RailStaff - Issue 279 | May-June 2022 by Rail Media

MAY-JUN 2022 | ISSUE 279

RAILSTAFF AWARDS

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PLUS NEWS PEOPLE HEALTH & SAFETY EVENTS INTERVIEWS CAREERS EDI & WOMEN IN RAIL

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Impaired health is estimated to cost the rail industry

£889 million a year*

RSSB is listening to industry and their concerns, and we have developed a suite of training courses to help improve the health and wellbeing of individuals in the railway. Courses include e-learning and trainer-led remote deliverables. Visit www.rssb.co.uk/training for more information, or email training@rssb.co.uk if you’d like RSSB to deliver any of our mental health courses as a bespoke training remotely or at a location of your choice.

www.rssb.co.uk/training *The Costs Benefits of Health and Wellbeing, RSSB (2019)

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CONTENTS MAY - JUNE 2022 | ISSUE 279

WOMEN IN RAIL: WORKING FOR ALL | 18

Mohanad Ismail from Women in Rail talks to us about the importance of ethnic representation at the leadership level.

EXPERT COMMENTARY: PAUL MCGUNNIGLE-WHITE | 20

We chat with Trenatalia c2c’s treasury manager about EDI and the importance of bringing your ‘whole self’ to work.

CML: AN EQUAL OPPORTUNITY EMPLOYER | 24

Women have long been under-represented in rail and engineering, but some companies are helping to level the playing field.

SHEDDING THE STEREOTYPES AND TAKING CENTRE STAGE | 26

Not all employers get equality quite right. Lisa Hogben discusses the problems that persist in some areas of the industry.

RAIB ANNUAL REPORT HIGHLIGHTS AND RECURRENT THEMES | 30

Under a new chief inspector, the RAIB has published its annual report for 2021. Colin Wheeler takes a look.

30 32

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22: 38 RDS 20NT JUDGES |r off. A W A F F o fa DE RAILSTTAHE INDEPENof the year is notntoers. t h in T MEE st awards nig picking the w ge l be The big le who’l e peop Meet th

BIG FINES AND PERMANENT INJURIES | 32

Our regular safety bulletin examines the human and financial cost of workplace accidents, and how such events can be minimised.

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Staff

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This past couple of months have seen a number of events within the industry and without, celebrating equality, diversity and inclusion (EDI) and highlighting the importance of acceptance and understanding. With this in mind, this edition of RailStaff includes its own focus on these issues, featuring contributions from EDI champions from across the industry.

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To begin, Women in Rail (WR) trustee Mohanad Ismail talks to us about the importance of minority representation at the executive level, and how ethnicity and nationality can impact career opportunities and how this must change. We then meet Paul McGunnigle-White from Trentalia c2c to chat about diversity and inclusion, the importance of bringing your true self to work, and his hopes for the future of EDI. Works Delivery Managers Amanda Higgins and Natasha Steele give us an insight into their experience of working at their progressive and inclusive engineering firm, CML. But while some © Avanti West Coast

companies are leading the charge for equality, there are still battles to be won. Lisa Hogben, a board director for National Association of Women in Construction, discusses the experience of women in the industry and shows that the fight for equality is not over. In his regular safety feature, Colin Wheeler takes a look at the legal repercussions of workplace accidents and questions whether budgeting for legal costs is money well spent. He also asks whether holding companies to account, rather than individuals, lifts responsibility off the shoulders of those in charge. He also discusses RAIB’s annual report, released in May and makes his own suggestions for improving safety. Greater communication of management with staff and increased visibility on worksites is at the top of his list. After three months in post, Fiona Westcough provides the second of her articles as chair of Young Rail Professionals (YRP) and reports on the YRP’s annual dinner and awards which took place in Manchester on 21 April. The content of this issue aside, in the two months since our last edition much has changed but also remains the same. The March/April edition included a focus on finance and it’s fair to say the topic has snowballed since we went to press. Rocketing fuel and energy prices have been joined by rising inflation, and the squeeze on staff and their families has tightened. When you roll in incoming structural changes to the industry, you have the recipe for strike action. RailStaff understands the fears and frustrations of the dedicated employees who keep the network running, and also has sight of the financial pressures facing an industry adjusting to a new state of play. We hope that unions, employers, and Government can find a compromise to resolve the current industrial action which impacts staff, the industry, and passengers alike. Matt@rail-media.com FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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HS2 celebrates 900th apprentice Just 20 months since full construction works began on the first phase of the project, HS2 is well on track to reach its target of 2,000 apprenticeships, with 923 apprentices having now benefitted from HS2’s investment in their career development. Furthermore, over 2,000 new jobs have been added to the HS2 workforce, reflecting the rapid momentum on the project during the new calendar year, with civils construction works underway at over 300 sites between the West Midlands and London, and the Bill submitted to Parliament to extend the high speed network north to Manchester. “2022 is shaping up to be a huge year for HS2,” said Mark Thurston, CEO at HS2 Ltd. “Our expanding workforce reflects the scale of progress we are making in delivering Britain’s new railway and supporting the Government’s drive to net zero, to level up the country and build back better from the pandemic. “With all three phases of the project now in progress, and two decades of construction work still ahead of us, the scale of opportunity for individuals and businesses on HS2 right across the UK continues to grow at pace.” HS2’s supply chain saw continued growth, with 76 new UK businesses securing contract awards, taking the total number

of unique UK businesses engaged in the supply chain to 2,515. Small and medium sized companies were also among those to benefit, with 61% of the supply chain now represented by SMEs. The drive to create a lasting skills legacy and support those who are out of work into training and employment on the project continues to pay dividends. New fast track job training programmes, delivered at dedicated

For more information about all the latest vacancies on HS2, visit hs2.org.uk/careers.

Ground-breaking work on a £145 million rail reliability upgrade between Manchester and Sheffield started in late May.

Work begins on Hope Valley upgrade

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Skills Academies, and the success of HS2’s job brokerage partnership model has so far led to over a thousand people who were out of work securing a job. 98 more apprentices also began their career journey on HS2, taking the total number of apprenticeship starts since Royal Assent to 923.

This essential work will remove several bottlenecks on the Hope Valley line to allow passenger trains to overtake slower freight trains and improve reliability, helping people get to their destinations on time. On Sunday 29 May, and every weekend throughout July, Dore & Totley, Grindleford, Bamford, and Hathersage stations will be closed to allow Network Rail and contractor VolkerRailStory Joint Venture to begin building an additional railway line and make key station improvements. The work is part of a package of improvement which includes: a new platform and accessible footbridge with lifts at Dore & Totley station; a railway loop between Bamford and Hathersage; a new overbridge at Hathersage West, replacing the current foot crossing to improve safety; signalling improvements along the line to improve reliability; and platform extensions to allow for more carriages on services. Hannah Lomas, Principal Programme Sponsor for Network Rail, said: “We’re so pleased to see this major work begin – it’ll make Hope Valley stations and train services better, and improve reliability for passengers in the future. “There will be some changes to services and car park closures while our work takes place, so I’d like to thank passengers for bearing with us and apologise for any inconvenience.” Darren Lockwood, Project Director from VRSJV, said: “We thank the local community for their patience and understanding while we carry out these essential upgrade works on the Hope Valley line. The work plays an important part in facilitating this important investment in Northern travel infrastructure.”

