RailStaff - Issue 277 | January-February 2022 by Rail Media

JAN-FEB 2022 | ISSUE 277

EXPERT COMMENTARY

Network Rail's Phil Catcheside talks with RailStaff about the current recruitment environment, key trends, and his expectations for the future.

PLUS NEWS PEOPLE FEATURES HEALTH & SAFETY COMPANY FOCUS TRAINING INTERVIEWS CAREERS

E R U T N E V D A E C A R B EM

TED UK EKING TALEN SE IS E N R U S MELBO HOGBEN METRO TRAIN KS WITH LISA A E SP FF A ST ALS. RAIL NY. PROFESSION D THE COMPA E IN JO D N A STICKS (PAGE 46) WHO UPPED

WITH MTM

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What should I do? Visit RailwayPeople.com today to find your next role and become an essential part of the UK’s rail industry to help the nation build back better. visit: www.RailwayPeople.com / email: rp@rail-media.com / telephone: 01530 816 450

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Staﬀordshire-based locomotive manufacturer, Clayton Equipment Ltd recently chose PSV Wipers to design and supply the full wiper system for their CBD90 locomotives (to be known as Class 18). This heralds a new era for the manufacturer and continues the story of its standard gauge Clayton Type 1 (Class 17) Bo-Bo diesel-electric locomotives manufactured by the company between 1961 and 1965.

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3 46

CONTENTS JANUARY-FEBRUARY 2022 | ISSUE 277

GALVANIZERS ASSOCIATION WILL DELIVER FOR HS2 | 18

With an important role to play in the completion of HS2, Galvanizers Association is rising to the challenge.

REMOTE MANAGEMENT: THE IMPACT ON RAIL SAFETY | 20

Colin Wheeler sums up the latest accident reports and asks if remote management is detrimental to track safety.

EXPERT COMMENTARY | 30

Network Rail’s Phil Catcheside joins us to discuss the current recruitment environment, key trends, and his expectations for the future.

DIVERSITY IN RECRUITMENT | 36

Companies need to show they welcome all individuals and the best place to start is at the recruitment stage.

CAREER HUNTING TOP TIPS | 38

Advance TRS offers its advice to candidates hoping to stand out from the competition.

36 38

T H G I L T O P

PING R - KEEVING | 42 e E IN L T FREIGHOUNTRY MOs highlighted by thtliner wa igh THE C freight and Fre of rail demic The role nts of the pan rivers. e d m require to attract more g in is look

EMBRACE ADVENTURE WITH MTM | 46

Metro Trains Melbourne is seeking talented UK professionals. We caught up with Lisa Hogben who upped sticks and joined the company.

less than

20p a day

All about people people working in public transport... ...people like you! In times of need, hardship and distress TBF is here to support its members by helping them to keep the wheels of the public transport industry turning. TBF offers financial and medical benefits, a wide range of complementary and alternative therapies, bereavement grants and welfare advice.

£1.25 a week covers you, your live-in partner and dependent children. 0300 333 2000 help@tbf.org.uk www.tbf.org.uk Transport Benevolent Fund CIO, known as TBF, is a registered charity in England and Wales, 1160901, and Scotland, SC047016.

Staff

RAILSTAFF JANUARY-FEBRUARY 2022

NEWS

TIME FOR A CHANGE?

Matt Atkins

Production and design:

Adam O’Connor

Track safety:

Colin Wheeler

Advertising:

Asif Ahmed Craig Smith Chris Davies

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

It’s hard to believe we’re already two months into 2022, but time is rushing by and, thankfully, spring is on the horizon. Early in the year, our thoughts can turn to making changes in our lives, and a career move is one way you can shift gears and start hitting a few of the goals you’ve made for yourself.

Contact details RailStaff Publications, Rail Media House, Samson Road, Coalville, Leicestershire, LE67 3FP.

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With that in mind, we open the year with a focus on recruitment which provides some top job-hunting tips and aims to increase your awareness of what employers are looking for, and what opportunities are out there. Over the Christmas and New Year period, there’s a good chance that either you or someone you know picked up Covid’s Omicron variant. While less severe, the new strain shows that the pandemic hasn’t gone away, and its impacts are still felt. One legacy will be the shift to homeworking, but in his regular update Colin Wheeler asks whether remote-working practices are harmful to safety on the rails. Is a face-toface conversation better than an email when

conveying important instructions? Do personal interactions hold greater weight than digital communications? Talking about online comms, over the past few years you’ve probably noticed the emergence of an extra identifier appearing in email signatures. He, she, they. Why is an emphasis being placed on these terms today and what is the significance of their use? Richard Adams and Tom Meacock from Atkins explain the use of pronouns in the workplace, and their importance to our sense of identity. Unfortunately for us, George Chilcott gives his final update as Chair of the Young Rail Professionals (YRP), as he steps down after four years. He uses this opportunity to discuss his career in rail to date, the exciting projects he’s been a part of, and the highlights of his leadership of the YRP. Many thanks for your contribution, George, we're sad to see you go. Moving on, our Recruitment Focus offers a broad array of information for those planning their next move - see Advance TRS’s top tips on page 38 - and also gives an in-depth view of the factors shaping recruitment in rail today. The industry’s staffing issues are discussed by National Infrastructure Solutions, a training provider helping to plug the anticipated 120,000 shortfall in staff. Network Rail’s Phil Catcheside then gives up his time to speak to us at length about the trends he’s currently seeing and his thoughts for the future. We also talk to Civil Engineer Era Shah (left), about the importance of equality, diversity and inclusion at the recruitment stage, and Freightliner gives us the lowdown on its opportunities for train drivers and the benefits of joining the company. Finally, we catch up with Metro Train Melbourne’s Lisa Hogben about why she chose to work in Australia, the logistics of making the move, and why you should consider it too. A bumper issue then, and hopefully one that will give you some inspiration and shape your future plans, whatever they may be. Matt@rail-media.com FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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Balfour Beatty VINCI (BBV), construction partner of HS2, has launched a major recruitment drive to boost its workforce as it prepares to deliver a huge programme of construction works through 2022 and beyond. With approximately 1,700 staff already working at construction sites and in satellite offices across Solihull, Warwickshire and Birmingham, the company is now looking to welcome more recruits. 2022 will be a significant year for HS2’s construction. Tunnel boring machine ‘Dorothy’ is set to become the first TBM on the HS2 route to breakthrough. And following this achievement, which is expected in the spring,

HS2 recruits required she will return to Long Itchington to bore her second tunnel. Work is also gathering pace at HS2’s two new station sites – Interchange in Solihull and Curzon Street in Birmingham – where preparatory works are underway to construct the series of viaducts that will bring HS2 trains into the city’s flagship terminus station. BBV is seeking to fill a number of positions. Jobs for those seeking a site-based role include materials technicians, signallers, general operatives, traffic marshalls, and engineering assistants. Office-based roles include opportunities in the firm’s procurement, transport planning, skills and education and finance teams. In total, BBV expects that it will support around 7,000 jobs to deliver its

programme of work on HS2. “Having already achieved a number of significant milestones in the construction of Britain’s new high-speed railway, there has never been a better, or more exciting time to consider joining Balfour Beatty VINCI,” said Shilpi Akbar, Head of Stakeholders and Communities at BBV. “As we work to bring HS2 to the region, we have a monumental construction programme ahead of us. With thousands of career opportunities in the pipeline, across a multitude of disciplines, we are committed to giving people of all backgrounds the chance to develop and hone new and existing skills, while working to deliver one of Europe’s largest infrastructure projects.”

Elevator award HS2 Ltd has confirmed that TK Elevator has been awarded the framework to deliver around 300 state-of-the-art lifts and escalators for the four major new stations being built as part of the HS2 high speed rail project.

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

In total, Birmingham Curzon Street, Interchange, Old Oak Common, and the new HS2 platforms at London Euston will need more than 160 lifts and 130 escalators to help hundreds of thousands of people access HS2 trains every day. TK Elevator – which employs around 400 people across the UK – has been awarded a framework agreement, with the final value expected to be worth between £207 million and £316 million depending on the number of lifts and escalators needed. HS2 Ltd’s Procurement Director, Andrew Cubitt, said: “These lifts and escalators will be an essential part of our four iconic new stations – moving hundreds of thousands of

people every day and helping us to ensure seamless journeys for everyone. “I’d like to congratulate TK Elevator on their award of the framework and I look forward to seeing them deliver a vital part of the HS2 project.” All the new stations in London and Birmingham will be zero carbon in terms of day-to-day operation, and fully accessible, with step-free access from street to train. Placed end to end, the escalators would stretch more than three kilometres – longer than the Forth Rail Bridge.

RAILSTAFF JANUARY-FEBRUARY 2022

NEWS

Dawlish sea wall illuminated

Michael's Metro adventure The Tyne and Wear Metro has featured in Michael Portillo’s latest TV series, Great Coastal Railway Journeys. Portillo, who has become renowned for his railway travel programmes on the BBC, took a journey on Metro during the episode that was broadcast on Monday 7 February.

In 2014, Dawlish’s coastal railway line suffered severe damage following heavy winter storms. In response, Network Rail introduced several new measures to improve the long-term resilience of the railway connection - the only rail link from Devon and Cornwall to the rest of Britain. A key feature of the improvement works was the construction of a new sea wall, which is 415m in length. Higher than the previous sea wall, it also incorporates a new highlevel promenade at the same elevation as the station platforms. In addition, users of the promenade are now protected from the waves by a curved parapet wall that stands 1.1m tall. The contractor for the project was Bam Nuttall, while the innovative plans were developed in partnership with the Bristol office of renowned engineering experts Arup. To fulfil a crucial lighting element of the project, Arup appointed leading external lighting manufacturer DW Windsor. A 330m stretch of the elevated sea-front promenade

required illumination to improve visibility for walkers. The brief called for a discreet lighting solution, mounted at a low height to avoid any risk of glare for train drivers. DW Windsor’s Special Projects team developed a bespoke solution using a modified version of their surface-mounted linear lighting system, Garda Anti-Climb. In total, 110 custom LED lighting modules were installed along the walkway, set at an angle to wash across the pathway rather than illuminate the space above it. Ewen Morrison, Network Rail Senior Programme Manager for the Dawlish sea wall project, said: “It’s pleasing to see the remaining finishing touches to the first section of new sea wall were recently completed. “The lighting will undoubtedly brighten up the promenade and enable people to safely use the sea wall in the evening, particularly during the darker winter nights. “This new, bigger sea wall will play an important role in protecting not only the railway but the town of Dawlish from rising sea levels and extreme weather for generations to come.”

He travelled from Central Station in Newcastle up to Tynemouth on the North Tyneside coast. During his journey Portillo marvelled at Metro’s 60 stations and 40 years of operations, and he spoke fondly of the frontal view of the track afforded to him from the front passenger seats on the Metro train. At Tynemouth station Portillo explained to viewers how the station was originally built in 1882 for the North Eastern Railway and was switched to serve Metro trains in the 1980s. He described the station’s Victorian architecture as ‘breath taking’. He said: “Tynemouth has one of the finest glass roofs in Britain and recently it has been superbly restored – and it is a gem.” Metro Operations Director, John Alexander, said: “We were delighted to welcome Michael Portillo on Metro for his latest television series. “He really showcased how important the Metro is to the communities that we serve, and he reflected brilliantly on our proud railway heritage in North East England.” A further trip on Metro from South Shields to Central is set to appear later in the series, along with a Tyne crossing on the Shields Ferry. © Nexus Metro FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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RAILSTAFF JANUARY-FEBRUARY 2022

Elizabeth line opening on track

GWR champions mental wellbeing Great Western Railway (GWR) has underlined its commitment to the wellbeing of colleagues by signing up to The Railway Mental Health Charter (RMHC). The charter provides a framework designed to help rail companies promote, manage, and support mental wellbeing in the workforce. “The charter helps us to ensure we’re doing everything we can to support the mental health and wellbeing of our colleagues, which we know is so important,” said GWR Human Resources Director, Ruth Busby. “It also helps us to connect with others in the rail industry, ensuring we can learn from one another and provide the very best support we can to our colleagues.” GWR Customer Service & Operations Director Richard Rowland added: “This is important because it underlines to all of our colleagues – everyone from drivers to gateline staff, managers and apprentices, and engineers to administrators – that we are committed to their wellbeing and they know that support is available should they need.” The charter aims to: encourage all member workplaces to engage with and embrace the mental health agenda; support rail companies in preventing and addressing mental ill health, including the effective management of stress in the workplace; make good practice and information readily and freely available to member organisations; and support the industry in taking a proactive approach to end mental health stigma, get conversations underway, and create an open and inclusive culture where all colleagues know where and when to ask for support. The charter was developed by Lee Woolcott-Ellis, Mental Health Lead Manager at Southeastern Railway, in collaboration with the Rail Safety and Standards (RSSB) and the Mental Wellbeing Group. “The rail industry exposes the workforce to unique working conditions,” said Lee. “Shift patterns, challenging demands and working conditions, and exposure to potentially traumatic events are some of the issues that make the management of mental health in the industry particularly complex.” RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Transport for London (TfL) has announced that the Elizabeth line is on track to open in the first half of this year. TfL is coming to the end of the first phase of its Trial Operations ahead of starting the next phase including large-scale exercises across the new railway – a crucial step ahead of the Elizabeth line opening. Major progress was made towards completing the new line over Christmas with planned upgrades taking place and work continuing at the two state-of-the-art new stations still to be handed over to TfL. The latest Siemens signalling software for the railway was commissioned along with the updated Alstom train software installed on trains. There were also upgrades to both the control communications system and the tunnel ventilation system. The Trial Operations phase will involve a range of organisations, including TfL and London Underground, MTR Elizabeth line (as the operator), and Network Rail collaborating on the response to trial scenarios along with thousands of volunteers. Emergency services including the British Transport Police, London

Fire Brigade and London Ambulance Service will also be involved. In the run up to opening the Elizabeth line, activity will be taking place on most days including weekends. Other exercises will include responding to train, signalling, platform screen door and track simulations. Since May 2021, trains have been running through the tunnels to continue building up mileage and reliability ahead of the railway opening to passengers. When the Elizabeth line opens it will operate 12 trains per hour through the central section of the railway. The Elizabeth line is extremely complex, and the Trial Operations phase will continue until it is clear that the highest levels of safety and reliability are in place before the railway can open to customers. Mark Wild, Crossrail Chief Executive, said: “The Elizabeth line is on track to open in the first half of 2022 as we continue to make progress on completing the works necessary to start passenger services in the central section of the railway, from Paddington to Abbey Wood. I’d like to thank everyone for their continued hard work and we look forward to beginning the next phase of Trial Operations exercises.”

