (NI) payable. Those contractors that fall inside IR35 – the ‘disguised employees’ – should pay broadly the same amount of tax and NI as an equivalent employee would. © iStockphoto.com

While interacting with many PSCs, clients and IR35 working parties, it is interesting to hear what people say and work out on which side of the fence they sit with regards to IR35 taxation. It is usually either. “The PSC should pay less tax as they have no employment rights (no sick pay, maternity/ paternity rights, redundancy pay, holiday pay, no notice, no claim for unfair dismissal)” or “The PSC is seen as a ‘tax dodger’ and they should all pay the same tax and NI as an employee, regardless of having no employment rights.” No doubt, this debate will always surround the PSC working model!

REASONS FOR CHANGE Her Majesty’s Revenue and Customs (HMRC, the new name for Inland Revenue), sought the change in off-payroll legislation because it apparently believed that it was missing out on a huge amount of taxable income from many PSCs (especially in NI contributions). To make this extra tax income more accessible, and supposedly “improve the compliance” around contracting in the UK, HMRC decided to move the liability of the PSCs tax status away from the single-person RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF SEPTEMBER/OCTOBER 2020

R35 ELAY

PSCs and onto the medium and large businesses (known as the ‘end-users’) that engage them. The ‘fee-payer’ (usually the recruitment agent who payrolls the PSC) can also be liable, depending on whether the end-user has proved to have exercised “reasonable care” when providing Status Determination Statements. Small businesses are exempt. HMRC knows that, by getting medium and large businesses involved via a change in legislation, there will be a more stringent approach when assessing the PSC’s IR35 status, therefore more ‘disguised employees’ will be identified and changed to a PAYE solution, and taxation will rise. Ironically, this was how HMRC originally

COMPANY FOCUS

wanted to manage the Intermediaries Legislation from April 2000. However, it was dropped after consultation as many businesses raised concern over the administrative burden – the same concerns that have re-emerged over the last 12 months and, possibly, the main reason there have been blanket decisions not to employ PSCs made by the large UK corporates. The change in off-payroll rules provides a simpler, self-regulated formula for HMRC, which, it claims, saw an estimated additional £550 million in Income Tax and National Insurance contributions raised in the first 12 months after rolling this legislation out in the public sector. Before the deferral to April 2021, HMRC’s draft off-payroll legislation was forecasting an

increase in taxation of £3.1 billion from 20202024 within the private sector. Two of the biggest concerns for endusers, prior to legislation change, were the subjective manner in which IR35 was interpreted and implied, and how to complete an assessment to show that all aspects of IR35 had been reviewed and followed. HMRC introduced its CEST (check employment status for tax) tool in 2017, assuring taxpayers that it would accept the results if the questions had been answered correctly. Some areas of the public sector are still suffering with this tool (have a look at the NHS Digital problem with CEST). Even the updated version, released by HMRC in November 2019, has had plenty of criticism, including the fact it does not cover Mutuality of Obligation – a key factor of IR35. In addition, the recent House of Lords Economic Affairs Finance Bill SubCommittee’s report comments that CEST “falls well short of what is required”. As a result of these well-publicised problems, end-users that engage PSCs had to look at other IR35 assessment methods, to make sure they could prove they had taken ‘reasonable care’ if challenged in an HMRC tribunal on a PSC’s IR35 status determination. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

COMPANY FOCUS

RAILSTAFF SEPTEMBER/OCTOBER 2020

BANS AND DELAYS

This lack of education and support from HMRC on the whole matter (until the government’s review in January 2020, which then produced some online communication resources and Employment Status Manuals), plus the fines HMRC could impose on businesses due to incorrect status determinations (and the bad publicity attached to it), starts to explain why the big corporates just rolled out blanket bans on PSCs and wanted to engage PAYE-employees only from April 2020. It was just easier to do and mitigated the risk of an investigation. Those businesses which did not impose blanket bans, and actually managed a process of assessing all their current PSCs, have had a huge amount of work to do, with minimal official guidance to help them. They have, however, had a wealth of private-sector ‘help’ available to them – both good and questionable. Plenty of so called ‘experts’ have appeared across social media and the press, claiming all sorts of ‘help and advice’ to businesses through this process. Some are better than others Worley had some excellent support from Andy Webster’s team at Workr Compliance and Dave Chaplin’s team at IR35 Shield. Also, during the nine months leading up to implementation of the amended legislation, the UK had a change in Prime Minister, the ongoing daily saga of Brexit, a general election (so a cancelled Autumn Statement) and then a new government. All of which attributed to a delay of the final legislation on IR35, which didn’t come out until the Budget on 11 March, just 27 days before the original implementation date. Everyone finally knew what was happening, and all the hard work, that companies had put in ready for implementation, paid off. Then there was the delay that put rolling out the legislation back until 2021, which has been attributed to Covid-19. Interestingly, this delay wasn’t mentioned in the Budget on 11 March, but a week later, on 17 March. The delay was viewed as a minor win for those opposing the changes in legislation, with some claiming at the time that the government could scrap the legislation into the private sector altogether.