RAILSTAFF MAY - JUNE 2022

Network Rail delivers for Ukraine Network Rail staff have come to the aid of rail colleagues in Ukraine after delivering a convoy of vehicles loaded with equipment to help keep the Ukrainian railway running. Ukrainian Railways, Ukrzaliznytsia, requested help from the international railway family via the International Union of Railways (UIC). They needed equipment and spares to help keep their railway running to provide vital evacuation routes and humanitarian aid following the invasion by Russia, all while facing significant damage to railway infrastructure and obvious safety risks for workers. Helped by partners in the supply chain, Network Rail heeded the call and donated four vehicles, loaded with spares and railway tools including generators, drills, jacks and cutting equipment. They were delivered on 16 May. Allan Spence, Network Rail’s director of regulator liaison, said: “We didn’t hesitate when the request for help came through. We often talk about the railway family here in Britain, but the family has international connections too. Anyone who has watched the news over the last few months has been moved by what they’ve seen and that spurred us into action.

NEWS

The love train Northern train passengers at Manchester Oxford Road were recently surprised to find themselves sharing their journey with a bride and groom.

“We took the vehicles loaded with much needed equipment, to a depot near the Polish-Ukrainian border. We had lots of help along the way – like complimentary travel through the channel tunnel, radios loaned by High Motive and help to get back from Polish Railways (PKP). And the loads we took included lots of kit from our contractors." Transport Secretary, Grant Shapps said: “It's inspiring that Network Rail have used their knowledge and expertise to help keep the Ukrainian railways moving by providing vital equipment and aid for their evacuation routes. "Our fantastic transport network continues to demonstrate huge amounts of support and generosity to those fleeing Putin’s brutal invasion." Five Network Rail staff drove the four vehicles through six countries, covering some 2,000km in three days to Poland. However, the final part of the journey, across the border into Ukraine, is being managed by Polish Railways. This is not the first time that Britain’s railway industry has come to the aid of Ukraine. Earlier in the year UK Rail for Ukraine brought together a train-load of humanitarian aid donated from many businesses to help the many displaced and at-risk victims of the war.

Liam and Jennifer King had just tied the knot at Manchester registry office and were en-route to their wedding celebrations in Stockport. What their fellow travellers couldn’t possibly have known was that they were witnessing the culmination of a union 20 years in the making, the couple having first exchanged glances as teenagers. Their happy ending, courtesy of the dating app ‘Plenty of Fish’, is a first marriage for Liam and Jennifer. The couple, who both have children with their former partners, welcomed their baby girl into their growing family in August 2018. They had been due to marry on their five-year anniversary in July 2021, but the ceremony was postponed due to the pandemic. Chris Jackson, regional director at Northern, said: “We welcome millions of passengers onto our services every year – but it’s not that often we get to take a bride and groom to their wedding party. On behalf of everyone at Northern we wish them all the best for the future.” © Northern

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Mobile app targets fare-evaders

Northern has armed its conductors and revenue protection staff with new technology to better defend the train operator against one of the most common excuses given by fare-evaders’ for travelling without a ticket. “The ticket machine wasn’t working” is often the ‘go to’ explanation for those unable to present a valid ticket for travel. Now, staff will be able to check the status of over 600 self-service ticket machines on the network via an app designed in partnership with Flowbird and RADD Solutions. The app, which can show staff if a machine is ‘active’ and issuing tickets, will be a crucial tool in Northern’s use of penalty fares as it seeks to minimise fare evasion across its nearly 2,000 services a day. Mark Powles, customer and commercial director, said: “Self-service ticket machines are a key part of our infrastructure that ensures customers can always buy a ticket before they travel. They have, however, been a convenient scapegoat when people are challenged as to why they don’t have a valid ticket for travel. “Until now, our frontline staff have been in a difficult position when faced with this excuse, as without being able to check, there was always the possibility a machine somewhere on the network was out of action. Now, our colleagues will be able to ‘fact check’ the status of the machine in question and issue a penalty fare if appropriate.” The news comes as Northern has introduced a ‘Quick Buy’ feature on its ticket vending machines following customer feedback, which has halved the number of steps required to purchase a ticket. The ‘Quick Buy’ feature also shows customers the next train due and gives a countdown which helps customers determine if they have time to catch the train from when they buy the ticket. More than 240,000 customers use Northern’s ticket vending machines every four weeks – and they are just one of the ways Northern is making it easier for customers to buy tickets, with digital tickets available for all journeys via their website and app, as well as over the counter at staffed stations. Fare evaders are prosecuted under the provisions of the Regulation of Railways Act 1889 and the Railway Byelaws made pursuant to the Transport Act 2000. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Samaritans lead mental health study Suicide prevention charity Samaritans has been commissioned by train operator Great Western Railway and the Department for Transport to lead a new research study on mental health and wellbeing support for the rail industry, in partnership with Mental Health at Work. With the impact of two years working in a pandemic, and uncertainty and change on the horizon for the rail industry, the study comes at a crucial time; when support for the sector is needed now more than ever. The study - Mental Health at Work - will provide good practice recommendations for mental health provision, so that the industry can raise awareness for their staff and support those experiencing mental illness. It will aim to highlight existing barriers, as well as encourage a culture shift to destigmatise conversations around mental health. The charity is calling on rail staff across the sector to contribute to the study and have their voices heard by taking part in an industry-wide survey, interviews and group discussions. The short online survey will ask staff about their own experiences, their understanding of available support and their thoughts on improvements in seeking help. Launching in June, rail staff are invited to take part within the next six months, with the final study report being available next year. Samaritans Research Project Manager, Suzy Ludlow, said: “We’re excited to be delivering this important study to support the mental health and wellbeing of the rail industry, thanks to GWR and DfT’s commitment. “We know the pandemic has had a huge impact on the rail industry and its staff and this is likely to be felt for some time, so it’s so

important and timely that we delve into what support is currently available and see where we can recommend improvements, so that every single person in the industry feels comfortable to be open about their mental health and supported to get the help they need. “We really want to encourage rail staff from all areas to get involved in the survey – from the frontline to the managing directors – so everyone can have their say. Having worked with the rail industry for over 10 years in suicide prevention, Samaritans knows the traumas that rail staff can face, so we hope this study will make a huge difference to the industry.” Darran Hickery (pictured above), GWR Depot Engineering Manager Technician, knows the importance of looking after our mental health following his own experience with depression. Darran is a big advocate for inspiring others to be open in the workplace to destigmatise mental health. GWR Lead Customer Host Carol Foster (pictured left) also uses her personal experience to help others at work now that she’s a Mental Health First Aider. Carol said: “My story started in my 20s, before I joined the railway. It started with anxiety – I started having palpitations and panic attacks. I remember calling the doctor the first time it happened thinking I was having a heart attack. I managed to get to a point where I had control of it, but then halfway through our marriage my husband got sick and that’s when things started going even further downhill. He became clinically depressed and his behaviour in turn made me depressed too. There was only so much I could take, and I had terrible thoughts. For more information and to get involved in the study, please email the Research Project Manager Suzy Ludlow at s.ludlow@ samaritans.org. When life is difficult, Samaritans are here – day or night, 365 days a year. You can call for free on 116 123, email jo@samaritans. org, or visit www.samaritans.org.