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Flood risk reduced Four kilometres of railway has been improved during a nine-day closure on the West Coast main line. The work involved the installation of drainage channels to prevent heavy flooding. A ballast cleaning train was also used to clear debris from the stone beneath the railway. Cleaning the stones allows rainwater to drain away faster and makes the track more stable.

Network Rail has thanked passengers for their patience during the work. “We know this work has meant longer journeys for some passengers, so I’d like to thank everyone impacted for bearing with us while we carried out this important work,” said James Dean, route director for Network Rail’s West Coast South route. “We worked closely with train operators to keep people on the move and now this work is done this vital section of the West Coast

main line is better protected from adverse weather for passengers and freight services.” Executive director of operations and safety at Avanti West Coast, Gus Dunster, said: “We would like to thank customers for their patience while Network Rail carried out vital works between Rugby and Milton Keynes. These improvements will help to better protect the railway from floods, helping to make journeys more reliable for our customers on the West Coast main line.”

Name that train The Severn Valley Railway is asking the public to vote for a new name for its purpleliveried steam locomotive, set to be a major attraction this summer. The heritage railway, based in Worcestershire and Shropshire, will rename 34027 Taw Valley, to commemorate the 70th anniversary of HM Queen Elizabeth II becoming monarch, as well as repainting the loco in a stunning purple livery. When the plan to repaint the locomotive was revealed last week, it caused a sensation on social media and in the press, with the initial Facebook post attracting 7,200 interactions from across the world, and being shared more than 300 times. The railway received almost 1,200 name suggestions, and with the help of the loco’s owners, it has whittled these down to a shortlist of four: Elizabeth II, Gloriana, Severn Majesty and Valley Monarch. The name that receives the most votes will be cast onto authentic nameplates and affixed to the engine in readiness for the VIP ceremony on Thursday 2 June, the start of the extended Bank Holiday weekend to celebrate the Jubilee. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

When people vote at www.svr.co.uk/ namealoco, they’ll have the chance to enter into a prize draw to win a family travel ticket for the SVR. The name change and repaint will be strictly temporary measures, and later in the year, the locomotive will be restored to its original name and livery. “We’re very excited about unveiling our unique locomotive later this year,” said head

of visitor experience, Michael Dunn. “From the reaction we’ve had so far we think it’s going to prove a huge draw over the summer. We’re going all out this year to celebrate both The Queen’s Platinum Jubilee and the 2022 Commonwealth Games which are being held in Birmingham. There’ll be a limited time period when people can visit the SVR to see this very special locomotive, and we can’t wait to welcome everyone.”

MAKE YOUR WILL FOR FREE THROUGHOUT MARCH This March, partners in rail - RBF and Railway Mission - are offering you the chance to write your will for FREE. The two railway charities have come together to provide this joint initiative, kindly supported by the Retired Rail Officers Society (RROS). Why is making a will so important? Writing a will is the only way to ensure your final wishes for your estate are fulfilled. It is a chance to remember people and causes you care about in life. A clearly written will also avoids unnecessary confusion and stress for loved ones at an already difficult time.

How do I write my free will? We have teamed up with will writing service, Bequeathed, to give people working in rail and their families the chance to write or update a will for FREE. You have the option to write your will online or over the phone. Both services provide a consultation with a solicitor to finalise your will.

Supporting your railway charities If you would like to support RBF or Railway Mission you can leave a gift in your will or make a donation on completion of your will - there is no obligation to do either. We are so very grateful for any gift, large or small. Your generous support means that we are able to be there for the Railway Family when they need us.

Find out more and write you free will via either charity website

Charity No 206312, SCO39550

Charity No 1128024, SC045897

www.railwaybenefitfund.org.uk/events/make-a-will-month

www.railwaymission.org/make-a-free-will-month

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RAILSTAFF JANUARY-FEBRUARY 2022

NEWS IN BRIEF Underground online The mobile networks Three and EE have joined the BAI Communications (BAI) network to provide 4G and 5G-ready mobile connectivity across the London Underground. The deal between the two networks and BAI, will give customers on the networks access to uninterrupted coverage whilst on the Tube and within stations. By partnering with BAI to deliver connectivity to their customers, Three and EE will help lead London’s transformation into a truly smart city. All mobile operators will be able to access the London Underground WiFi and the infrastructure will be 5G-ready, allowing seamless upgrades in the future. More HS2 finds Archaeologists have excavated a significant archaeological site during their work on the HS2 project. The existence of the site, near a small village in South Northamptonshire, has been known since the 18th century, however, the scale and quality of the discoveries on site have surpassed expectations. Use of the site began in the Iron Age when it was a village formed of over 30 roundhouses, which have been uncovered alongside an Iron Age road. Evidence from the dig shows that the settlement expanded over time becoming more prosperous during the Roman period. Over 300 Roman coins, discovered as if lost or discarded, have been recovered, an indication that a significant volume of commerce passed through this area. Buy before boarding A record number of fines were issued to those travelling without a valid ticket in 2021 as TransPennine Express (TPE) reiterated the need for customers to ‘buy before they board’. In total, more than 13,400 penalties were issued to those who chose to travel without a ticket or with an invalid one, resulting in them having to pay either a higher fare or a fixed penalty. More than £570,000 was recovered by the train operator through penalties as a result of fare evasion, with 531 people prosecuted at court resulting in both a substantial fine and a criminal record for those found guilty. Station outreach Over 300 rough sleepers have been helped by a partnership between Shelter and two of Network Rail’s largest railway stations. For the last year, station staff at Manchester Piccadilly and Birmingham New Street have teamed up with the charity to find a route out of homelessness for people who are living on the streets around the major transport hubs. Station staff have been specially trained by Shelter to connect and refer the people they encounter sleeping rough for tailored help and support. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

TRS - committed to trackside welfare Keeping rail workers safe, motivated and comfortable is essential to the success of any project, and the provision of clean, legally compliant welfare facilities is crucial. However, picking the right solution for the job can be a difficult task. The use of static units is often not always convenient, or even necessary, especially when only small teams of workers are required. Most mobile solutions do not cater to larger teams. With this in mind, Total Rail Solutions (TRS) has launched a unique, 12-seat capacity Canter Unit, providing an enhanced level of safety, welfare and comfort for operational rail teams. This latest innovation in the road-rail market solves three age-old problems in one unit: personnel transport, proper site wellbeing, and the space for a pre-task brief in the right environment. The bespoke solution marks the continuation of TRS’s transporting capability which includes the Kubota RTV 900, Land Rover Defender, and its existing personnel transporting canter with the capability of transporting up to 14 people. Designed to exacting specifications following extensive customer feedback, the new unit provides the ideal solution for safely and effectively deploying and supporting personnel while on site and along the track.

The machine features full toilet facilities at the rear, with fresh water handwash built in. For operational convenience, at the rear of the machine there is also a small tool store and workstation. As well as providing a mess area, the unit’s canteen is the perfect space for a pre-task brief. There is a microwave, a sink with hot and cold running water, as well as seating for up to eight people in the back. TRS is delighted to welcome this new welfare canter to the fleet. It provides the perfect solution for transportation, welfare, and briefing, whether your needs are a single shift, or long-term work. TRS provides operated and non-operated road-rail plant, sub-contracting services, and labour provision to rail sites across the UK. Working with leading contractors including Balfour Beatty, AMCOGiffen, Lundy Projects, Siemens, Bam Nuttal and Alun Griffiths, it has supported some of the most prestigious Network Rail and London Underground projects. It has the technical capabilities and fleet to service a wide range of projects, such as Overhead Line Equipment (OLE), Permanent Way and Civils work. From supplying road-rail plant and POS services for a single shift rail maintenance job, to providing end-to-end project management for complex long-term upgrades – it has the equipment, manpower and expertise to ensure any project is a success.

To find out more and be one of the first to benefit, visit totalrailsolutions.co.uk/on-track-plant/canter

International Exhibition of Railway Equipment, Systems & Services International Railway Infrastructure Exhibition

ON TRACK FOR THE FUTURE

10 – 12 May 2022 | Olympia London For the first time, Railtex / Infrarail takes place at Olympia London, covering all aspects of railway technology, including:

• Infrastructure • Rolling Stock • Rail+

• Passenger Experience • Net Zero • And many more

MORE THAN JUST AN EXHIBITION! Extensive conference programme CPD ACCREDITED On-Track display

Recruitment wall Plant and machinery exhibits

www.railtex.co.uk

Organiser:

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Convenience for customers Transport for Wales (TfW) customers within the South Wales Metro area are now able to purchase selected rail tickets for local journeys in a number of convenience stores. The pilot, launched on Monday 24 January 2022, involves stores in 90 different locations. The objective is to make it easier and more convenient for customers to purchase tickets and also give them the option to purchase tickets with cash, if their local station is unstaffed or has a card-only self-service machine. TfW, powered by SilverRail retailing technology, has become the first train operating company in the UK to partner with Payzone to make the purchasing of rail tickets possible through their instore Payzone devices. “This is an exciting pilot that gives customers additional choices about how and where they purchase their rail tickets,” said David O’Leary, TfW’s Commercial and Customer Experience Director. “This is the very first time in the UK that rail customers will be able to buy their tickets in their local convenience store and it also gives customers the added choice of purchasing with cash, especially if their local station does not have a ticket office or only has a selfservice machine that accepts cards only.”

Progress on South Wales Metro Progress on the South Wales Metro continues, with Transport for Wales (TfW) delivering major works over the Christmas period. From 24 December until 7 January, the railway was closed between Pontypridd and both Merthyr Tydfil and Aberdare. The blockade allowed TfW and their partners to work around the clock on key infrastructure works including the removal of Devil’s Footbridge, installation of over 63,000 metres of fibre-optic cable for the upgrading of signalling equipment, and over 100 trial holes and a mixture of foundations completed in readiness for electrification of the line. The transformation of the Core Valley Lines for the Metro has been part-funded by the European Regional Development Fund through the Welsh Government, and will enable faster,

Back into traffic A first-of-its-kind Class 37 locomotive is to go back into traffic at the Great Central Railway after a loan move has been agreed between the National Railway Museum (NRM) and the Heavy Tractor Group (HTG).

operational loan for the 62-year-old locomotive which was built by the English Electric Company in Newton-le-Willows. Paddy McNulty, Railway Partnerships Manager at the National Railway Museum, said: “We’re really happy to see this wonderful locomotive head back into traffic at the Great Central Railway thanks to our partnership with the Heavy Tractor Group. Class 37 locomotives are very special to lots of people, and it’ll be great to see our engine back in full working order so that it can be enjoyed by visitors to the railway. “We’re really grateful to the HTG and Loram UK for their commitment to preserving the locomotive so that it can continue to inspire wonder for generations to come.” RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

British Rail Type 3 D6700 joined the museum’s collection in July 2001 after it was donated by the English, Welsh & Scottish

more frequent services between Cardiff and the heads of the valleys. Teams on the ground also successfully installed 150 metres of track including five switching and crossing panels. Karl Gilmore, Rail Infrastructure Director at TfW said: “We safely and successfully completed another blockade on the Core Valley Lines, which means another forward step in delivering the South Wales Metro for the people of Wales. “We were able to deliver key infrastructure works that will allow us to electrify the line and prepare it for the introduction of brand-new tram-trains in the coming years. “I’d like to thank our teams and partners for their dedication and hard work in testing weather conditions and also to the travelling public and our lineside neighbours for their understanding and continued support.”

Railway following its withdrawal from service, but will now feature on the Great Central Railway, based at Loughborough, under the new agreement. The loan partnership between the NRM and Heavy Tractor Group will see D6700 receive final maintenance and re-painting at HTG’s industry partner, Loram UK, to allow it to go back into service. Once complete, the locomotive will operate at the Great Central Railway on a rota basis and at diesel galas hosted by the railway. The NRM has agreed a five-year

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RAILSTAFF JANUARY-FEBRUARY 2022

Avanti West Coast has launched a campaign to help recruit 40 new train drivers at locations throughout the UK in 2022. The initiative aims to encourage more people, especially women, to consider the role as a realistic career to pursue. Earlier this month, applications opened for the first ten new posts. As part of the recruitment process an online Train Driver question and answer session was held featuring newly qualified driver Hayley Richardson, who talked about her experience. Over 1,000 people signed up to listen to the London-based recruit, who had previously spent 10 years working for the Cambridgeshire Constabulary, qualifying as a Detective Constable, share details about her training and what it’s like to drive a train at 125mph. “I absolutely love being a train driver,” said Hayley. “I wanted to do something out of my comfort zone, and I would encourage anyone, especially women who are looking for a career change or have their hearts set on becoming a driver to

Avanti's recruitment drive put in an application.” Further posts are expected to be advertised in June at depots in the Midlands and North West. Successful applicants will need to be over 20 years and six months of age when applying, live within an hour of their designated depot and meet the required medical standards. Richard Morrow, Head of Drivers at Avanti West Coast added: “Train driving is a wonderful career, one that carries a lot of responsibility and job satisfaction. Whilst the application process is competitive, if you think you have what it takes, then we’d love to hear from you.