The COVID-19 pandemic is affecting most industries and will do so for some time. It is therefore important that all businesses use this deferral to the off-payroll legislation to help with stabilising their situation in the current climate, but they should still be planning ready for implementation in April 2021. On Monday 27 April, the House of Lords Economic Affairs Finance Bill Sub-Committee published its report ‘Off-payroll working: treating people fairly’, and it was quite a damning one. The first summary paragraph suggests that the IR35 rules “have never worked satisfactorily” and concludes that “this framework is flawed” – not a great start. The report further criticises the government’s IR35 ruling in the public and private sector, providing yet more evidence for those who oppose the IR35 reform and claim that it is not fit for purpose. On 19 May, David Davis MP tabled an amendment to the Finance Bill 2020-2021, proposing to delay the off-payroll measures until April 2023. However, his amendment failed to gain sufficient support from MPs.

IMMEDIATE ACTION With the Off-Payroll legislation due to be rolled out in the private sector from April 2021, it is important that businesses use this time wisely to plan and get ready. They need to roll out procedures on PSC engagement (based on the new world from April 2021) and assess contractors to produce a status determination. Businesses need to develop the methodology around the new process of engaging PSCs compliantly – to think about the changes they may need to make to engage PSCs under the new legislation, including audits to show any potential HMRC investigation that they have a fully compliant engagement process. Blanket determinations are, arguably, in breach of the HMRC’s rules and they will do nothing but drive away PSCs and their flexible working practices. Instead, businesses should use the proven resources available (meaning resources that have actual experience of managing IR35 projects – not the so-called experts who have just read and produced a few LI articles and videos) and get themselves ready to use PSCs compliantly from April 2021. Do not panic or leave it all until 2021 and go for the blanket approach!

DEFERRAL The 12-month deferral has created further confusion for businesses that engage with PSCs over liability and what they should be doing between now and April 2021. There is also concern from PSCs with regards to keeping their original ‘outsideIR35’ status, especially where the engaging business assessed them as being inside IR35 prior to April 2020. In a nutshell, it is ‘business as usual’ until April 2021. Businesses do not have to determine the IR35 status of their PSCs, as this liability still sits with the PSC until that date. Any PSC would be well advised to go and get an assessment to prove their IR35 status, which they should have been doing each year anyway as good working practice.

David James, engineering programme director for STR Group, has worked within the recruitment sector for over 19 years, supporting clients with their contract workforces. He has also been a working member of the Recruitment & Employment Confederation (REC) since 2003. David first helped a public sector client with its IR35 strategy in 2016 and then assisted further private sector clients on IR35 from 2017. He joined energy, chemicals and resources group Worley as its IR35 project manager in September 2019, to design and implement its IR35 strategy ready for the change in off-payroll legislation from April 2020 (now delayed by a year).

RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF SEPTEMBER/OCTOBER 2020

CAREERS

SIGNALLING DESIGN VERIFIER Working alongside some of the best signalling designers in the industry, the successful candidate will be an integral part of the team.

PERSON SPECIFICATION

You will have the opportunity to increase your knowledge and showcase your talent.

•

With progression being key for our client, we are looking for Design Verifiers who are career driven individuals, ready and motivated to take the next step.

•

• • • •

Ability to successfully apply Signalling Verification and Design Process at a principal and system level. Application of CDM (Construction Design and Management Regulations) Application of the RSSB (Rail Safety and Standards Board) Application of Network Rail Standards (or equivalent) Knowledge of CSM (Common Safety Method) Verification of risk assessments

• • •

Good computer skills including proficiency with CAD Possesses effective communication skills Time management and time keeping

REQUIRED QUALIFICATIONS

IRSE 1.1.160 IRSE Signalling Design Verifier AND IRSE 1.1.550 IRSE Principle Design Licence

LOCATIONS

Birmingham, Derby, York

WE ARE HIRING ACROSS MULTIPLE DISCIPLINES THROUGHOUT THE UK, VISIT WWW.ADVANCE-TRS.COM FOR MORE INFORMATION OR CALL +44 (0)1483 361061

way People.com

At the heart of UK rail…

Trainer Assessor London | £Competitive plus car A great opportunity to join the Intertrain team, you’ll provide induction, initial assessment, advice and guidance to all learners enrolled on Intertrain’s courses and programmes.

RailwayPeople.com is the largest dedicated rail job site in the UK. With thousands of job opportunities updated daily, your next career is a fingertip away. Visit RailwayPeople.com to find your next role today.

You’ll be NSAR assured and assess learners’ progress and maintain accurate records of assessments of learning carried out, learner journey, achievement and feedback provided. In addition to the above, we are also recruiting for Trainee Trainer/Assessor, for those who want to further their career in the rail industry.

For more information and to apply, see:

intertrainjobs.co.uk FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

Serious planning TRS offers a complete project management service that takes you all the way from plan to plant. Grounded in our unrivalled industry knowledge and expertise, we can save time, protect budget and improve quality on your next project â&#x20AC;&#x201C; helping you get the job done safer and better than ever before. Call 01962 711642 for more or go online. totalrailsolutions.co.uk

RailStaff September/October 2020

Articles inside

THE ARCHAEOLOGY OF HS2

DELEGATION AND RESPONSIBILITY

TASKED TO IMPROVE

PRIDE DURING A PANDEMIC