Britain’s Largest Specialist Transport Union

Time for action... Railway workers have voted overwhelmingly in favour of strike action across Network Rail and the train operating companies, in the biggest endorsement for industrial action by railway workers since privatisation.

Over 70 per cent of those balloted took part in the vote with nearly 90 per cent voting in favour of strike action which represents a nine to one endorsement.

NOW IS THE TIME for the Government to allow the employers to get around the table and hammer out a fair deal for workers that kept the country moving during the pandemic.

Protecting our members’ interests is our priority

Join us today

rmt.org.uk FREEPHONE 0800 376 3706 RMTunion

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Boost for rail freight Data analysis by Network Rail, freight operators and the Rail Safety and Standards Board (RSSB) has shown that most delays on the freight network are due to wagon defects, including various brake faults, wheel faults, decoupling, and door faults. If undetected, these defects have the potential to cause delays and safety risks to rail traffic. The Condition of Freight Vehicles on the Network (CFVN) programme – funded by Network Rail’s £20 million Freight Safety Improvement Portfolio (FSIP) – has developed processes for train preparation, wagon maintenance and the important role human factors play in performing safety critical tasks to reduce risk and improve performance across the network. David Ethell, independent project manager for the National Freight Safety Group (NFSG), which oversees the CFVN programme, said: “This is a sector wide project looking at learning and sharing good practice from across all the freight operating companies in Britain, to find where improvements can be made so we can introduce one common industry standard for the safe preparation of freight trains and vehicles. “The maintenance of freight wagons to prescribed standards and the safe preparation of trains by qualified and competent staff are

HS2 hits green milestone Canterbury Road Vent Shaft site in South Kilburn has become HS2 Ltd’s first completely diesel-free construction site, marking a major moment for the project in its journey towards net-zero carbon emissions. HS2’s civils contractor Skanska Costain STRABAG joint venture (SCS JV) has introduced a range of diesel-free technologies and greener equipment, to make the milestone possible. Earlier this year, HS2 Ltd announced that the project aims to be net-zero carbon from 2035, with the target of achieving its first diesel-free construction site in 2022, and all of its construction sites being diesel-free by 2029. HS2 Minister Andrew Stephenson said: “HS2 is boosting transport across the UK, creating thousands of jobs and levelling RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

fundamental requirements of operating a safe freight railway. By resourcing the CFVN workstream the freight industry can collaborate and build better understanding of the factors impacting this risk.” Speaking at the launch at DB Cargo’s Margam freight yard, Dougie Hill, from RSSB, said to DB Cargo operations and engineering teams: “We need to hear your experiences. Your roles are of key importance in the safe operation of freight trains and fundamental to assisting the sector in improving and reducing derailment risk. Having such expertise on the ground every day is critical in the safe delivery of freight traffic. Sharing professional knowledge and understanding the challenges faced by the teams will be key in the development of CFVN risk mitigation action plans. “I am delighted by how engaged, positive and motivated the ground staff and wagon fitters at Margam are in assisting us in this most important project.” Marc Binney, head of safety for DB Cargo, said: “This is very much a collaborative approach being taken by the freight sector. The project is incorporating all the rail freight operators where we will be looking at things collectively to find what we can do better together as an industry. When I look at the other freight operators, I see that we are all doing some train preparation and processes slightly differently so this project will look at how we can introduce a cohesive industry wide standard.”

up communities throughout the North and Midlands, all while leaving the environment better off than how we found it. “This, the first of many diesel-free sites, is another example of how the country’s biggest infrastructure project not only delivers on its commitment to be Net Zero from 2035, but is a pioneer in leading the whole industry to cleaner, greener construction.” Innovations on the site include one of the UK’s first 160 tonne emissions-free fully electric crawler cranes; the use of biofuels (Hydrogenated Vegetable Oil) to power plant and machinery on site; an electric compressor; and access to mains power on a 100% renewable energy tariff. HS2’s Net Zero Carbon Plan sets out how HS2 will achieve new carbon reduction milestones, support the decarbonisation of the UK construction sector and reduce the carbon footprint of the programme. Other sites are set to follow suit, with innovations including retrofit technologies, biofuels, hydrogen and solar power helping to cut carbon across the whole of the route. Peter Miller, HS2’s Environment Director

said: “We’re delighted to reach this key milestone in our Net Zero Carbon Plan. HS2 is playing a major role in the decarbonisation of the construction industry, collaborating with the industry and our supply chain to accelerate innovation in low-carbon technologies. Reducing emissions and improving air quality on HS2 construction sites is crucial for both the environment and surrounding communities.” © HS2 Litd

Network Rail has joined with key industry partners to tackle delays and safety risks in a boost for the country’s thriving freight sector.

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NEWS IN BRIEF TPE launches sign language service Customers at stations across the North of England can now benefit from a new British Sign Language (BSL) interpretation service designed to give additional assistance when travelling on the railway. The new tool, launched by TransPennine Express (TPE), will give those who are Deaf or have a hearing impairment access to improved information or assistance when making their journey. Partnership helps refugees travel The Essex & South Suffolk Community Rail Partnership (ESSCRP) is working with Refugee, Asylum seeker & Migrant Action to help refugees and asylum seekers adapt to life in Essex. They recently took eight refugees who are now living in Colchester, on a day trip by train to find out about how to use public transport and where to explore further afield. The ESSCRP aims to encourage and promote use of the six rail branch lines in Essex. It supports local projects developed in partnership with community groups businesses and the train operator. The focus is on projects that promote the stations and encourage rail travel through engagement, economic growth, and sustainable active travel for all. Together we're safer Rail logistics provider, DB Cargo UK, has launched a major new campaign in its ongoing drive to deliver safety excellence across all its operations. Called ‘Together. We’re Safer. Together. We’re DB’, the campaign explicitly empowers the company’s 2,200 colleagues to intervene and stop any activity that they see or feel may be unsafe. Colleagues are encouraged to follow a simple, non-bureaucratic process known as ‘STOP. DISCUSS. RESOLVE. REVIEW.’ which has been used effectively in many other industries to improve companies’ overall safety performance. Siemens Mobility recruits ex-forces Twelve former armed forces personnel have embarked on a new career in the rail industry. Recruited as part of Siemens Mobility’s Military2Rail initiative, the recruits undertook an intensive, six-week training programme before starting their permanent roles in the business. The group includes former Army, Royal Air Force and Royal Navy personnel, with backgrounds ranging from aircraft engineers to submarine communication network specialists. On completion of their training, the recruits have taken on a range of roles within Siemens Mobility across the UK, including network engineers, planners, environment, health and safety advisors and project managers.