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Visit Avanti West Coast’s dedicated webpage offering helpful advice to those actively thinking about train driving as a career: www. avantiwestcoast.co.uk/about-us/careers/train-driver-recruitment

HS2 history lesson Pupils at Newall Green Primary School in Manchester were treated to a history lesson with a difference when Balfour Beatty contractors, working on behalf of HS2, presented them with a rock sample dating back over 240 million years. The 1.5-metre-long sample, which was extracted from a depth of 58 metres from the school’s playing field, was excavated as part of HS2’s preliminary ground investigation works. Analysis of rock samples allows HS2’s team of specialist engineers to better understand ground conditions ahead of finalising designs for the construction of Britain’s new railway, which will extend from Crewe to Manchester. Balfour Beatty’s Senior Materials Engineer, Philip Dumelow, gave a short presentation to pupils from years five and six and explained how geotechnical analysis of the sample showed that the school’s site would have once sat at the bottom of a shallow sea or lake. And much to the pupils’ delight, he confirmed that there would have been dinosaurs at that time – though they were only just starting to emerge. Leonie Dubois, HS2’s Head of Consultation and Engagement said: “HS2’s unprecedented archaeology programme along the Birmingham to London section of the railway has led to the most extraordinary finds, and it’s exciting that we’re now beginning to discover more about Britain’s past along the Manchester section of the HS2 route. “We hope this session has helped to inspire the next generation of scientists and engineers who will support major infrastructure projects of the future.” The rock sample and a framed copy of the accompanying borehole log, which provides a geotechnical description of the sample, were presented to Newall Green Headteacher, Mrs Rudd and will now go on display in the school.

RAILSTAFF JANUARY-FEBRUARY 2022

The roll out of Greater Anglia’s new trains continues in 2022, with the first to enter passenger service this year going into operation on the Southend Victoria – London line. The introduction of the latest UK-built electric commuter train brings the total number of new trains in the Greater Anglia fleet to 103. New trains are now running on every route on the Greater Anglia network apart from between Ely and Kings Lynn, where they will be introduced later this year. The new trains are longer with more seats, plug and USB sockets at every seat, free fast

wifi, and climate-controlled air conditioning. They also have improved accessibility features on every train, such as accessible toilets, wheelchair areas, passenger information systems, call for aid buttons and priority seating – these seats are available to anyone but those who can stand are encouraged to offer them to others around them who may have a nonvisible impairment, be pregnant or less able to stand. The arrival of more new trains means that more of the train operator’s old trains have been retired and that, as a result, Greater Anglia’s entire fleet now meets modern accessibility standards.

New trains with low floors and retractable steps which bridge the gap between the train and platform run on the majority of Greater Anglia’s regional, intercity, and Stansted Express services. Greater Anglia’s other new trains, which have two wheelchair spaces and one accessible toilet per five carriage train, so four wheelchair spaces and two accessible toilets when running as ten carriages, operate on routes in Essex and on West Anglia services. Martin Beable, Greater Anglia’s Engineering Director, said, “With the removal of old trains from service, and more brand-new trains entering service regularly, our transformation of the railway in East Anglia has reached another positive milestone. “This will make it much easier for people to travel with confidence on our network in future.”

New trains for Greater Anglia

NEWS

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NEWS

RAILSTAFF JANUARY-FEBRUARY 2022

Sisk acquires Fuse Rail John Sisk & Son, the international construction and civil engineering business, has acquired Fuse Rail to complement its existing rail business in the UK. Fuse Rail, based in Kent, will continue to operate under its current branding and management team and its acquisition will provide excellent opportunities for growth for the business. Commenting on the deal Nick Culshaw, Managing Director of Sisk Rail, said: “Well done to all involved in making this deal happen. We look forward to working closely with the team in Fuse to help them grow and seek out new opportunities. This is a very exciting time for Fuse and Sisk Rail. Fuse Rail is a very strong complimentary fit with Sisk in terms of culture, focus on people and delivering excellence for customers.” Dave Saunders, Managing Director of Fuse Rail, said: “We are delighted to have

joined the Sisk business and look forward to continuing to deliver for our clients. From day one we knew there was a good fit with the people we have met as part of this process. Being part of the Sisk Rail business will open opportunities for us in our business and thanks to all my team who have worked really hard to get us over the line.” Fuse Rail is a specialist company servicing Electrification and Plant requirements within the Rail industry, based in Kent in the SouthEast of England. Through its talented team,

Apprentice opportunities Northern, The UK’s secondlargest train operator, used National Apprenticeship Week (7-13 Feb) to urge Generation X – those born between 1965 and 1980 – to consider applying to its industry-leading apprenticeship scheme. With roles including train drivers and conductors requiring no previous practical experience, they are a great opportunity for people of any age looking to try something completely new. Northern is the largest provider of apprentice opportunities in the rail industry, with almost 600 apprentices employed across the organisation in roles such as conductors, drivers, engineering and business administration. Apprentice recruitment is on-going throughout the year, with vacancies currently up for grabs in engineering, business administration, control and rostering teams. One of the latest apprentices to formally complete their training with Northern is Katy Bailey, 53,

from Leeds. A mother of four and former mental health worker, she is now a fully qualified conductor based at Leeds station and says she loves her job and only wishes she’d found the railway earlier in her life. “Learning on the job from people with years of experience has really worked for me, and as an older apprentice I bring valuable skills from my previous jobs to this new career” she said. Tricia Williams, chief operating officer at Northern, said: “The days when being an apprentice meant you were someone just out of school or college are long gone. But that perception remains and it can be a barrier to more experienced people who might otherwise be interested in those roles. “Of course, anyone of any age is eligible to apply, but our message is that those people who have already enjoyed a career doing something completely different shouldn’t dismiss these schemes as ‘not for them’.

More information on Northern’s apprenticeship scheme can be found at: www.northernrailway.co.uk/careers RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

it delivers specialist mechanical, electrical and construction projects, while maintaining the highest safety, health, environmental and quality standards. This acquisition adds to Sisk Rail’s proven capability in the sector across the UK. Sisk Rail is one of the leading contractors in the UK carrying out structures’ remediation, buildings refurbishment, mechanical and electrical planned maintenance, litter clearance, earthworks, fencing, drainage clearance and repairs on behalf of Network Rail and other train operating companies.

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NEWS

The number of apprentices recruited by rail firms Southern, Thameslink and Great Northern in 2021 exceeded its target of 200 by almost 20%. In the past year, Govia Thameslink Railway (GTR) has provided new career opportunities for 239 people, aged from 16 all the way to over 61. The rail operator says the 31–40-year-old age group has played a considerable role in this uptake, accounting for almost 40% of the total number of apprentices from 2017 to 2021. On top of this, the employer has been successful once again in its commitment to

attract a greater number of female and BME applicants. More than a third of new recruits this year were women (34%) while 27% identified as Black and Minority Ethnic. The rail operator’s apprenticeship programme is open to people of all ages and backgrounds. Parent company GTR is seeking to reach as diverse a range of potential applicants as possible to support the creation of a more inclusive industry. David Jackson, Apprenticeship Specialist at Govia Thameslink Railway, said: “Working in rail provides an opportunity for people of all ages to invigorate their careers in an industry which provides first class training and long-

GTR apprentice boost

term job prospects. As passenger numbers increase and the country starts to get back on track, we’re delighted to be able to offer even more fantastic apprenticeship opportunities to work in the rail industry.” This year the rail operator is aiming to increase the number of apprenticeships on offer, with programmes available across departments, including engineering, customer services, train driving and administration. Anyone considering applying for an apprenticeship with GTR can sign up for alerts at: www.gtrailwaycareers.com/jobs/ apprenticeships

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FEATURE

RAILSTAFF JANUARY-FEBRUARY 2022

GALVANIZERS ASSOCIATION

WILL DELIVER FOR H A PROCESS OF PROTECTING STEEL, IN USE FOR CENTURIES, IS ESSENTIAL TO THE PROVISION OF MODERN RAILWAY INFRASTRUCTURE. GALVANIZERS ASSOCIATION TELL US MORE.

illed as a faster and more reliable rail network that will deliver opportunity for millions, the expectations surrounding HS2 are high. As a core pillar of the national levelling up agenda, network expansion on this scale promises significant investment in local economies during construction phases and will enable regions to grow and prosper, post completion. HS2 also offers a major opportunity to showcase new materials and those newer construction methods which meet the requirements of an emerging circular economy. Yet, while offering up a vision of the new, it relies on materials that have proven themselves over decades, which are often the unseen partners in largescale infrastructure projects. Materials like galvanized steel.

CORROSION PROTECTION In the coming years, from Euston to Curzon Street, and then eventually on to Crewe, the UK galvanizing industry will support this vital renewal of UK public transport by delivering corrosion protection for hundreds of thousands of bolts, screws, trusses, beams, and structural and sundry components. Iqbal Johal, Marketing Manager at Galvanizers Association (GA) is clear on the role that the UK galvanizing industry has in delivering HS2 and says that GA’s members are prepared to play their part. “For decades the galvanizing industry has made a significant contribution to thousands of miles of our rail network,” says Iqbal. “A hot dip galvanized coating remains the most cost-effective and sustainable way to secure the longevity and performance of many elements of the rail network including OLE, gantries and signalling, in addition to protecting thousands of miles of safety fencing, signage, plus significant contributions to stations and rolling stock. Galvanized steel really is ubiquitous, and there is nothing to suggest that its longevity and performance can be gained any other way.”

EXPERT ADVICE Over 95% of all steel galvanized in the UK and Ireland is processed by members of the GA, whilst the Association itself fields a technical team of chemists, engineers, and metallurgists who advise on specification, standards, and legislation. The Association is also known throughout the wider construction sector for providing Continuous Professional Development seminars and numerous onsite inspections. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Find out more about GA’s services at www.galvanizing.org.uk/tech-advice Download GA’s new Circular Economy guide at www.galvanizing.org.uk/ circular-economy-guide

HS2

A RECENT PUBLICATION, GALVANIZED STEEL AND SUSTAINABLE CONSTRUCTION - SOLUTIONS FOR A CIRCULAR ECONOMY, MAY BE PARTICULARLY USEFUL FOR RAIL PROFESSIONALS WHO WISH TO LEARN MORE ABOUT CIRCULAR MATERIALS AND HOW GALVANIZED STEEL IS READILY REUSED, REPURPOSED, REMADE, OR ULTIMATELY RECYCLED.

RAILSTAFF JANUARY-FEBRUARY 2022

FEATURE

Fielding nearly 2,000 calls every year, the technical team at GA can help even the most experienced engineers and architects make the right decision at any stage of a project. Their highly qualified advice is only a short call away and can help determine how long the coating will perform in any given environment, what specification will be required and how to achieve Standards compliance. According to Iqbal, the best way to use their services is to consult early on in the design process. “Ultimate efficiency comes from speaking to us during the design phase and to think about corrosion protection early on, so that we can help optimise the design for galvanizing and ensure that you are working to the relevant standards and specifications. GA has also been closely involved with the development of process standards at a European level and across the world.”

SUSTAINABLE AND ECONOMIC The Association has been a major contributor to the European Initiative for Galvanizing in Sustainable Construction alongside many independent experts, which include well known advocates of green and natural building. The aim of this initiative is to help engineers, architects, specifiers, developers and their clients consider how to use galvanized steel in the context of sustainable construction. A recent publication, Galvanized Steel and Sustainable Construction - Solutions for a Circular Economy, may be particularly useful for rail professionals who wish to learn more about circular materials and how galvanized steel is readily reused, repurposed, remade, or ultimately recycled. At any given time, the Association can connect contractors with relevant members across the length and breadth of the UK. These modern galvanizing plants offer an economic, streamlined process, and due to significant investment over the past decade they are able to batch process hundreds of thousands of tracked, individual components, often offering 24hour turnaround. Iqbal concludes: “There is no doubt that modern day galvanizing is highly efficient. It offers value for money and is highly sustainable across multiple lifecycles. One single coating can give steel a projected hundred-year life span and beyond, showing that it is without doubt the most effective form of corrosion protection on the market. As the UK transitions towards a circular economy, the benefits of galvanizing are becoming clearer all the time.” Contact Galvanizers Association +44 (0)121 355 8838 or i.johal@hdg.org.uk FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

TRACK SAFETY

RAILSTAFF JANUARY-FEBRUARY 2022

REPORT BY COLIN WHEELER

REMOTE MANAGEMENT

Colin Wheeler.

THE IMPACT ON RAIL SAFETY REMOTE WORKING PRACTICES ARE GRADUALLY BECOMING THE NORM. EVEN BEFORE COVID, WORKPLACE COMMUNICATIONS WERE MUCH MORE LIKELY TO TAKE PLACE OVER EMAIL THAN FACE-TOFACE. BUT IS IT PROBLEMATIC IN INDUSTRIES WHERE SAFETY IS KEY?

n a recent interview report, Network Rail’s Chief Executive Andrew Haines said: “the industry’s tendency of talking up its brilliant safety culture is often wide of the mark,” and added “there are still too many instances of people on track that are not supervised and where safety lapses and breaches do occur”. I would add that in some places there are shortcomings due to remote management by email when it needs to be face-to-face and a failure to listen to the concerns of those doing the work. I recall a time when I had my own safety responsibility statement which required me to carry out unannounced site audits of the work being carried out on track. The minimum number of such safety site visits was specified

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and those doing the work needed little encouragement in telling me what was wrong and how their work could be improved. I recall clearly the first time my records were checked and I was formally interviewed following an accident by the then Inspectorate (now part of the Office of the Rail Regulator (ORR). I also remember the many times when my unexpected site visit made me aware of shortcomings and the positive response of the workforce to my visits.

UNABLE TO STOP On 23 December2021 the Rail Accident Investigation Branch (RAIB) issued Safety Digest 08/2021 about the collision that occurred at 10:32 am on 21 September at Grosmont Station on the North Yorkshire Moors Railway (NYMR). A Class 20 diesel electric locomotive entered platform 2 and

collided with the back of a passenger train. The Class 20 had been uncoupled from the train from Whitby on platform 3 and was to wait behind the platform 2 train which was due to depart to Whitby some time later. There were 175 passengers on the waiting train when the Class 20 ran into it. Five suffered minor injuries that were treated by first aiders and although there was some damage to the passenger coaches there were none to the Class 20, track, or infrastructure. The locomotive was travelling too fast and was unable to stop when the coaches came into view. The locomotive only has a cab at one end hence the view forward is restricted when it is driven nose end leading.