Open letter on TfL funding The Railway Industry Association (RIA), which represents over 300 rail businesses around the UK, has written an open letter to the Transport Secretary Grant Shapps and Mayor of London Sadiq Khan, urging both sides to come together and agree a multi-year funding deal for Transport for London (TfL) as soon as possible. In the letter, RIA states that the current short-term approach to TfL funding ‘not only impacts services, but it also hits jobs, skills, innovation and investment around the UK’, and calls for a multi-year settlement to support vital upgrades to the capital’s transport network. It also acknowledges the support from the Government and TfL during the last two years, but stresses that funding certainty now will not only help passengers in the future, but provide the best bang for the taxpayers’ buck and give businesses the certainty they need to invest in the necessary skills and capabilities. Darren Caplan, Chief Executive of the Railway Industry Association (RIA), commented: “There have been ten stop-gap funding extensions to London’s transport spending in the last two years. Clearly, this is no way to run a transport system, as it harms TfL’s ability to plan for the future, causes real uncertainty for businesses in the supply chain, and results in worse value for money for the taxpayer. As passengers come back to the railways post-Covid, and as London seeks to thrive once again, it is essential its transport network is properly funded for the years ahead. “So instead of a stop-gap approach, we in the railway industry urge the Government and TfL to now agree a properly funded multi-annual deal to ensure that necessary rail upgrades – for example Piccadilly line signalling or new trains for the Bakerloo line – can go ahead, ultimately for the benefit of passengers. “Everyone of course recognises the welcome support the Government provided to keep the railways moving during the pandemic, and the current economic challenges OPEN LETTER we face today. However, this 17 June 2022 pps MP is about planning for a brighter Rt Hon Grant Sha te for Transport Secretary of Sta House future and upgrading the ster Min at Gre Road 33 Horseferry 4DR current network, whether that is London SW1P Sadiq Khan improving signalling, procuring don Mayor of Lon ie Way Kamal Chunch new trains or launching major London E16 1ZE don projects, all of which will be nsport for Lon funding for Tra Re: Multi-year petitive and don needed to meet demand. This ch is globally com the te, Mayor of Lon Sta of ry reta sport system whi Dear Sec s. Furthermore, London has a tran for other UK citie Elizabeth line, del ry part of the the mo eve a of s g as che n nin t tou ope investment also helps drive . It is see supply chain tha With the recent und the capital £42bn, with a s of people aro nomy by over connects million the national eco st boo economic growth both in the will not the Elizabeth line capital, now is transport in the e Covid country. re funding for few months sinc capital and nationally, with jobs tly planning futu ing back just a e ximise the valu nt and TfL curren sengers are com ma me pas to w ern tive sho Gov era res the So, with there is an imp DfT and TfL figu o, h Zer Bot g. Net stin d to achieve and opportunities in a supply nee time to stop inve the h wit e eased; and Government restrictions wer rt. nomic shocks hit, public transpo er wed – when eco chain which touches every part and potential of ficient than oth s response sho the Coronaviru rt is more self-suf as – in the capital spo ers and tran pay ice don Tax es, Lon dels . public serv nce back. . In normal tim Transport is a g and finance mo of the UK. the city will bou ovative fundin e critical services , inn ent tinu on stm con to way inve in steps levels of leads the with the right al cities, and it acts services, UK economy – imp comparative glob the y “The Elizabeth line is a great to onl rs not uto ever, net contrib e currently how re expensive are significant g, as is the cas astructure mo roach to fundin UK. It makes infr members in example of what the industry om and bust’ app ent around the more than 300 A short term, ‘bo on behalf of its tion and investm – ova l. Without such RIA inn dea ch, ls, al roa skil multi-annu stop-gap app ded a also hits jobs, it of fun ly but ead erloo line per inst pro is capable of and we should ductivity. So trains for the Bak TfL to agree a and damages pro – urge the Government and signalling or new le Piccadilly line chain es – for examp the rail supply rad s. upg ger rail rightly celebrate its success. It is sen necessary cting pas value and an agreement, d, ultimately affe ciency, whole life erred or scrappe tribute d to focus on effi – risk being def ortunities to con now up to the Mayor of London ognise the nee we welcome opp And rail suppliers rec ng with r. l, doi aye dea al are taxp nnu we lti-a value for the delivery, as um ject xim Alongside a mu pro ma rail ure in and Transport Secretary to come stment to ens and save time return on inve to reduce costs ussions on how ever, by to practical disc icult times. How together and agree that multi-year ject SPEED . se in these diff TfL and the Network Rail Pro , Government, on the public pur ayer rt in the capital ense pressures but that the taxp ent for transpo t there are imm e, lem tha erv sett des iate g y funding settlement for TfL. With rec din the We app services lti-year fun don and the the mu a Lon get h s ee bot ger agr in to sen er investment only will pas er not wid coming togeth t and tha s ure lly can ens lst creating job the right investment, London’s rail rail industry rea for their buck whi greatest bang will also get the y. network can continue to provide national econom clean, affordable and accessible Kind regards transport to the many millions who cutive , RIA Chief Exe nge. Darren Caplan live and travel through the capital rporate/intercha seum.co.uk/co pliers/rail-speed/ https://www.ltmu hain/existing-sup nce and Funding: Fina t spor mmercial/supply-c every day.” Rethinking Tran /industry-and-co o.uk ail.c orkr s://www.netw Kings Buildings,

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RAILSTAFF MAY - JUNE 2022

Network Rail Scotland recently gave stakeholders the chance to learn first-hand how they safely manage vegetation around the railway. Teams across the region/route gave a first-hand insight into the organisation’s work at an event which included elected members, membership bodies representing landowners, utility companies, rail manufacturers, and council officers. Participants were shown the ‘what, ‘why’, and ‘how’ of our tree and vegetation management work and heard about the increasing threat posed to Scotland’s railway from ash dieback and how Network Rail is planning for this.

Getting to know Network Rail Presenters also covered information about ecology, habitat and wildlife and outlined some of the sustainability measures being implemented on trial projects across the rail network. Following the success of the first of its kind event in Glasgow, it is anticipated that it will be repeated at other locations across the country to enable more local partners and stakeholders to find out more about how Network Rail is evolving its approach to managing its lineside assets. Jonathan Callis, senior asset engineer, Network Rail Scotland said: “The railway touches almost every community. We know that our work not only impacts the millions who

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travel by rail but also our lineside neighbours and adjacent landowners. “This type of event is a unique opportunity to further develop and improve engagement with landowners and estates across the length and breadth of the country. Councillor Mark McGeever who is Chair of South Lanarkshire Council’s Climate Change and Sustainability Committee said: “Protecting our environment is now a crucial issue for every organisation. It was great to hear how Network Rail is making a difference by considering the environmental impact of what it does. “Their ways of working are very relevant to local authorities. There are obvious parallels between ensuring tracks are clear and that train drivers can see the signals, and councils ensuring roads are safe and that motorists can see signs. It’s clear that simple steps can have a positive effect – like where trees have to be felled, doing so in ways that creates habitats for local wildlife. “While environmental responsibilities are often made to sound like a bit of a burden, the truth is they also offer huge opportunities to make things better for people who live and work there. “That’s something we in local government need to understand and take advantage of, and I’m glad to see it’s a philosophy shared by Network Rail.”

AI key to boosting railside biodiversity Trials in using artificial intelligence (AI) to identify species of trees and other plants, from photographs taken by ontrain cameras, have proven that lineside vegetation can be monitored safely, cheaply, quickly and at scale. Monitoring flora and fauna by railway track, in order to support better management of lineside habitats, is extremely difficult due to safety concerns, the size of Britain’s 20,000mile rail network and the number of expert surveyors required. However, the UK Centre for Ecology & Hydrology (UKCEH) and technology firm Keen AI have been working with Network Rail, to develop innovative solutions to remotely monitor biodiversity. They have demonstrated that AI can identify invasive species by the track as well as native trees that are potentially at threat due to disease such as ash dieback. This information would then enable railway workers to carry out appropriate action to better manage lineside vegetation, as part of Network Rail’s commitment to achieve biodiversity net gain on its land by 2035. UKCEH and Keen AI have created AI software that can identify ash trees as well as Japanese knotweed (a source of complaints

to Network Rail by its neighbours every year), Himalayan Balsam and the poisonous plant Ragwort. They are now developing camera equipment capable of taking clear photographs of vegetation on a high-speed train, and have held two successful trials – return trips between Birmingham and Aberystwyth, and between Weymouth and Moreton in Dorset. Amjad Karim, chief executive of Keen AI, explains the work on the railway builds on a separate, previous project, funded by Innovate UK, to photograph and identify roadside vegetation. “Network Rail spends £200 million each year on vegetation management; in order to keep the network operational,” he said, “The aim of our work is to give staff at Network Rail the tools they need to safely and accurately identify where action may be required. “We’ve been pushing the boundaries of what is possible when it comes to the speed of the camera, quality of images and size of the system, all while keeping it flexible and low-cost.” In the coming months the team will be improving the system, increasing the rate of image capture and ensuring each is precisely mapped to where it was taken, even at

speeds of up to 100mph. This will ensure the vast majority of trees and plants along a track are recorded. Another way in which AI can potentially monitor lineside biodiversity is by identifying animal species from sound recordings or photographs taken by remote monitoring stations, without the need for surveyors on the ground. UKCEH has trialled the use of biodiversity monitoring stations to record bird song and bat calls, which existing AI software was able to identify accurately. Globally, AI software to classify animal species from photographs is still in development. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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RAILSTAFF MAY - JUNE 2022

From 10-12 May 2022, Railtex / Infrarail brought together a total of 3,707 industry professionals, mainly from the UK. With topics from decarbonisation, investments to create a more sustainable rail industry to the digitalisation of rail transport, the exhibition once again showcased the full potential of the railway industry and provided a central meeting place. A total of 130 exhibiting companies from 14 countries with strong involvement from the UK and from countries including Turkey, Italy, Germany, the Netherlands, and Switzerland showcased a wide variety of new products and innovative technologies. The focus for this year was clear: Greener and sustainable product solutions, decarbonisation and digitalisation. Across the three days, visitors and exhibitors of this year’s show had the opportunity to attend a rich supporting programme, including keynote speakers from

Railtex brings industry together

leading industry names, technical seminars, project updates and Q&A sessions covering current topics for the railway industry. The programme included two conference streams: The Future Focus Conference and Unlocking Innovation, two recurring features organised by the exhibition’s main show partner RIA – the Railway Industry Association. Nicola Hamann, Managing

Director of Mack-Brooks Exhibitions, welcomed all attendees and expressed her gratitude for joining Railtex / Infrarail 2022 and making this edition a huge success. The opening ceremony carried on with a message from Darren Caplan, Chief Executive at the Railway Industry Association (RIA), expressing their views on the future of the industry. Bill Esterson MP, Shadow Minister for Business and Industry, Simon Blanchflower CBE, Non-Executive Director and Strategic Advisor at FICE, and Helen McAllister, Programme Director at GBRTT, were also present to share insights about the latest developments within the railway industry. The next edition of Railtex will take place from 9-11 May 2023 at the NEC, in Birmingham.

GWR honours Alan Turing Great Western Railway (GWR) has honoured World War Two codebreaker Alan Turing by including his name on its popular ‘Trainbow’ Intercity Express Train.

Members of Turing’s family officially named the train at London Paddington station on Thursday 26 May. The ceremony also saw the unveiling of GWR’s new ‘Trainbow’ livery celebrating the LGBTQ+ community. Turing famously led a team in ‘Hut 8’ at the Government Code and Cypher School (GC&CS) at Bletchley Park, Britain’s codebreaking centre during the war. In 1942 he and his team cracked the vitally important and most difficult German Naval Enigma. His work in the field of computer science was groundbreaking and paved the way for modern computing. Turing is also an admired role model within the LGBTQ+ community and his legacy has helped change social attitudes in Britain.

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£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.

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RAILSTAFF MAY - JUNE 2022

New pub celebrates rail history

Tite & Locke, a cask and keg beer emporium owned by Lancaster Brewery, is now located on platform three in what was previously the station’s old storeroom. Lancaster Brewery, Avanti West Coast, Network Rail and The Railway Heritage Trust joined forces to carefully transform part of the Grade II Listed building. The work has uncovered an original fireplace and tiled floor, which have been hidden for many years. The pub’s name celebrates two men who played a key part in Lancaster’s railway – architect, William Tite, who designed Lancaster station in the 1800s; and engineer, Joseph Locke, whose greatest legacy is the West Coast Main Line. Michael Byrne, Avanti West Coast Station Manager at Lancaster, said: “We want to champion local businesses, so

Photos © Avanti West Coast

A new pub has opened its doors at Lancaster station following works by a local brewery, Avanti West Coast and Network Rail to restore a space which remained unused for more than 40 years.

it has been great to work with Lancaster Brewery who shared our aspiration to transform this beautiful building and celebrate the region’s railway heritage. “We’re delighted to see Tite & Locke open its doors and are proud to have played our part in bringing a new lease of life to this area of the station. We’re sure this unique space will be enjoyed by the local community and those travelling to and from Lancaster by

The 32nd National Angling Championships 2022

Makin Fisheries Wednesday 10th August 2022 Wolvey, Leicestershire / Warwickshire border For more details and an application form please contact : railsportgb@ntlworld.com or by post to Cliff Robinson, 9 Knoll Close, Littleover, Derby, DE23 3SG. Telephone: 077 57 923902 RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

train for many years to come.” Efforts to give the space a new lease of life is part of the intercity operator’s commitment to work with local SMEs (small and mediumsized enterprises) and make its stations part of the communities they serve. Tite & Locke is a first of its kind for Lancaster Brewery - offering customers the chance to spot trains and sample its showcase beer cellar. Phil Simpson, Director of Lancaster Brewery, said: “It’s really been a long-haul involving years of discussion, work and worry but it’s clear all the pain has been worthwhile. It’s a beautiful little pub, in a fascinating location with a uniquely diverse customer base. Our thanks to Avanti West Coast and Network Rail who have proven to be insightful, encouraging, and inspirational partners.”