DRIVER COMPETENCY NYMR’s locomotives were undergoing maintenance. Consequently, when the scheduled steam locomotive failed its Automatic Warning System (AWS) test, a privately owned Class 20 was made available. The AWS is a requirement for operating on the Esk Valley line between Grosmont and Whitby. For about five years the driver had held competences covering steam locomotives as well as diesels Class 25 and 37, although he did not have the specific competency for Class 20. Consequently, he sought the assistance of a traction inspector to accompany him. RAIB’s reconstruction of events showed that the Class 20 driver would only be able to see the rear coach when he was about 16 metres from it! The driver said he was aware of the train on platform 2 but thought there was more space than there was. NYMR was unable to provide documentary evidence that either the driver or traction inspector had Class 20 driving competence; although

RAILSTAFF JANUARY-FEBRUARY 2022

TRACK SAFETY

TRAIN UNSECURED

the inspector had maintained and driven all the locomotives operated by NYMR. On 7 October the ORR issued an improvement notice requiring that NYMR become able to demonstrate driver competencies.

They had not been secured in any way before they were uncoupled and there was “miscommunication between the ground staff on duty and about who would secure the train.”

The report adds that Old Banks Sidings staff were routinely leaving trains unsecured for short periods of time and DB Cargo “had no clear process in place defining the tasks required when trains arrived”. RAIB also found that Network Rail’s risk assessment “only considered mitigations that were not applicable to uncontrolled runaway vehicles.” The RAIB report includes two learning points which refer to reminding staff of the importance of securing vehicles prior to detaching them from locomotives and reminding all concerned that trap points on the exits from sidings exist to protect running lines from runaway vehicles. The first of four recommendations requires that DB Cargo establish the extent to which vehicles are being left unsecured in its yards and sidings. Second, it is required to

WAGON RUN AWAY On 20 December RAIB issued report 09/2021 about the runaway of 22 wagons (21 loaded) at Toton Sidings Nottinghamshire on 17 January last year. The run away began at 04:42 in Old Bank sidings. The wagons passing a red signal alerted a signaller and, after passing a second red light, the leading four wagons derailed leaving the leading two foul of the adjacent running line. The wagons had run away for around a kilometre. The 22 wagons had not been secured with either handbrakes or scotches when they were stabled the previous evening. Initially they were restrained by the air trapped in their braking systems until it leaked away. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

TRACK SAFETY

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review processes for trains arriving at their yards, identifying who is responsible and how completion is communicated. Third, it is to review supervision, monitoring and the auditing of safety in yards and sidings, leading to recommendation four which directs Network Rail to revise its risk assessment process for trap points to include the risk of an adjacent running line becoming foul when vehicles run away.

NEAR MISS AT FORESTRY NORFOLK UWC On 13 December RAIB released its Safety Digest about a near miss that occurred on 18 September. At 06:05 the 05:27 Great Anglia train from Norwich to Stansted Airport came close to striking two cars at this User Worked Crossing (UWC) which is between Thetford and Brandon. One car had crossed the tracks when the train passed but had not been able to move away because its driver had not opened the gate on the far side of the crossing. The other car was inside the railway boundary waiting to cross the tracks as the train went by. The CCTV train cab camera shows how near the miss was! The train was travelling at 76mph which, due to braking, was slowed by just 2mph as it passed over the crossing. The driver’s brake application slowed the train to just 19mph as it reached its scheduled stop at Brandon Station three quarters of a mile beyond Forestry Crossing. It has telephones for road users to speak with the signaller at Thetford Workstation so that permission may be granted for road vehicles to cross. One of the car drivers used the telephone saying he would need just two minutes. Permission was given with the signaller not realising that the train was already approaching the crossing.

JUDGEMENT OR GUESSWORK? Thetford workstation has five screens providing a schematic layout display from Wymondham to Shippea Hill. When a train enters the section on screen the line changes from white to red and a label appears showing the reporting number of the train. The Safety Digest comments that the signaller booked on 18 minutes earlier than scheduled to familiarise himself with the activity on the workstation. It also comments that “the long section between Thetford Station and Forestry UWC did not give the signaller enough information for him to make an informed decision about when it would reach the crossing”. It adds that “there are no formal criteria for making the decision to grant permission to cross, it is a matter of signallers’ judgement and expertise”. Sounds like guess work to me! The Digest refers to “previous similar occurrences” including Hockham Road (April 2016) resulting in Network Rail being recommended to “review its measures for protecting user worked crossings”. Following the Forestry incident, Network Rail told RAIB that its new procedure is to be published in 2022.

TRAM PEDESTRIAN FATALITY On 24 November last year at 18:10 a Blackpool Tram struck a pedestrian who sustained serious injuries and later died. It happened on a pedestrian crossing within the segregated tramway section beyond the Fleetwood Road/Queens Promenade Road junction RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

in Cleveleys. The pedestrian crossing is not a controlled one. On leaving Anchorsholme Lane stop the tram headed south towards Starr Gate. CCTV recordings show traffic had stopped to allow the tram to pass over the junction and enter the segregated tram section. RAIB’s investigation will identify the sequence of events, the actions of those involved, the design and configuration of the crossing, how it was risk assessed, legislation, industry guidance, and any underlying factors.

UWC MOBILITY SCOOTER COLLISION On 22 December RAIB published its preliminary examination of this UWC collision at Burgess Drove, near Waterbeach in Cambridgeshire, which occurred on 9 August last year. Around 14:33 a Great Anglia train passed over the crossing and struck a mobility scooter in the crossing area adjacent to the downside gate. The scooter was damaged but its user was uninjured. RAIB says that the accident happened because the scooter user was not able to complete crossing of the railway line in the time available between the warnings (red light and audible alarm) and the passage of the train. The user required 100 seconds between opening the first gate and closing the second one, but the approach warning started just 40 seconds before the train reached the crossing. RAIB has decided not to investigate further but its preliminary investigation refers to an accident at Alice Holt level crossing on 5 October 2016 (Reference 14/2017) that led to the recommendation that Network Rail improve guidance to level crossing managers so they can “better assess the risk to vulnerable users including mobile scooter users of level crossings that rely entirely on users looking and listening for trains”. Burgess Drove has red lights and audible warnings so it is not

covered by the recommendation but RAIB has written to Network Rail (copy to the ORR) asking for the recommendation to be extended to cover all UWCs in public use.

FORKLIFT TRUCK OVERTURNED Network Rail’s Safety Central website posted an alert on 23 December following this accident at Holgate depot on 17 December. Three contractors were trying to move a 4.5 tonne steel frame into a building using two forklift trucks: one with a 3 tonne safe working load (SWL) the other with a 13 tonne SWL! Positioned at the ends of the load and each using a single lifting strap over their forks, they began the lift. As the load started to turn the smaller truck was pushed out of position and overturned. Fortunately, there were no injuries, but an investigation is underway into this RIDDOR reportable accident. The incidents and accidents listed provide clear evidence of the imperfections of current railway safety culture. The pandemic together with the convenience of electronic communication methods have made face-to-face discussions more difficult. The way ahead to improve safety is for supervisors and management to ensure that they spend at least two days each and every week at work with their operational staff. It can have the added benefit of forcing deputies to make decisions and improve their own abilities.

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PLEASED TO GREET YOU: THE ENGINEERING CONSULTANCY ATKINS IS COMMITTED TO EQUALITY AND INCLUSIVITY, AND EXPLAINS TO RAIL STAFF THE IMPORTANCE OF USING PRONOUNS IN THE WORKPLACE

hat’s in a pronoun? ‘He’, ‘she’, ‘they’: we use these words all the time, often without a second thought. But as we grow more aware about issues of personal identity, their use in the workplace has recently assumed much greater significance.

nonconforming employees will be more comfortable doing so too. It minimises the risk of misgendering (using the wrong pronouns when referring to someone), which can be an uncomfortable, even painful, experience.

journey alone? It was a bit of both. “The support structures were there, but I came to them organically and often by chance,” says Richard. “Connecting with other LGBTQI+ colleagues and joining the Equilibrium and Pride networks were extremely helpful, but I had to find them. I think new starters should be made aware of what’s out there as from the onboarding process.”

Pronouns are integral to our sense of self. They don’t just function as useful stand-ins for our names. They also indicate a person’s gender – which means they carry more weight than we might originally think.

RESPECTING IDENTITY Employers have a duty to create an inclusive workplace for all staff, regardless of age, gender, ethnicity, physical ability or neurodiversity. Part of this inclusiveness depends on helping employees feel like they can be their real, genuine selves at work. Yet if your name leads you to being persistently mislabelled as male or female, or if you don’t identify with your birth gender, it’s much harder to feel accepted for who you are. And with more individuals now openly identifying as trans or non-binary, an important question arises: how can we help them feel safe and welcome at work? A growing number of people are choosing to clarify their pronouns in their email signatures, Linkedin profiles and when introducing themselves in meetings. It helps to normalise the idea that personal identity is respected and decided by each individual, not passively constructed for them by others. By normalising this process, we can help to create a more inclusive atmosphere for all. As more people adopt this practice, trans and gender-

VALUABLE PERSPECTIVE Transport Planner, Richard Adams, brings a valuable perspective to the table. Joining Atkins coincided with a pivotal moment in his personal life: “I came to Atkins straight out of university. When I had my interview I was still closeted, but by the time I started work I’d come out as gay to my friends and family.” So what was his experience when he started? “At first, I was essentially still closeted at work. I didn’t feel comfortable bringing my whole identity to the office. I did eventually open up – I’m now very vocal about these issues – but it took some time.” Richard is now an active member of several networks: he’s on Atkins’ Equilibrium committee, has organised events with CIHT on the topic of LGBTQI+ issues in the workplace, and is an advocate for increased LGBTQ+ visibility in the workplace. He’s now far more comfortable being himself with his team. But was this thanks to support from Atkins, or did he have to take this

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SUPPORT FROM MANAGEMENT Tom Meacock (he/him), Rail Consulting Practice Director, argues that this is why support from senior management is essential. “People in leadership and management positions need to use their influence and leadership shadow to a positive effect, as they can have a big impact on their teams,” he says. Tom has been with Atkins for six years. He now leads a team of over 350 people in the Rail Consulting Practice. “As a manager you want to make a positive impact on your team, but the question is how.” For Tom, it’s important that all his team members feel they can bring their whole selves to work. “We spend such a huge part of our lives in the workplace. People should feel free to be themselves there.” Richard recalls his early days at Atkins. “I used to feel that I had to be on my guard. I didn’t know if I could open up to my colleagues,

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COMPANY FOCUS

and so was constantly ‘micro-monitoring’ my behaviours. It was quite tiring, and it took focus and energy away from my work. I can only imagine the impact of being misgendered on a regular basis would have on someone trying to navigate the workplace.”

A HARMONIOUS WORKPLACE While individual wellbeing is the main priority, Richard and Tom acknowledge that a positive working environment also benefits the company. Employees who feel at ease with one another communicate and collaborate more effectively, ultimately delivering their best work.

But how does sharing pronouns help build a harmonious workplace? “It’s a very easy way to help people feel they can be themselves,” says Tom. “Sharing your pronouns takes hardly any effort. At worst, the impact of doing so is completely neutral, so you have nothing to lose. However, at best, it can have a ripple effect, help normalise the sharing of pronouns and improve relationships. But even if it helps one person in your team feel more at ease, it’s already worth the effort.” He also points out that it doesn’t only benefit gender fluid employees; it can also be useful when working with colleagues from other cultures, as it solves the problem of misgendering someone via email if you’re unfamiliar with their name. Tom has added his pronouns to his email signature. He believes that it’s a small step that everyone can take. But as some adopt the practice while others don’t, what challenges are we now facing?

BREAKING DOWN BARRIERS Tom suggests that even the word ‘pronoun’ itself could be a barrier for some. “Growing up, English grammar wasn’t taught at school like it is now, so while I used ‘he’, ‘she’, ‘they’ all the time, we never labelled them as pronouns,” he says. “I’m a little embarrassed to admit that its only since they have been discussed in this context that I’ve connected the dots and understood what pronouns are!” Small barriers like this can be alienating, making people wary of engaging further. “People are afraid to say the wrong thing. They don’t want to offend, and there’s also a real fear of being ‘cancelled’,” he explains. There’s also the concern that it isn’t enough. It could be dismissed as tokenistic, the gender equivalent of greenwashing. Richard says it’s important not to underestimate the power of taking a stance. “Everyone is at a different stage in the journey, and everyone makes mistakes. And that’s OK – what’s important is doing so in the right spirit and be willing to learn. Even as a member of the LGBTQIA+ community, I am still learning. Everyone should be open to recognising the challenges faced by others and reflect on their own experiences/assumptions.” So what steps should Atkins now be taking?

COMMUNICATE AND COLLABORATE Tom and Richard agree that clear communication is key, both in terms of providing information and resources to new starters, and also by keeping employees in the loop via newsletters. They both stress the importance of Atkins teams around the country collaborating with one another so as to coordinate their efforts. Learning from other companies can also be hugely beneficial: Richard recalls that Atkins previously joined heads with Rolls Royce to discuss inclusivity. Sharing resources and information about best practice from other industry leaders, as well as rights organisations such as Stonewall, helps us all to improve. Richard adds that these efforts shouldn’t only be applied internally. “We need to think about these issues in terms of the work that Atkins does, too. How are we considering LGBTQIA+ transport users in the schemes we design? As we move towards a ‘passengerfirst’ approach, it’s a question we should be asking. We have power to make impactful changes in society as well as the workplace, so let’s apply our learning on our projects as well.” Sharing pronouns may be a small step, but it’s part of a much bigger picture – one that Tom feels optimistic about. “We’re moving away from only talking about the negatives. The messaging used to be filled with ‘do nots’; we’re now focusing on how we can work towards a more positive future, one where everyone can feel included.” FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

YOUNG RAIL PROFESSIONALS

RAILSTAFF JANUARY-FEBRUARY 2022

S L A N IO S S E F O R P L YOUNG RAI PY YEARS FOUR HAP

ver the last year I’ve written a series of editorials in RailStaff which voice the views of my peers - young professionals in rail, and the future leaders of our industry. We’ve discussed topics ranging from changing work habits caused by the pandemic to the emerging ‘people and culture’ elements of the emerging Great British Railways (GBR). In April I will step down as Chairman of Young Rail Professionals (YRP). After four happy years as a director of the company, I’ll be handing over the leadership to a new enthusiastic volunteer. I’ve been privileged to hold this office and learned an awful lot – it’s only fitting that my final editorial is a reflection of my first seven years in rail as I close the curtains on being a young rail professional.

George Chilcott.