RIA hails 90% milestone The Railway Industry Association (RIA), the voice of the UK rail supply community, has welcomed the news that rail passenger numbers reached the milestone of 90% of pre-Covid levels on 19 May, and reached 92% in the following three days. The statistics show that passenger numbers are returning both during weekdays and weekends, approaching the highest levels since 15 March 2020. Darren Caplan, Chief Executive at the Railway Industry Association (RIA), said: “These figures show that people are returning to rail in ever greater numbers. In the week of 16-22 May, every day of the week saw passenger figures hitting between 86% and 92% of pre-Covid levels, less than three months since pandemic restrictions started being relaxed. This is not just leisure travel coming back – commuter travel, including Mondays and Fridays, has been steadily increasing too. “So RIA continues to ask Government and the new Great British Railways not to base the 30-year strategy it is planning on the last two years. If the industry and decision makers work closely together to continue attracting passengers back, the future for rail really can be bright in the years ahead.”

RAILSTAFF MAY - JUNE 2022

XEIAD opens new regional office XEIAD has officially opened its new Swindon Office which provides a central location to deliver services to their clients in the South and West of England. Having launched its York office last year, the opening of the Swindon office is the second new regional office in the past 12 months for XEIAD. These offices both provide a platform for continued growth and have already facilitated the employment of new staff in the local area. Formed in 2003, XEIAD has historically specialised in providing complex access solutions to allow its engineers to access

hard-to-reach areas with the use of rope access, confined space, diving and powered access platforms. In 2021, XEIAD was awarded a number of large engineering inspection contracts which has resulted in significant growth for the business increasing the staff numbers from 70 to over 200 employees each with their own specialisms. Managing Director, Paul Capener said: “We have seen significant growth since 2021 now with over 200 employees, opening new offices in both Swindon and York, this is another huge milestone for the company. We have continued to successfully secure more

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new contracts in the South of England and our Swindon office not only gives us the ability to work closely with our clients on project delivery but also provides recruitment and upskilling opportunities for new and existing staff in the local area.” Mike Smith, Network Rail Route Asset Manager, said: “It’s a pleasure to come to the office opening and meet the site staff and attend their technical briefing. The establishment of the office in close proximity to Network Rail will allow continued collaboration between the partners.” XEIAD is a specialist engineering consultancy providing structural inspections and investigations on civil engineering assets such as bridges, tunnels, walls and culverts. Primarily providing services throughout the transportation sector for clients including Network Rail and National Highways, it also supports the design and delivery of major infrastructure maintenance and renewal contracts in other areas including Ports and Harbours, utilities and defence. It carries out scheduled inspections on over 20,000 structures each year to keep critical infrastructure safe throughout the UK.

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EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2022

WOMEN IN RAIL WORKING FOR ALL WOMEN IN RAIL TRUSTEE MOHANAD ISMAIL SPOKE TO RAILSTAFF ABOUT THE IMPORTANCE OF ETHNIC REPRESENTATION WITHIN LEADERSHIP, HOW ETHNICITY AND NATIONALITY CAN IMPACT CAREER OPPORTUNITIES AND HOW THIS MUST CHANGE.

omen in Rail (WR) was established in 2012 to improve diversity in the UK rail industry by providing networking opportunities for women. The organisation, which celebrated its tenth anniversary in April, includes representatives from a wide range of undertakings and stakeholders across the UK rail industry. In its 10 years of operations, the remit of WR has expanded to include the broader issue of Equality, Diversity and Inclusion (EDI) in the workplace. Along with the Rail Industry Association (RIA), the charity co-founded the EDI Charter. Representing WR on the EDI Charter working group is Mohanad Ismail. Mohanad, a chartered engineer, became a WR board trustee in 2020. Born and raised in Saudi Arabia, with Sudanese heritage, Mohanad moved to Ireland at the age of 10 before relocating to the UK in 2012. His diverse background gives him a terrific perspective on the challenges faced by ethnic minorities in the western workplace. Championing the rights of women in the workplace industry is crucial, says Mohanad, but, he adds, diversity is wider than gender alone. “There is no hierarchy in diversity,” he says. By this, he means that the term ‘woman’ is not monolithic – it encompasses a vast array of individuals and each of these has a different personal experience. The role that ethnicity, culture, and religion plays in the experience of women must be considered if all women are to benefit from EDI initiatives. “What about the experience of Black women, Indian women, Muslim women?” he asks. “They all have a different experience that does not fit neatly under one umbrella.” Mohanad’s experience of growing up in different countries gives him an insight into the pressure that non-native people face to adapt to cultural norms. “When you come from my kind of background, you’re constantly in reflection mode, because, for instance, certain things I may say or do in the UK may not necessarily be suitable in Sudan, or in Ireland, or Saudi Arabia. You’ve always got to be conscious of what is going on around you, and that shapes you as a person.” He's also used to having to going the extra mile to make himself noticed by employers. “Growing up in Ireland, I was the only black student out of 700 in my school. And even at that age you start thinking, ‘if there are X number of ‘local’ jobs on offer, what are the chances of me getting one when I’m up against 699 ‘local’ kids?’ That plays on your mind. But because it’s more difficult to progress, RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

you end up working that bit harder to make yourself more attractive to employers.” This belief is partly what led Mohanad to study for four degrees. He holds a BEng in electronic engineering; a BEng in embedded systems & design; a BEng in electronic and computer engineering; and an Msc in Digital Systems. “I had to do something to make myself stand above other candidates in some way,” he says. But even then, he found it difficult to break into engineering, and it was only after a year and a half and many rejections that he landed a job in the rail industry.

A COMMON PROBLEM Mohanad thinks his experience is representative of most people from minority ethnic backgrounds. “I personally feel that the opportunities for minority groups are not there and, if you’re not a white male, you have to take any opportunity that comes your way. I see people from minority ethnic backgrounds work hard to differentiate themselves from their white colleagues just to get the same types of opportunities. I see people who are ‘overqualified’ for the role they’re in, but they have to get those qualifications otherwise they’ll be overlooked.”

Mohanad Ismail.

RAILSTAFF MAY - JUNE 2022

The way in which we think about EDI could be improved, says Mohanad. He believes that placing inclusion at the forefront of any EDI strategy will improve the lot of minority groups. “EDI is a huge topic and people approach it in different ways but, for me, inclusion is the most important aspect. Change will not happen until everyone feels that they’re a real part of an organisation or industry. Inclusion is the enabler, I think. It precedes and allows equality and diversity. “The problem is that it’s difficult to quantify. Equality and diversity can be proved with numbers. How many women does a company have? How many minority groups are represented? What positions do they hold? Do men and women get paid the same? But inclusion is difficult to quantify. It’s up to leaders to ask themselves how they can make their companies more inclusive, how they welcome minority and marginalised groups into the organisation and operate in their own way.”