INTEGRATED DISCIPLINES I read Integrated Mechanical and Electronic Engineering at Bath University and loved it. Back in 2009, only two UK universities ran such a course, and my hybrid allegiance left my peers and I somewhat caught between the historically opposed mechanical and electrical engineering departments. However, ubiquity prevailed - no modern mechanical system exists without some sort of electronic control and this focus on integration of disciplines proved to be a very useful skillset when I joined the rail industry. In fact, my whole rail career has the theme of integration at its core. I started as a systems engineer with WSP UK Ltd working in systems development and integration teams on a variety of major upgrades including the Great Western Route Modernisation (GWRM, GWEP, GWRU anyone?) and the Brighton Mainline Upgrade Programme. I quickly learned that if you want to get anything done on the railways

you have to coordinate and cajole a huge variety of partners and stakeholders into building a sum of technical and operational change. Engineering is just the ‘stuff’ – how about the people, processes, and comms? Layer on top a client with long-term policy objectives and a demanding Treasury and Accountant that regularly © Network Rail

Brighton Mainline Upgrade, Clayton Tunnel.

undervalue the rail industry and these programmes become incredibly challenging to deliver. Keeping everyone up to speed is challenging enough, let alone driving change through each organisation. My job was to connect the dots and keep these £multi-billion programmes on the rails. It was during this period that I learned about YRP, an organisation which offers free development and networking events, potential for leadership, and promotes opportunities to introduce young(er) people to our brilliant industry. Hungry to learn more and to accelerate my career, I joined up without hesitation.

RAIL STRATEGY With four years’ experience and having seen major rail enhancements of every flavour from almost every angle, it’s perhaps not surprising that in 2017 the Department for Transport recruited me into their Rail Strategy team. I led a policy team attempting to improve the value of rail investment by using private financing and supply RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF JANUARY-FEBRUARY 2022

YOUNG RAIL PROFESSIONALS

HS2’s Colne Valley Western Slopes project will provide 127 hectares of wood pasture, restored wetlands and native grassland.

chain capability to reduce complexity and align incentivisation. Everyone who wants to make big changes in this industry should do a stint in government if the opportunity arises – not only is the learning critical, but the Civil Service is an excellent employer and you’ll work with some exceptionally brilliant people. By this point I was fully bought in to the value of YRP and had progressed from attending events to running the YRP outreach programme for universities, then called Routes into Rail University Presentations Programme. In a stroke of marketing genius, I rebranded it ‘Into Rail’, thus saving everyone plenty of breath, and the programme has since evolved to also incorporate YRP’s school and infant outreach and education elements. I learned that every time I gave my time to volunteer with YRP I would make a new contact, learn something about the

industry I’ve since found essential knowledge, and develop my professional portfolio – all of which I have relied on heavily to progress my career and salary potential. So, when the then YRP Chairman invited me to stand for National Treasurer, I leapt at the chance.

EXCITING PROJECT As much as I enjoyed wrangling with the Westminster politico over industry policy, my heart yearned for project experience. What better project to take on than Europe’s largest construction project and Britain’s first new mainline in well over a century? Everything about High Speed Two is impressive, from its vast workforce and supply chain network to its portfolio of engineering feats and operational ambitions. To be a part of the next generation high speed network is a thrill. I lead the sponsor team for Euston Station, the London terminus of the HS2 network.

Ten subterranean platforms fed by London’s multiple transport networks dispatching trains to the midlands, north of England, and Scotland for the next 100+ years - the station will be an epic example of integrating passenger interchange design with local regeneration and development. The journey hasn’t been easy – guiding the client through difficult decisions and trade-offs in this stakeholder-crowded environment (both metaphorically and literally) – but to have sponsored this national asset will be one of the great honours of my career.

NEXT GENERATION For two of the three years I’ve been with HS2, I’ve chaired YRP. I would characterise my leadership of YRP by highlighting my focus on ‘business first’ from the national leadership, while promoting devolution of delivery and self-determination to our eight fantastic regions. I have worked with some brilliant young volunteers and leaders up and down the country and forged lasting corporate relationships that will see YRP is well supported for years to come. I am so grateful to everyone who I have had the pleasure to lead for their input, patience, and grace. I’ve learned as I’ve gone along – and really that summarises the best of YRP and GB rail – our shared commitment to developing the next generation of young rail professionals into the future leaders of our industry. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

TRAINING

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NIS SUPPORT'S RAIL'S RECRUITMENT PUSH A WOLVERHAMPTON-BASED TRAINING PROVIDER IS RAMPING UP ACTIVITIES TO HELP THE RAIL SECTOR MEET AN ANTICIPATED 120,000 SHORTFALL IN STAFF.

N Davie Carns.

ational Infrastructure Solutions (NIS), launched by former youth international footballer and Royal Marine Commando Davie Carns in 2018, is looking to help hundreds of local workers retrain and upskill to take advantage of a ‘once in a generation’ opportunity for the West Midlands.

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The company, which is already working with huge industry employers such as Rhomberg Sersa and Amey Rail on industry-specific courses, is also the lead partner at the City of Wolverhampton College’s (CoWC) new rail training centre at its Wellington Road Campus in Bilston. The facility is equipped with installation and maintenance equipment to support courses on conventional, high speed and

light rail lines. It is also the first in the UK to offer training on slab track systems that are used in the construction of high-speed rail lines, such as HS2, directly adjacent to a conventional rail track for training purposes. This demonstrates NIS and CoWC’s commitment to creating both opportunity and choice for learners as they take their first steps into the rail industry. “Our region has a major employment opportunity with billions of pounds going into rail infrastructure projects planned for or passing through our area,” explained Davie, who initially started work in the sector as a trackman, often working weekends and nights while undertaking resettlement from the military. “Brexit is restricting the flow of European workers, meaning we are in a desperate rush to train people so they can enter employment in the sector and, equally importantly, upskill those already in the industry into more advanced roles to create sustainable careers for all. “What we have been doing over the last two years is listening to employers to develop a series of on-site and virtual courses that will equip individuals with core practical rail skills and qualifications covering leadership and management,

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health and safety and behavioural qualifications. “Our partnership with the City of Wolverhampton College is also important and the facilities we have there are unrivalled in the UK. This gives us the opportunity to train people in a safe environment on the type of equipment and technology they’ll be working on once they are trackside.” Demand for NIS’ services has increased by 300% over the last 12 months and the firm has responded by trebling its fulltime workforce, sourcing local talent that is representative of the city it calls home. It has trained 300 individuals so far, with 70% of participants going on to find sustained employment. Courses are available for both newcomers to the sector who want to gain the skills employers are looking for, and those already working in the rail industry who want to upskill and develop their knowledge further. NIS will also run free rail training courses for people who are registered as unemployed through a sector-based work academy programme (SWAP). The six-week scheme will offer pre-employment training, on-site work experience and a guaranteed job interview with an industry employer looking to recruit new staff. “With my background, it’s no surprise that one of our big passions is supporting former members of the Armed Forces to retrain for a career in rail and this is something we’re looking to develop with the launch of our ‘Back on Track’ programme shortly,” added Davie. “Our senior management team has agreed to donate 2.5% of our profits to local charities and we want to continue working with fantastic organisations like Reach and Unite to ensure that everyone who wants a career in rail has the opportunity to gain the skills they need to be given a chance in the sector.”

TRAINING

INTERVIEWS

RAILSTAFF JANUARY-FEBRUARY 2022

EXPERT

COMMENTAR PHIL CATCHESIDE, NETWORK RAIL

n the first of a series of interviews with experts in the Rail industry and beyond, RailStaff spoke to Phil Catcheside, Head of Recruitment Marketing and Engagement at Network Rail. Phil and his team look after Network Rail’s employer brand, leading recruitment campaigns online, on social media, and in the press. Among other things, Phil shared his views on the current state of Rail recruitment, the impacts of Covid, Brexit and climate change, and his predictions for the industry in the next 12 months and beyond.

Typically, it’s always been “who are you?” and “why should I join you?” I think the question should be “why should I join you now?” We need to explain what modernisation means, better communicate the roles and prospects in the

Thanks for joining us, Phil. To start, could you give us a snapshot of the current environment in Rail recruitment? What trends are you seeing at present and how do candidates perceive the industry? We carried out some market segmentation a couple of years ago because we wanted to understand what our candidates and current staff thought about Rail. When we looked at the data, we found that the internal perception was very different to that on the outside. Externally, the rail industry is sometimes perceived as slower paced, and steady. Industry insiders see it as much more than that. We found that external candidates seem to think there are limited opportunities, but it’s a massive industry and there are so many important roles to fill. We need to give outsiders more of a window into what a career in Rail actually means, what pathways are available, and how their skills might transfer. The big trend now is around rail modernisation. The landscape has changed significantly, especially since Covid, and we really need to articulate the pull factors to a career in Rail. We really need to understand the question that candidates ask. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

industry, let candidates know the great opportunities in Rail, and that if they join now, they’ll be joining at a time of modernisations. So, in 5-10 years they’ll be able to look back and see that they really helped to shape the modern railway. Another trend is around market conditions and candidate behaviour. According to ONS, in December 2021 there were 29.5 million payrolled employees in the UK, that’s up 409,000 on precovid levels. The number of UK job vacancies is at a record 1.14 million. So, it’s not just Rail that is seeing a difficult market, it’s difficult for everyone. But that takes us back to the idea that we need to better articulate the opportunities in Rail and emphasise why candidates should join us now.

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INTERVIEWS

RY There’s a lot of talk about the ‘staffing crisis’ in Rail. Do you agree with this? What vacancies are you finding most challenging to fill and how is Network Rail addressing this? I wouldn’t say there’s a staffing crisis, certainly not from what I’ve seen. But I suppose it’s all down to different perceptions. You will always get certain roles which are more difficult to recruit for. Tech, for example, is hugely, hugely competitive. Again, it’s about how you make an attractive proposition for someone who knows their worth. They know their skill set is in high demand so how do you create that pull? Modernisation of the network does provide an opportunity to do that, but its down to us to articulate that. As for internal people, our colleagues, it’s about getting an answer to the question “why should I stay and be part of this?”

Has the Covid situation impacted recruitment at Network Rail? How has the pandemic affected your recruitment strategy and process, and are you starting to see improvement in this respect? Rail, very fortunately, was one of the few industries that kept running throughout the pandemic. So many industries shut down overnight, with dreadful effects for people up and down the country. But we saw that Rail really came into its own. Although most people weren’t commuting because they were forced to work from home, Rail was hugely important in moving freight and key workers across the UK. We had frontline staff at our stations, signallers, and engineers out on track, all delivering an essential railway service while most of the country was shut down. Off the back of that we launched our ‘We Matter to Millions’ brand campaign, which aimed to convey that deep sense of purpose of how much Rail does for Britain. That really struck a chord with people, both internally and externally. Previously, we had quite a fragmented approach to our market. We were running different campaigns with different messages. But this new campaign spreads the message that by joining Rail, you’re doing work that really matters to people. It’s about showing people there’s a sense of purpose in the work they’re doing. In terms of the more immediate concerns, we had to adapt quickly from office based working to home working. That initially made some things quite tricky, such as interviews, assessment and selection, FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

INTERVIEWS

RAILSTAFF JANUARY-FEBRUARY 2022

and onboarding. The difficulty was how, at all of those touch points, to give candidates a sense of belonging to something. But I think we’ve managed that, and we’ve seen this new hybrid model of recruitment has bought a lot of benefits.

Prior to Covid, Britain’s withdrawal from the EU was taking up all the column inches. Do you believe that Brexit has exacerbated the skills shortage? What steps are Rail recruiters taking to mitigate the impact? There has definitely been an influence, but it’s hard to know what the full impact of Brexit is or will be. Either way, I don’t think it changes our approach. We’ve got to articulate that a career in Rail is a great proposition for candidates. Whenever the market gets tough, you just have to rise to the challenge. We still need people in Rail and we’ve got to help candidates visualise themselves in the industry. Whether the challenge is Covid or Brexit, you’ve got to step up to it. There will be similar hurdles in future, you just need to adjust the sails.

Moving on to another headline issue, decarbonisation and the drive to net zero is becoming a greater priority for Rail. Do you see the industry using the green agenda to attract a new generation of recruits? Personally, I think this is a great pull factor for candidates. A deeper sense of purpose is important when you’re looking to attract people or retain them. Many candidates want to be working in jobs where they’re doing something to help society. Today’s apprentices and graduates are very vocal about wanting to know our stance on sustainability and the environment. Rail has a real opportunity to be a leader on the green agenda. How it articulates its commitment to the issue will make a difference on how we attract people to the industry, especially on the early careers side. We’re doing lots to push the green message, from RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

storytelling about how one freight train can remove X number of lorries from the roads, to our ‘We Matter to Millions’ campaign. One of our pillars of that campaign is the idea that we can master our future, and we’re using individuals’ stories to articulate this. I think every industry can be doing more though.

The common view of Rail recruitment is that it’s about working to address the issue of an ageing workforce. Is that correct, and what approaches are recruiters taking to fill the skills gap? There is a perception that the industry has an aging workforce, but I don’t think it’s necessarily limited to Rail. The first step in understanding what that means for recruitment and retention is to break down the data and identify areas where that might be a higher risk for us. Then we can look at the potential scenarios and build on that accordingly. A priority is our internal mobility. We’ve got some programmes at the moment which look at the opportunities available for current employees in other departments or areas. If, for instance, you’re working in maintenance, there may be roles in operations that would appeal to you, but which you might not have even heard about. All we’re doing here is helping someone understand what a role involves and asking whether they could see themselves in that role. Once you’ve done that you can then look at things like upskilling programmes, leadership programmes. We’ve found that sharing our external recruitment content with our internal teams also helps with internal mobility. On the flip side, you’ve got external attraction, so we’re talking about apprenticeships, graduate year-in-industry placements, and so on. Those sorts of placements offer a structured entry point into the industry. If you’re a graduate or apprentice and you’ve got Network Rail on your CV, that’s not a bad start at all. What we’ve also found works well is connecting candidates to colleagues already doing the job. It’s all very well for me to go out there and say, “this is a great place to work,

RAILSTAFF JANUARY-FEBRUARY 2022

here’s what you can do,” but candidates want to talk to someone in the role. We’re trying to do more to facilitate those conversations.

Equality, diversity, and inclusion (EDI) is a well-established and growing concern for all industries today. How does Network Rail and the wider industry approach these issues with regards to recruitment, and what more can be done to attract minority or marginalised candidates? EDI is hugely important for us and I’ve seen progress, certainly since I started in the business. I remember visiting a Crossrail site in London, and in two hours I only saw one female engineer. This was good few years ago, but I was really shocked. Loraine Martins, Network Rail’s Director of Diversity and Inclusion absolutely lives and breathes the role and creates such a passion for diversity. She has definitely elevated EDI onto the board’s agenda, and I feel it’s really filtered down and we’re seeing positive changes. One example of our focus on EDI is our ‘Everyone Matters’ strategy. This strategic programme is about us becoming an organisation that reflects the communities we serve, and our responsibilities there. Another programme, one we launched last year, is ‘Inclusive Recruitment’. Part of that was around training and education to remove bias, but also providing our people with the tools necessary to be objective and create greater diversity through their recruitment decisions. An example is a recruitment campaign that we ran for Signallers, which aimed to increase diversity in this role. At the time, only 10% of signallers were female and

only 1% were of Black, Asian and minority ethnicity. By the end of this campaign, we managed to increase female diversity in new recruits to 22% and we took Black, Asian and minority ethnicity offers to 7%. We did this just by making the process much more visible, much more authentic, and by putting in-role colleagues in touch with candidates and vice versa. It’s not just about diversity and inclusivity though. It’s also about social mobility. How do you help people climb the social ladder? I don’t think there’s a quick fix for any of it, but we’re learning and improving.

Do you expect the formation of Great British Railways (GBR) to affect recruitment, both for your own organisation and the industry as a whole? Overall, I think the answer is yes, absolutely. Passengers and freight users will welcome modernisation, and it’ll be to their benefit. Network Rail’s Chief Executive, Andrew Haines, is vocal that as an industry we are currently outdated. We’ve got outdated working practices, a large government subsidy, and we’re not necessarily serving passengers, taxpayers, or our colleagues in the way we could be. The whole point of modernisation is to correct this. The railway is vital to Britain, but we need to do things differently. Coming back to recruitment, as I’ve mentioned it’s down to changing the narrative from “why should I join you?” to “why should I join you now?”. Some people are going to be excited about the prospect of shaping an industry, and modernisation is really going to call out to them. For others it’s about answering the questions around job security and how GBR will affect them. Most incoming candidates won’t necessarily know what GBR is. Currently, it must be quite confusing. We’ve got this existing organisation in Network Rail, but a shiny new organisation on the horizon. We need to define what that new proposition is for candidates.

INTERVIEWS

On the retention side, we have employees wondering what the impact on Network Rail and other rail companies will be in the short-to-mid and mid-to-long-term future? We need to be very transparent about what this change means right now and what it will mean going forward. The moment you leave gaps in the narrative, people begin to fill the gaps themselves.

And finally, although it’s a tricky time to be making predictions, what recruitment trends do you expect to see in the next 12-18 months? One thing I’ve learned with Brexit and Covid is that predictions are often quite far off the mark. That said, there’s currently a huge shift towards more agile working and I think that is going to be really key for employers going forward. People want the flexibility of being able to work at home or in the office. They may not like to do either full time, but they want the choice. I think any employer who’s too rigid in that respect will risk losing, rather than attracting, staff. Sustainability is going to become more and more important. Candidates are already asking where we stand on the environment and what we’re doing to address the issue. And it’s not necessarily just about communicating this, it’s about putting your money where your mouth is and demonstrating what you’re delivering. I expect recruitment strategies will continue to move into the digital sphere. That’s the way we’re moving, partly as a result of Covid, and it’s showing benefits. But it also means you have to up your game. People are creating more and more of their own content these days, and it’s much more authentic – the public can see through the polish of corporate communications. We’re getting more into the community aspect now, starting to engage more with people and start conversations. That approach definitely works in the Rail industry, which is like a big family. We want to invite more people into that family and make them feel part of it.

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PEOPLE

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Mark Prescott joins Dual Inventive

XEIAD welcomes new managing director

Rail solutions provider Dual Inventive has appointed Mark Prescott as new international business development director.

Paul Capener has been appointed as managing director at XEIAD.

Mark is charged with leading the company’s ongoing plans in the UK and accelerating the implementation of its technologies in the US and Australia. Part of this project was the implementation of various systems to promote trackside safety during work, with much of Dual Inventive’s growth coming on the back of this programme. Mark said: “Dual Inventive has grown fast the past few years. With my arrival I hope to herald the next phase for this fantastic organisation with so much potential. I look forward to consolidating our customer service provision in the UK and further expanding this great technology company outside of Europe, by accelerating the implementation of their technologies in the United States and Australia.” Mark’s appointment comes as Dual Inventive increases its efforts to create awareness of its cloud platform and sees demand of its products and services rising sharply both in the UK and outside of Europe. The company employed 75 people in 2021 to take the total to 105 and doubled its turnover to £20 million. Network Rail has installed many of Dual Inventive’s track circuit operating devices (TCOD), the ZKL 3000 RC, which is pre-installed and remotely operated across the UK rail network. Jacob Zeeman, CEO of Dual Inventive, said: “Network Rail is a highly valued customer and we work together very transparently. The move by Mark Prescott to Dual Inventive brings us even closer together and will help us provide more relevant customer service.”

Paul is an experienced engineer, manager, and business leader responsible for developing long term strategic partnerships to create sustainable value for all stakeholders. He is experienced in managing and coordinating major asset inspection and structural investigation contracts, and rail civils projects including major track renewal schemes. Since Olivier Garrigue, chairman and chief executive, took control of XEIAD in 2013, Paul has been a major contributor to its ongoing successful growth, having recently led the award of several major multiyear framework contracts with key clients such as Network Rail and National Highways. Going forward, Paul will focus on the company’s effectiveness and productivity to deliver on contractual promises made to all customers and to develop new and exciting opportunities for continued growth. Paul said: “I’ve been with XEIAD since the very early days, initially joining in 2004 and whilst progressing through to my most recent role of commercial director, I have continued to enjoy my time with the team. “As I enter my 25th year in the engineering industry, I’m proud to be leading the organisation alongside Olivier, as we enter a new era, with opportunities for further investment in growth and the launch of our Training Academy in February, it’s an exciting time.”

Lord McLoughlin confirmed as Chair of TfN The North’s political and business leaders have approved the appointment of Lord Patrick McLoughlin as the next Chair of the Transport for the North (TfN) Partnership Board and Board. Lord McLoughlin has had an extensive career in UK politics for more than 30 years, serving as the Member of Parliament for Derbyshire Dales between 1986 and 2019. His experience in Government included two years as Government Chief Whip from 2010 to 2012, two years as Chairman of the Conservative Party and Chancellor to the Duchy of Lancaster from 2016 to 2018 and four years as Secretary of State for Transport between 2012 and 2016. He joins the regional transport body at a crucial time, with the organisation moving to a co-sponsor role on Northern Powerhouse Rail while seeking to secure continued investment in the region’s transport infrastructure to aid levelling up and boost economic growth. Cllr Louise Gittins, Interim Chair of Transport

for the North, said: “I’m pleased to be able to welcome Lord McLoughlin to Transport for the North as our new Chair. He has a wealth of experience in transport and the public sector, which I know will put him in good stead for this challenging and important role.” Lord McLoughlin, said: “I feel very proud to have been selected as the Chair of Transport for the North. I believe firmly in the potential of the North of England and know from my personal experience and professional career just how vital reliable, cost-effective and sustainable transport is to people and business. “A key focus for the TfN Board remains the need to press the case as to why its preferred approach to Northern Powerhouse Rail remains fundamental to securing the long-term economic future of the North. The government’s Integrated Rail Plan (IRP) goes against the best interest of people in the North and fails to deliver the step-change in rail services that is the only sustainable, longterm solution.”

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Joanne Maguire to become ScotRail's chief operating officer Joanne Maguire, current vice principal – resources at the University of the West of Scotland, has been named as the new chief operating officer of ScotRail.

She will take over from current chief operating officer Ian McConnell when Abellio hands over the franchise to Scottish Rail Holdings, the public body that will own and oversee ScotRail Trains. Alex Hynes, managing director of Scotland’s Railway, said: “I am delighted we have managed to secure Joanne’s agreement to join ScotRail Trains at what is a very exciting time for Scotland’s Railway. Joanne brings a wealth of leadership experience to this role, which will be vital as we transition to the new public body. “From the outset it was clear Joanne has the skills, determination, and energy needed to lead ScotRail Trains as it seeks to recover from the

pandemic and give customers the safe and reliable service they deserve. I am really excited to welcome Joanne to the team.” Joanne said: “I am excited to take up my role at ScotRail Trains. Throughout the pandemic, the railway has played a vital role in keeping key workers moving, connecting communities, and supporting the economy during challenging times. I know from my own experience as a passenger how passionate railway staff are about their role in keeping Scotland moving safely while delivering good customer service, and I cannot wait to join the team and engage with colleagues across the organisation.”

New RAIB Crago becomes managing Chief director at MacRail Inspector Adam Crago has been appointed as managing director at MacRail, succeeding Tim Westwood who is retiring from the firm.

Andrew Hall has been appointed chief inspector of rail accidents at Rail Accident Investigation Branch (RAIB). He will replace Simon E French OBE, who retires on 31 March after nearly 18 years. Andrew will take up the role on 1 April, until then he will continue in his role as deputy chief inspector. He has worked at RAIB since 2004 and been the deputy chief inspector at RAIB since 2015. Andrew is a chartered electrical engineer with many years’ experience in the rail sector in Britain and overseas. “It is a great privilege to be selected to lead the Branch,” said Andrew. “Simon will be a hard act to follow, but whoever the Chief Inspector is, RAIB’s core role, to investigate accidents in order to improve safety and inform, remains.”

Adam has been with MacRail for 12 years, starting on the front line in the Control Room and progressing through many roles, most recently operations director. Adam said, “I am very pleased to have been offered this opportunity and I look forward to working with the MacRail team to continue to grow the business. Hopefully, the knowledge that I have gained during my career with MacRail will be invaluable as managing director. I would like to thank Tim for the mentoring and support that he has provided during my career journey” Steve Featherstone, Chair of MacRail, said, “I would like to thank Tim for his great service to MacRail and wish him well for his retirement. It is great to be Chair of a company that values internal talent management and succession planning the way that MacRail does. Adam’s journey from the frontline to managing director is a great example of what is possible when you join a company that cares about its people. I look forward to working with Adam and his team and to helping Adam to be successful in his new role.”

DON'T MISS OUT!

New Route Services managing director at Network Rail Network Rail has confirmed that Rob Morton has been appointed as the new managing director for Route Services, replacing Susan Cooklin, who is leaving the organisation after 16 years. Rob joined Network Rail as supply chain director in June 2017. Over the past five years, he has spearheaded Network Rail’s relationships and commercial arrangements with suppliers, led a supply chain cost reduction programme that saved £330 million, and improved Network Rail’s logistics capability. Commenting on his appointment, Rob said: “I am delighted to be succeeding Susan as managing director of Route Services and can’t wait to get started. While we are facing some challenges as we emerge from the Covid-19 pandemic, it is an exciting time to be working in the rail industry. The Route Services function is a major part of Network Rail and has an important role to play in creating a more reliable and efficient railway. I look forward to playing my part in delivering that as we all work towards a Great British Railway.” Andrew Haines, Network Rail chief executive, added: “I am really pleased that Rob will join my Executive Leadership Team and lead our Route Services function. His leadership, diligence, experience and detailed knowledge of Route Services will be vital in continuing Susan’s work.” SUPPORTED BY

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RAILSTAFF JANUARY-FEBRUARY 2022

DIVERSITY I N RE C RUI T MEN T

quality, diversity, and inclusion (EDI) is a burning issue in today’s workplace and, going forward, will only increase in importance. Today’s generation of candidate have grown up living the ideals that others spent so long fighting for and, to attract the best employees, companies will need to show that they welcome all individuals. Organisations benefit when they offer equal opportunities and work to stamp out discrimination. Encouraging EDI helps companies better serve their customers; keep employees happy and motivated; prevent legal issues arising; and attract talent from a wider pool of candidates.

CHAMPION FOR DIVERSITY Era Shah is a chartered Civil Engineer at Costain, the UK smart infrastructure solutions company. She was named as one of the Women in Engineering Society’s ‘Top 50 Women in Engineering 2021’ and has worked on some of the biggest rail infrastructure projects in recent years, primarily with Network Rail, HS2 and Crossrail. Era is a champion for diversity in the workplace and believes firms can do more to encourage a wider range of candidates. Era’s entry into the world of engineering came via an Arkwright Scholarship.

“The Arkwright Scholarship is part of the Smallpeice Trust, a children’s education charity,” she says. “The idea behind it is to widen the access around engineering and give young people of all backgrounds, and who have an interest in STEM subjects, the ability to understand what engineering is and what it means to be an engineer.” Arkwright scholarships are offered to the ‘brightest and best’ students of any background, that have the passion and determination to succeed in their future studies and career. Those accepted onto the scholarship receive £600 which can be used to purchase components and materials for technical projects, to purchase text books and reference books, or pay for attendance on technical courses, summer schools or university open days. “It’s nationally recognised and really prestigious,” Era says, “but the key is that you are afforded a sponsor who can give you connections. Through your sponsor you can set up further work experience, get funding, and access to engineering courses.”

EYES OPENED Despite all the knowledge and experience Era accumulated through her scholarship and the university career that followed, stepping into the workplace opened her eyes to the inequalities that still persist in some companies.

“Going into the workplace after university, you’re not necessarily equipped to deal with situations where you feel like you’re not being heard or you’re a little intimidated. You might not actually speak up, if, for instance, there are lots of men in the room and you’re the only woman. “I’ve experienced some very cliched experiences. As the only woman in a room during a meeting I was asked to take the minutes because I have ‘lovely handwriting’. That particular moment really made me think, ‘Okay, that’s not cool. Something needs to change.’ “Those sorts of situations have made me passionate to improve things and make the environment more inclusive - to make people more aware of what is right and what is inappropriate. A huge amount has changed now, and I feel empowered to speak up when things aren’t right. But everyone needs the tools to be able to do that, whether they’re directly affected by non-inclusive behaviour, or whether they witness it.”