VISIBILITY IS KEY Representation at the higher levels of management is key, says Mohanad. Very often, he argues, that when companies claim to be supporting minority groups, they are often unconsciously discriminating against them. “Although companies may claim ‘we’re

supporting you’, that often doesn't apply to people like me, because the person who's saying it has never experienced any of the things I’ve gone through. Minority groups need to be represented by people who share their experiences and the challenges they face.” By neglecting representation, companies simply perpetuate the inequalities they may otherwise be working to correct, he argues. “Ethnic minority employees often feel they need to change themselves to fit in with the workplace culture of their country of residence. They do this to improve their chances of progression as they think the only way up is to conform. But in doing this, they lose a little bit of who they are.” Companies that don’t adequately represent minority groups also risk apathy among their workforce. If staff don’t believe that meaningful progression is possible, why would they chase it? “I think this is a risk,” says Mohanad, “especially for people who don’t have experience of working in other countries and cultures. I’m fortunate in that my background means I see the world through a middle eastern lens, an African lens, a western lens. In Africa, I see people like me who are CEOs. I see them as ministers and as presidents. If you don’t see that within the culture you’re brought up in, it could really impact on your ambition.”

EQUALITY, DIVERSITY & INCLUSION

ACKNOWLEDGE THE ISSUE Equally, says Mohanad, leaders must acknowledge the limitations on career progression among minority and marginalised groups. In addition, their approach to leadership will need to change if they are to fully realise the potential of their workforce. “Leaders need to understand that the westernised corporate approach may not be appropriate to addressing the problem. I would like to see leaders at UK companies start to work with their contemporaries in other countries or cultures that have representation in UK societies, to get an appreciation of how they manage their staff and how those ideas can be brought to the UK.” Ultimately, says Mohanad, EDI will be an ongoing challenge. And this stems from the fact that we’re all only human. “There will always be work that needs to be done. We are only human and we have a tendency to take the easy option. Even if the issues of gender equality and minority inclusion are ironed out, new challenges will emerge. Humans will continue to have biases, and we must constantly challenge them to remain inclusive, we need to develop a sense of empathy and we can do that by reflecting on our own experiences relative to those from varying backgrounds.” FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

DIVERSITY

RAILSTAFF MAY - JUNE 2022

EXPERT

COMMENTAR

PAUL McGUNNIGLE-WHITE, TREASURY MANAGER AN

aul McGunnigle-White is an experienced finance manager and team builder, with a passion for diversity and inclusion. He is a driving member of the EDI group at Trenitalia c2c and represents the company on the RIA / WR EDI Charter working group. RailStaff caught up with Paul to talk about the broad subject of diversity and inclusion, his experience working in the rail industry, and his vision of EDI for the future. Hi Paul, thanks for joining us. To begin could you give me a brief overview of your work at Trenatalia c2c and what led you to join the company’s EDI committee? I’ve worked in finance for about 20 years now, but only joined the rail industry in 2017 when I became treasury manager at Trentitalia c2c. I manage all bank accounts and payment related company relationships for c2c and Trenitalia UK Limited. I also manage the Station Accounts functions and my job as treasury manager, can sometimes be very demanding. One of the main reasons I wanted to be a part of the EDI committee, is because I wanted to be active in trying to make a more inclusive workforce. For me, as a gay man, I sometimes still get looks of RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

disapproval if, for example, I’m out in public holding hands with my husband, and it makes you feel so unwelcome. There are still places pubs and bars for example - where I can walk in and instantly feel ‘this isn’t the right place for me’. When the Black Lives Matter movement became big news, there was a lot of talk here at c2c, asking whether we were doing enough to support people of colour. Were we making our staff’s voices heard? I remember that really lit a fire underneath me and I was really encouraged by the company to pursue my passion for diversity and inclusion. At times it’s a juggling act between my role as treasury manager and my EDI commitments, but I've been given the freedom and autonomy to work on projects for the EDI group and I'm really proud to work for c2c because of the company's commitment to this area.

What does EDI mean to you? For me, EDI means being able to be proud of who you are. And not only being proud of it but showing it too. You often find that when people are not at work, when they're with their friends and their family, they may be a completely different person to the one they portray around their colleagues. I feel like EDI lets people be exactly the same person inside and outside of work. It’s about celebrating ourselves, celebrating the differences between people and different cultures, and learning from one another. It makes us all better people if we open ourselves up and share our experiences. It makes life much richer.

What does a good EDI strategy include and what makes an inclusive employer? I think it's important to constantly look at your staff and the people who represent your company, it's about empowering them, making sure they have a voice, and feel that they’re listened to. You need to look at the makeup of your workforce. Is it diverse? If not, how do you change that? If you have EDI initiatives in place, are they having a positive impact?

DIVERSITY

ND EDI MEMBER AT TRENITALIA c2c I feel like it's making sure that you're always listening to all different sides of the business and not just concentrating on one area. Your company may be diverse in one aspect, but not in another. And also if you do have a diverse workforce, is the company as whole inclusive? It’s important to understand the difference and find the balance between the two. The best EDI strategy includes and empowers everybody. It's also about educating staff. On the one hand, some people are uncomfortable about EDI issues because they don’t understand them, or they’re afraid to say the wrong thing. On the other hand, you also have to accept that sometimes it can happen and often that person is not intentionally trying to cause harm, so you have to focus on how to move forward and educate. There is a lot of change happening at the moment, and you have to understand that some people will be slower to adjust to that. Ultimately, we all need to be respectful to one another.

In your opinion, does the rail industry pay enough attention to LGBTQ+ issues? A lot of people today are very knowledgeable and very passionate when it comes to inclusion, and I think that's because of the progress we’ve seen in the last 30 years. Due to that, the younger generation seems to be so much more empowered now, and they’re driving change across all industries. Rail has perhaps trailed other industries slightly, but you have to understand the context. We have a commitment to our customers – we need to do whatever it takes to get them from A to B, we need to make sure that trains and stations have the required facilities so they can travel comfortably, and we need to keep trains running on time. With so many things to juggle, it’s understandable that EDI issues have not received the same attention as in other industries. That said, we do have a very inclusive workforce and that’s something I want to shout about. I want to show that the railway industry takes Pride seriously. I want to fly that flag. When you look at other industries, there are lots of LGBTQ+ networks that span companies across the sector.

My husband works in insurance, and he’s part of his industry’s network. That’s something I’d like to see more of in rail. Since joining the RIA/WR Charter working group, that is something we are focusing on and I would love to achieve it. We are all there to bring a unique perspective and try to make a difference in the industry. But we do have this limited budget and compared to other industries we have a greater challenge. But that doesn’t mean we shouldn’t go for it – we just need to approach the issue from a different angle and be more creative. The rail industry can’t just throw money at EDI initiatives, but we can continue to have conversations among ourselves and continue to talk about LGBTQ+ issues. We can continue to speak to our colleagues across the industry, share our experiences and collectively learn from them.

With EDI being such a high-profile issue, do you see some companies treating it as box ticking exercise, or to generate good PR? What differentiates the companies which are truly committed to EDI? I think there are a lot of companies that treat LGBTQ+ issues as a tickbox exercise. You can see it when the Pride flag appears everywhere in June but disappears straight after Pride month. I feel like a lot of people see through that now, though − they can see when something has real heart and intent. But don't get me wrong − it's not that people shouldn't be flying the Pride flag. I love seeing it everywhere. Instantly, it makes me feel included and accepted, like I am welcome. But the intention is also important, and companies that take the extra step are those which talk about the issues and connect with members of their workforce who are LGBTQ+, rather than just pink-washing logos. There are many people who don't feel able to come out, even today. Some people find it easy and come out during their school days, but others can really struggle with their sexuality and feel like they can’t talk to their friends or family. No matter how far we’ve come as a society, FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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RAILSTAFF MAY - JUNE 2022

people are still suffering, and it’s so important that workplaces offer an inclusive, welcoming space. I think if you join a company where LGBTQ+ issues are discussed and celebrated at a senior level, that can make a massive difference. It can be an open door into the community for some people who’ve never felt able to express themselves.