MISSING A TRICK But is it enough for firms to tackle discrimination and promote inclusion once employees are settled within the structure of the company? What positive action can rail companies take to promote EDI at the recruitment stage, the first point of contact with potential employees? Firms need to pay more attention to the communities RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

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39 © sturti

they’re targeting, and the language used in recruitment material, says Era. “The first things to think about are where are we advertising our roles, and what communities we are tapping into. In terms of career events, where are they actually being held? Maybe we need to be going into communities, rather than relying on people coming to certain events. “Recruiters also need to think about how job descriptions are put together and what kind of wording is used. For example, certain phrases are probably more attractive to men than women and vice versa. Being mindful of the language that we use and removing any gender bias within the job description is essential.”

But it doesn’t stop there. For potential employees, the interview can be one of the most stressful stages of the recruitment process. Walking into an unwelcoming environment can put even the best interviewee on edge and impact their performance. At the same time, any unconscious bias on the part of the interview panel can result in unfair and poor recruitment decisions. “It’s important there is representation on the interview panel,” says Era. “Of course, this isn’t always possible, but if the panel can’t be representative, we need to ensure that the people performing the interview are very aware of their own unconscious bias. That’s useful for the assessors as it leads to more logical and less emotion-based decisions, but it can also make the interviewee more relaxed and help them to open up more.”

as you, but that doesn’t always impact their level of skill or their ability to deliver on the job. By understanding that, I think you can actually widen your talent pool and capture more candidates.” As we move further into the twenty-first century, EDI will become an even bigger topic than it is today. And that’s right - it’s called progress. In the coming years, firms must make clear their commitment to achieving equality for all and provide information on how they’re doing this. Job seekers, especially from Generation Z, are actively searching for companies that have more inclusive values, and those companies that fall behind on these issues risk missing out on a huge pool of candidates.

AVOID THE FAMILIAR Recruiters must also avoid being swayed by candidates who might have a similar background or life experiences as themselves. Often, the candidates who have approached their career from a different angle can bring new thinking and decision making to the company, Era says. “It’s also about how you translate the accomplishments of the individuals you’re interviewing. They might not have taken the same route that you took, and they may not have had the same experience of education FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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RAILSTAFF JANUARY-FEBRUARY 2022

CAREER HUNTING

TOP TIPS

espite 2021 presenting a lot of uncertainty, forced remote working, and skills shortages, job vacancies hit a record high of one million as the post-pandemic labour market continued to recover. Companies and candidates have had to adapt to a new way of job hunting, due to many hiring practices becoming outdated and no longer suitable. Take a look at our advice for job hunting in the current environment and our expected trends for recruitment. REMOTE RECRUITMENT

Although a large number of people have returned to offices, it seems remote recruitment is becoming a more permanent process. Hirers have become aware of the benefits of virtual interviews as a more efficient, time saving way of screening potential candidates. As this becomes the norm, it’s important to be fully prepared for this virtual part of the process. Don’t let technology hinder you. If interviewing over the phone, make sure you are in a quiet location with good signal. It may be beneficial to wear headphones, if possible, to reduce any background noise and stronger audio. This will also give you free hands to take any notes that may come up during the interview. When doing a video interview, test your camera and microphone before the meeting. Make sure you’ve downloaded any relevant software and made yourself familiar with how it works, you don’t want to be late for your interview because you’re struggling with the software or having to wait for it to download at the last minute. Ensure you’re in a quiet location with good lighting so you can be seen clearly, and avoid sitting with your back to a window, as this can create dark shadows across your face and restrict visibility. Remove any unsightly objects from the background or see if your software has a blur option so your setting is more suitable. Finally, despite it being a video interview, remember to dress smart – as if you were meeting them in person! RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

THE YEAR OF THE EMPLOYEE The past two years have made many people reflect on their work/life balance and what their career means to them. Employees have proved they can effectively work in a new way, from anywhere, and are now questioning employers as to why this can’t be permanent. People want greater control over their lives, wellbeing, and careers. Companies will now have to assess whether they are doing enough to maintain employees and attract new candidates. This means you’ve got room to negotiate and ask for what you really want. Hirers want to fill their vacancies and may be more flexible than they were in the past.

LOCATION IS NOT A BARRIER Historically, many jobs were reliant on staff living within a close vicinity to the office or willing to commute. However, as remote working was forced upon many at the start of the pandemic, some companies will carry on with this in place. Some will promote hybrid working, to allow for flexibility between the candidate and employee, and others will continue without the need for a physical office space. Rather than having to consider relocating for work, many candidates can now look for opportunities further afield, that offer full time remote working. If you’re considering leaving a job due to location or travel, it may be worth a conversation with your manager to see if there is the possibility of permanent remote work.

STAND OUT FROM THE CROWD As well as a larger number of vacancies, the pandemic also saw a rise in the number of candidates per vacancy, so it’s important you stand out above everyone else. In some cases, employers were closing deadlines early due to the large number of applications they received. It’s forecasted this influx of applications may slow this year, however you should still be as prepared as possible to get the job you’re after. Here are some tips on how you can improve your chances of success:

Work with a recruiter The best way to simplify your application process is to work with a recruiter. A niche recruiter specialising in your sector will know the roles that you may be suitable for, and which companies are hiring. They’ll also be able to support you through the whole process from updating your CV to interview coaching and they’ll be able to promote you to the client even before your CV hits the hiring manager’s desk.

Update your CV Make sure your CV is easy to navigate and well organised. Use headings, subheadings,

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and bullet points to avoid long, lengthy paragraphs that are difficult to read. You could also consider putting these in bold and larger font, so they stand out from the rest of the text. Ensure you’ve included all relevant information that the hirer will be looking for, contact details, personal statement, education etc. Tailor your CV to each job you apply for. Employers may use an applicant tracking system which analyses the CV for keywords and phrases that appear in the job description. By including these on your CV, you’ll increase your chances of being seen and progressed into the next stage of the application.

Research additional training Think carefully about which skills make you employable. Is there a gap in your knowledge for the jobs you’re applying for? Could you refine your skills in a certain area to impress the hirer? Consider a training course or online module. This will impress an employer by showing that you’re willing to go the extra

mile and learn new things. It will also help you stand out against other candidates if you’re demonstrating additional skills and knowledge.

Prepare for interviews Ensuring that you are fully prepared for your interview will help the way you present yourself to the employer. Do your research into the company, their history, and any additional information about the role you’re applying for. Make a list of five to ten questions that are relevant to the role and have them with you. At the interview you’ll have questions to ask during and at the end of the conversation. First impressions are key, especially with interviews, so ensure that you are dressed professionally and, if it’s face-to -face, be early for the meeting and enter with a firm handshake.

Follow up To stand out from other candidates, it’s good to send a short follow up email to those who interviewed you. It gives you the opportunity

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to thank them for their time and reiterate your interest in the role. Keep it brief, just a few lines so that the employer doesn’t feel pressured or harassed.

ABOUT US

Advance TRS is a niche recruitment consultancy specialising in the provision of highly-skilled technical professionals for the built environment. Our specialist rail recruiters have over 200 years’ experience in the industry and we work with Tier One contractors on some of the biggest rail infrastructure projects in the UK.

For more helpful interview tips and job search advice check out the Advance TRS website and Advance Advice articles. For our latest opportunities visit www.advance-trs.com or speak to the team on 01483 361061. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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RAILSTAFF JANUARY-FEBRUARY 2022

en auged

DESIGN WITH BUILD IN MIND

en auged

WE ARE RECRUITING SENIOR DESIGN ENGINEER (RAIL CIVILS) Due to an increase in our workload, we are looking to expand our design team by recruiting a forward-thinking Senior Design Engineer (Rail Civils) who has:

+ A proven track record in proactively managing a design team, delivering projects within a set timescale and budget whilst meeting all relevant Legislation and Standards + Excellent communication skills, work well as part of a small team and be able to work on their own initiative + Experience of design and development in the rail sector

This position is permanent, and the package is competitive and commensurate with experience. Whilst based in Crewe we are open to discussion on geographic location. APPLY NOW TO PROGRESS YOUR CAREER > > >

01270 255 731

recruitment@engauged.co.uk We are not accepting any enquiries from agencies.

GREAT OPPORTUNITIES AVAILABLE ACROSS THE UK Contact us to find out more and visit our website to apply! PRINCIPAL SYSTEM ENGINEER

HARDWARE DESIGN VERIFIER

LEAD TECHNOLOGIST ENGINEER

UK Wide

Hatfield

Birmingham / York

ADVANCE-TRS.COM

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

01483 361 061 | info@advance-trs.com

Are You Tired of Digging Ballast?

Are you COSS and ES qualiﬁed? Do you still want to work in rail but fancy a career change to Structures Examinations, S&T or Specialist Rail Infrastructure Engineering? Do you want to work for a reputable business with nationwide contracts, have a stable future with attractive pay and beneﬁts? If the answer is yes - then please get in touch, email your CV to recruitment@bridgeway-consulting.co.uk or give our recruitment team a call on 0115 9191111 to discuss your future career at Bridgeway!

(3E)S

Exceeding Expectations Everywhere Safely & Sustainably

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RAILSTAFF JANUARY-FEBRUARY 2022

FREIGHTLINER KEEPING THE COUNTRY RUNNING

lthough COVID-19 has created many challenges for all parts of the economy, rail freight has demonstrated strong resilience and agility, much of this attributed to the commitment and contribution of their frontline operational teams.

The pandemic has raised the profile of the pivotal role that rail freight plays in keeping our country running. Rail freight has continued to operate throughout the pandemic, moving critical goods and materials around the country to ensure that supermarkets, factories, warehouses, and distribution centres continue to be well supplied with essential items such as food, medical supplies, and consumer goods. With a significant reduction in passenger numbers and a reduced passenger train timetable, Freightliner has seized the opportunity to work with Network Rail and its customers to identify opportunities to trial new types of services that challenge the capability limitations of the network, and improve the efficiency and productivity of existing services. This has enabled the company to further enhance rail’s green credentials by supporting additional reductions in carbon emissions per tonne of freight moved by rail.

INVESTMENT Freightliner continues to invest in cutting-edge technology, facilities, and rolling stock, enabling continued growth in an ever-changing market. As the largest freight operator of electric locomotives in the UK, it is committed to decarbonisation, which is at the heart of its strategic agenda. The company is leading the way in exploring, developing, and delivering innovative solutions to reduce its carbon footprint and, in 2021, invested in 230 new Freightliner FFA-G wagons representing the next generation of energy-efficient, 40-foot intermodal wagons. The FFA-G has been designed with fuel efficiency in mind, being two tonnes lighter than its nearest competitor with up to 80 tonnes less weight per single train. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

As the first Freight Operating Company to develop standard height 40-foot platform wagons and the first to introduce the Shortliner (Ecofret) wagon, Freightliner has a proud history of setting the standards for innovative and sustainable wagon solutions in the UK freight market. It has also invested in a brandnew vehicle maintenance facility in Ipswich. This new facility is a state-of-theart locomotive and wagon maintenance depot creating around 20 additional skilled engineering jobs in the Ipswich area. The development unlocks a number of benefits for the company’s operations, supporting the operation of

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logistics chain. It is working with customers and Network Rail to respond to this demand by running longer trains that carry more cargo as well as adding additional train paths on existing and new routes. Other initiatives include speeding up journey times, thereby making services more efficient and productive and, in doing so, unlocking greater benefits for its rail freight customers.

INVESTING IN PEOPLE

key container train services between the Port of Felixstowe and inland terminals, as well as services from other UK ports, including London Gateway and Southampton. It also boasts a wheel lathe, used to maintain and re-profile wagon and locomotive wheel sets, the first of its kind in this part of the country.

NEW SERVICES Freightliner is receiving increased enquiries from customers and potential customers to move more goods by rail. This is partly driven by pressures in the road haulage sector but also by an increased desire from businesses to decarbonise their

Attracting highly skilled and diverse talent to G&W UK/ Europe Region companies (Freightliner being one of its companies) has been an ongoing priority. In 2022 alone, Freightliner is investing in recruiting a minimum of 30 qualified, experienced train drivers, attracting, and training 60 inexperienced drivers as well as around 10 shunt drivers to operate its yards and terminals.

BENEFITS Freightliner offers all employees a competitive salary, career progression, and the opportunity to join a final salary pension scheme.

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By joining the team, colleagues are supported throughout their careers so that they can grow and progress, not only professionally, but personally too. The company’s dedicated Training and Development Team works to provide tailored opportunities for career development, while its generous paid leave policies ensure a positive work-life balance. There are also many opportunities for career progression through internal promotion such as progressing from groundstaff to shunt driver or shunt driver to mainline train driver. Opportunities also exist for train drivers to transfer between Intermodal and Heavy Haul business areas to suit their own personal aspirations and requirements. Recognising the need to maintain and improve employees’ health and wellbeing, Freightliner supports an Employee Assistance Programme (EAP) which offers free, confidential, 24/7 support to employees and their family members. More than just counselling, this service

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RAILSTAFF JANUARY-FEBRUARY 2022

HEATHER WAUGH, TRAIN DRIVER, FREIGHTLINER

provides 24hr assistance with services such as health or stress assessments, childcare support, fitness advice, and even legal services like willwriting. The company also offers a wide range of benefits intended to suit colleagues and the needs of their families through their employee benefit scheme, Freightliner Life. Freightliner Life offers travel insurance, retailer discounts, technology loans and transport options, healthcare and dental packages and much more.

EQUALITY, DIVERSITY AND INCLUSION Like any responsible organisation, Freightliner is committed to encouraging equality, diversity and inclusion among their workforce to be truly representative of society. The aspiration is for each employee to feel respected and able to give their best. As a result, it was approved to join WORK180 as an Endorsed Employer for Women - the UK’s only jobs board that prescreens employers before they can advertise jobs against a set of criteria, including pay

equity, flexible working, women in leadership, and paid parental leave. Actively participating in events such as the Women in Rail sponsored Big Rail Diversity Challenge has provided an opportunity to showcase that teamwork and diversity is not only beneficial, but also essential to the productivity and success of a business.

JOIN THE TEAM So, what better time to join Freightliner as a qualified train driver or as a member of their groundstaff team? As well as all the aforementioned benefits, the company keeps its train drivers challenged and motivated by offering flexible shift patterns and variety in their day-to-day work. Drivers can operate different types of traction running Intermodal (container) or Heavy Haul (Bulk) rail services. With the growth of rail freight in the UK set to continue, combined with its commitment to continually invest in their business, new joiners can be confident of job security and a focus on career development.

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“I’ve been driving trains for 16 years now, 13 with a TOC and the last three with a FOC. I have always felt very fortunate to be a train driver, but I can honestly say I have never enjoyed what I do more than since I made the move to freight. Ask any TOC driver what one of their favourite parts of the job is, and they’ll tell you that driving Empty Coaching Stock somewhere is a real highlight. There’s something special about knowing it’s just you and the train. I get that feeling every shift now! I get to drive the most powerful locomotives in the UK. I’m exporting and importing vital supplies, and every train I drive takes an estimated 76 lorries off the road. I’m doing my bit for the economy and the environment. We were absolutely vital during the pandemic – keeping supermarkets stocked and the lights on, and had people applauding as we went through stations, realising the role we were playing. Moving forward, we are absolutely key to our recovery from the pandemic and in achieving decarbonisation. I feel so proud to be entrusted with these trains. On a personal level, I am enjoying the best work/life balance I’ve ever had and I have more time and energy to enjoy life away from work. As I look around at the changes coming into the rail industry in the UK, I feel relieved and grateful to feel secure in who I work for. I wouldn’t hesitate to recommend freight to any train driver. It’s the best move I’ve ever made.”

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EMBRACE ADVENTURE WITH MTM IT'S A BRAND-NEW YEAR - TIME TO TURN THE PAGE AND MAKE THE CHANGES YOU'VE BEEN PUTTING OFF FOR FAR TOO LONG. IF A NEW LOCATION AND AN EXCITING NEW ROLE ARE ON YOUR AGENDA, METRO TRAINS MELBOURNE (MTM) IS SEEKING UK TALENT.

ith a growing number of rail projects underway, there’s never been a better time to make the move to Australia, especially if you’re looking for career advancement and job satisfaction. With a population of just 25 million, the pool from which the country can draw experienced staff is small, so the major rail organisations are eager to attract professionals from elsewhere. MTM is one of the companies currently recruiting top talent. MTM serves Melbourne’s extensive metro system, keeping a population of five million on the move. The company runs 15 lines (along with an events-only line to Flemington Racecourse) operated by 220 six-car trains running on 600 miles of track and serving 219 stations. It has operated the franchise since November 2009, and its contract has recently been extended.

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GREAT OPPORTUNITIES MTM currently has several projects underway. One example is the twin-bore Melbourne Metro Tunnel which will create a new end-to-end rail line from Sunbury in the west to Cranbourne/ Pakenham in the southeast. The two new 5.6-mile tunnels will free up Melbourne’s biggest bottleneck and enable 39,000 more passengers to use the rail system during peak periods. The company is also working on A$10 billion development

to improve rail links between Melbourne and the airport which serves it. The project will connect the airport with the city’s central business district (CBD) and involves laying approximately 13km of track between Melbourne Airport and Sunshine Station in Melbourne’s west. The line will lead from the airport along a six-kilometre viaduct and a new track section to Sunshine, and then onto the Metro Tunnel and into the heart of the CBD. Lisa Hogben, Package Director – Melbourne Airport Rail (MAR), joined MTM in February 2021, travelling from the UK to help drive the scheme along. “My sections of the project are the airport station and the viaduct,” says Lisa. “I work with our Rail Projects Victoria client counterparts to deliver MTM’s role in the project. This includes development of requirements, reviews and risk assessments, planning and preparation for delivery and operations, and building a high-performing and knowledgeable team.” Lisa enjoyed a varied career in rail prior to relocating, with

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positions at Transport for London, London Underground, Network Rail, and High Speed 2 and the Nichols Group. A move to Melbourne wasn’t part of Lisa’s grand plan, but she saw a great opportunity and went for it. “It was about opportunity and adventure - I’ve always had a bit of a ‘why not’ attitude,” she says. “One of my UK super bosses, Jamie Burn, had taken a role as a Project Director at MTM and encouraged me to consider a career at MTM. I am at that stage of my career where I want to work with people who have values and behaviours that I respect and admire, and the same goes for organisations. I got a very good feeling about Metro Trains Melbourne and how they operate, and that feeling has proven to be well-founded.”

leader in its field. The company is well known for promoting a strong work/life balance and has robust policies on diversity, wellness, and mental health. It also works hard to make the relocation process as smooth and seamless as possible. “MTM has an international relocation package for you and your immediate family,” says Lisa. “The company will guide you through all of your visa admin, travel needs, and the

shipment of your belongings. They also provide temporary accommodation which really takes the stress out of relocation, giving you time to search for your permanent home. From the very point of accepting the job, to setting up a new home in Australia, it has been a great experience. “Once I was in post, MTM’s internal community took over - there’s no lack of people to ask if you need help. I now run

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a Team’s channel to which all new expats are added and it’s kind of an informal Q&A forum for newcomers. MTM really lives it values in terms of providing well-being support. For expats this can focus on the difficulties of relocating to another country, life admin, forms and tax and insurances, moving house, leaving your friends, and so on. I can’t fault the help and support I’ve received from the MTM community.”

GUIDANCE AND SUPPORT MTM is an inclusive and safetyfocused organisation and prides itself on its team of honest, high performing professionals. UK rail staff who take the leap will join an organisation that is a global FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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Crucially, she adds, you shouldn’t let the fear of change hold you back. “Often, people avoid this sort of move because they’re worried about the upheaval,” she says, “but I think we underestimate the amount of change we can tolerate, the amount of flexibility we can build into our lives, and how much we can thrive when we push ourselves out of our comfort zone”. “Own a home? Rent it out. Loads of stuff? Ship it over. Worried about relocating your children? They’re often more resilient than we give them credit for. I would definitely say ‘give it a go.’ Whether you’re married with kids or single, and if you’re in your in twenties, thirties, or your sixties, the opportunity is too great to ignore.”

SUPERB OPPORTUNITY Keeping Melbourne’s population moving requires skilled, knowledgeable, and experienced individuals. People power isn’t a resource that Australia’s rail industry has in abundance and UK expats are in a unique position to take advantage of the country’s need for overseas professionals. “You don’t have a culture shock when you arrive here,” says Lisa. “There’s no language barrier and you’ll work on projects that are familiar in scope, setup and process. Your knowledge and experience are really valuable here and the fresh perspective you bring is so welcome.”

LEVEL THE PLAYING FIELD Diversity, equality, and inclusion is a major focus for Lisa and, in November last year, she was appointed to the Board of Directors at the National Association of Women in Construction (NAWIC). Addressing attitudes towards women in the rail industry, as well as breaking down the barriers they face, is a major focus for her. She’s eager to attract more women to the rail family and keen to encourage them to make the leap she took last year. “It’s harder for women, certainly at a senior level and at a certain age, to make this kind of move, because you feel like you should be settling down and doing what society

deems as ‘sensible things’ (i.e., not moving across the globe). It can seem like you’re facing a choice between work and starting or supporting a family. “If starting a family is something you want in your future, it can feel counter-intuitive to move 10,000 miles away from your family and friends, and I think these things run through the minds of women more than they do for men. They certainly did for me.” “So what I would say to women facing a similar dilemma, is remember, it doesn’t have to be forever. You can bring your family here and start a new life if you want to, or stay a few years and head home. I think we need to shake off that societal stereotype about what we ‘should’ be doing and do what makes us happy! Living and working in Australia is an amazing experience for however long you choose to live it.” MTM is looking to attract Rail professionals of all specialisations, but is currently targeting engineers of the following disciplines: Signalling (all types); Testing and Commissioning; Design Engineers; and Design Review Engineers. If you’re eager to apply your knowledge and experience to an exciting project in a superb location, then MTM wants to hear from you. “There is a world of opportunity here to explore” says Lisa. “Don’t rule Australia out because you think it’s too far – it’s only a day away.”

For more information on available opportunities visit https://jobs.metrotrains.com.au

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R A I L S T A F F

A W A R D S

2 0 2 2

MORE THAN AN AWARD Let’s recognise those who are outstanding, those that go above and beyond, those who are special. They need to know just how much they are appreciated. Apprentice of the Year

Health & Wellbeing Award

Rail Engineer of the Year

Award for Charity

HR, Diversity & Inclusion Person or Team Award

Rail Manager of the Year

Covid Hero - Outstanding Individual Award Covid Heroes - Outstanding Team Award Customer Service Award

Learning & Development Award Lifetime Achievement Award Marketing & Communications Team Award

Depot Staff Award Digital Railway (S&T) Person or Team Award

Rail Civils / Infrastructure Team Award

Rail Person of the Year Rail Project Manager Award Rail Team of the Year Safety Person or Team Award Samaritans Lifesaver Award Station Staff Award

Graduate or Newcomer Award

NOMINATE TODAY! www.railstaffawards.com THE NEC, BIRMINGHAM // 24TH NOVEMBER 2022

Shaping Melbourne Australia Are you interested in joining the project team at Metro Trains Melbourne (MTM) that is involved in multibillion dollar city-shaping infrastructure projects? Did you know? Metro Trains Melbourne is part of the MTR family, with global reach across Europe, Asia, Australia and the Middle East.

Can you bring your wealth of experience to help us support the delivery of Melbourne’s three largest rail infrastructure projects? THE METRO TUNNEL PROJECT The A$11 billion Metro Tunnel will untangle the city loop so more trains can run more effectively across Melbourne. The Metro Tunnel scope includes twin nine-kilometre rail tunnels, five new underground stations as well as new high capacity signalling. The Metro Tunnel Project is being delivered in three work packages, with a programme-level team assisting each package. The three work packages are: Rail Systems Alliance, Rail Infrastructure Alliance and the Tunnels and Stations Public Private Partnership.

THE MELBOURNE AIRPORT RAIL PROJECT Melbourne Airport Rail is a transformational public transport project connecting Melbourne Airport to Victoria’s regional and metropolitan train network. Trains will run from Melbourne Airport through to Sunshine Station, then into the Metro Tunnel and the heart of the CBD, before continuing on to the Cranbourne and Pakenham lines. This eagerly awaited project will connect people from the airport to where they need to go – be that work, home or Victoria’s key tourism destinations – via a rail service for the first time.

> MELBOURNE METRO TUNNEL & AIRPORT RAIL PROJECT ROLES: » Signalling Project Engineer

» Head of Operations

» Signalling Project Manager

» Operations Definition Test Manager

» Testing and Commissioning Managers - Dynamic testing & CBTC

» Operations Delivery Manager

» Testers in Charge

» Operations Resource Coordinator » Operations Integration Manager

THE LEVEL CROSSING REMOVAL PROJECT The Level Crossing Removal Project (LXRP) was established by the Victorian Government to oversee one of the largest rail infrastructure projects in the state’s history. LXRP is part of the Major Transport Infrastructure Authority and our projects fall under Victoria’s Big Build. Central to the project is the elimination of 85 level crossings across metropolitan Melbourne by 2024, in addition to other rail network upgrades such as new train stations, track duplication and train stabling yards.

> KEY LXRP PROJECT ROLES: » Testing & Commissioning Managers

» Signalling Design Review Engineer

» Testing & Commissioning Engineers

» Signalling Design Managers

» Signalling Project Engineers

» Testing & Commissioning Review Engineer

www.metrotrains.com.au

Melbourne: Australia’s sporting and culture capital.

if f e r AD

e nce

e Deliver a great passenger experience OUR VISION

Connecting people and places for a growing Melbourne

E G I C F O CU

ri Ca ng

Zer

o Ha

Support rail transformation

OUR MISSION

We work smarter every day to be Australia’s most respected city railway

Empower and engage our people

RF O

S T R AT

One T e am

OU R V A L U E S

R SA

De pe nd ab le

ke Ma

Be a sustainable business long term

rm OUR FOUNDATION

Safety – Our goal is Zero Harm, because every injury is preventable

> FURTHER CAREER OPPORTUNITIES: Metro is a multi-award winning organisation, and we pride ourselves on our team of honest, high performing professionals who are talented, inclusive and safety focused and who are at the core of our success. You will be joining an organisation that is known as a global leader in its field but also prides itself on being dynamic, embracing new technologies and focused on customer service. Our aim is to promote work/life balance, allow team members to bring their best to work and to truly be focused on a common goal which is to provide a world-class railway service.

> OFFICE OF THE CHIEF ENGINEER ROLES:

> SIGNALLING STRATEGY TASKFORCE ROLES:

» Signalling Assurance Managers

» Signalling Data Designers

» Senior Signalling Support Engineers

» Principal Testers » Testers in Charges

INTERESTED? If what you’ve read resonates with your values, experience and career aspirations then we want to hear from you. Successful candidates and their families will be offered sponsorship and be provided with relocation assistance as part of the MTM’s Global Mobility Framework.

To register your interest, contact Kyle MacLean (Talent Partner) on kyle.maclean@metrotrains.com.au with your CV and contact details, or for more information, see:

mtm-careers.com

Watch // TRS CEO Paul Bateman talking about HVO at Rail Live 2021

Scan this //

total rail sustainable Total Rail Solutions ditches diesel and switches to a cleaner, greener fuel for a more sustainable rail network . •

Alternative HVO fuel from Crown Oil to be supplied in all plant

•

Further improving the environmental impact on the rail network

We are one of the first hirers in rail to make this change and are committed to protecting all our futures.

Visit totalrailsolutions.co.uk or call 01962 711642 to find out more

RailStaff - Issue 277 | January-February 2022

Articles inside

EXPERT COMMENTARY

DIVERSITY IN RECRUITMENT

REMOTE MANAGEMENT: THE IMPACT ON RAIL SAFETY

GALVANIZERS ASSOCIATION WILL DELIVER FOR HS2

38 36 SPOTLIGHT FREIGHTLINER - KEEPING THE COUNTRY MOVING

CAREER HUNTING TOP TIPS