The use of correct pronouns is a highly visible aspect of gender identity and trans rights. Do you see push back against this and, if so, what do you think generates this? I've talked a lot to people about the use of pronouns, and I’m all for including them on emails, etc. However, it is the sort of thing that, unless you’re genuinely interested in learning more about it and why it’s important, can become a box-ticking exercise. There are so many different identities under the LGBTQ+ umbrella, and even though I’m part of that community, I’ll admit I struggle to keep up with them all. But I want to learn more, and this is how we become more inclusive. I want to hear from trans people and non-binary people and others why the use of pronouns is so important. I would like to see them educating people on what are all the different gender identities? How are they different from one another? I feel that inclusion relies on education. The more educated people become, the more accepting they will become. And I think that works both ways. You see people getting flack for not using correct pronouns, but it’s a difficult concept for some people. There’s a lot of change at the moment, and it’s understandable that it’s sometimes difficult to take on board and some resistance to it. The key to breaking down these barriers is education. You often see it with younger people; they’ve grown up with all of this change and are much more accepting. It’s just normal to them. But anyone who doesn’t know much about gender or sexuality, shouldn’t be made to feel ashamed for asking questions.

Do you think they'll ever be a point where we don't have to discuss inclusion anymore, or do you think that EDI is a continual process of change and will continue as new aspects of identity surface? Everyone comes from different backgrounds and we all have our own views and opinions. Even though there has been a lot of progression, there's always going to be someone who doesn't like you for who you are. Personally, that doesn't bother me. I've got to the point where I don't really care if you don't approve of the way I live my life. I don't care RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

whether you approve that I have a husband. The problem is when people go out of their way to make their point or cause harm. There’s nothing I can do about who I am. The same goes for people of colour, people with disabilities, and so on. You can't change the way you were born. And to feel like someone is against your very existence because of the way you are is a really awful feeling. I'd love to say one day we'll live in a world where you won't see those looks of disapproval. But, if I'm really honest with myself, I don't think it will ever fully go away. However, I do feel that with the help of EDI groups and the continued progression of education in school and in workplaces, things will get better and better. I feel that young people are so much more empowered now, and have more knowledge about these kinds of issues, that society can only continue to progress. I have a son, and he is completely comfortable with having two gay dads. I know that he has friends who have gay parents as well. He talks about racism and asks why it happens, why anyone should care about the colour of someone’s skin. He’s much more aware of diversity and inclusion than I was at his age. There is still change to be made, and eventually we’re going to hand the baton over to the younger generation, but I feel very confident that they’ll take it and run with it.

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EQUALITY, DIVERSITY & INCLUSION

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CML A

AN EQUAL OPPORTUN EMPLOYER

manda Higgins and Natasha Steele of CML give RailStaff their experience of working life at this progressive and inclusive firm. Women have long been underrepresented in rail and engineering, and both sectors have been slow to react despite long-standing skills gaps and the urgent need to tap into a wider pool of talent.

Founded in 1986, CML is a principal contractor to Network Rail, operating throughout England and Wales. The firm delivers multidisciplinary building and civils projects, with expertise in the reconstruction and refurbishment of buildings, structures, and earthworks. With an excellent track record, CML takes great pride in its work as well as its commitment to equal opportunities. “I’ve worked in the Rail industry since 2003, moving to CML in 2018,” says Amanda Higgins, a works delivery manager at CML. “It’s a very male-dominated sector and there’s a lot of stereotyping and gender discrimination. Traditionally, you have to shout loudly to make your voice heard, though that’s not the case here.” Just one example of the everyday discrimination faced by women is the fact properly fitted PPE - one of the many luxuries that male colleagues take for granted - has only recently been introduced to the industry, but CML now has its female staff fully kitted out. “The sleeves were the problem!” says Natasha Steele, also a works delivery manager. “I'm quite small, so putting on any PPE used to feel like I was wearing my dad’s clothes. Thankfully, we now have proper PPE that fits, so we're comfortable and safe.”

regardless of race, and will help you develop that ability, as much as you are willing to do so. Women in Rail is also a big thing at CML and they really push membership” The firm also emphasises a good work / life balance, offering hybrid working for those who want it. “As long as the work is done you can leave early or you can work over to make up the time,” says Natasha, “and it’s not just aimed at women - it’s there for everyone to use. We have a few single dads here who also have to juggle their workload around caring for children.” “We’re encouraged to take our annual leave too,” says Amanda, “especially if we have days remaining coming to the end of the year. It can be a stressful job, so breaks are really important.”

PROGRESSIVE EMPLOYER Against this background of historical discrimination, CML strives to foster a progressive work environment that provides opportunities, flexibility, and care for all of its employees, and is conscious of the difficulties women can face in the workplace. “The company has great fairness, inclusion, and respect policies as well, and treats everybody fairly,” says Natasha. “CML concentrates on ability regardless of gender, RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Mental wellbeing is a major concern for employers in the rail industry, and failure to properly manage work-related stress can lead to ill-health and human error. CML is a partner with Mates in Mind, a leading UK charity raising awareness and addressing the stigma of poor mental health. Mates in Mind aims to provide clear information to employers about the available support and guidance on mental health and wellbeing, and how they can address this within their organisations. “I'm one of the people delivering the training on that,” says Natasha, “making the on-site and office teams aware of what help is available, what to look out for, and who to speak to about mental health. We also have some mental health first aiders in the company.”

RAILSTAFF MAY - JUNE 2022

EQUALITY, DIVERSITY & INCLUSION

NITY BREAKING BARRIERS While the industry is slowly evolving and becoming less male-centric, there is still a long way to go. Career progression remains a concern for many women in the sector but CML aims to provide an environment where everyone can thrive. The firm wants its staff to have everything they need to succeed. “Professional development at CML is really good,” says Amanda. “CML offers a lot of training, including NVQs in engineering and degrees, and we have regular performance reviews where we can discuss what training we feel we need.” “The company is really good at helping you schedule that training as well. Obviously, COVID meant that a lot of us put training on hold but, now that we have the time, we can pick our training back up.” Importantly, the company also provides great role models for its female staff, with women holding a number of key roles, providing the inspiration needed to bring down the glass ceiling. “If you look at the structure of the company, two of the five board members are female,” Natasha says, “and there are quite a few women in management roles - including my boss, Amy. It's becoming more and more commonplace to have women in management positions these days. “I’m also in the process of becoming a STEM ambassador, to actively promote STEM industries and jobs to women. With engineering being seen as heavily male-dominated, one of the most important things is recruiting women who are qualified in STEM subjects.” Equality, diversity, and inclusion is a crucial concern for modern companies and CML tackles the issue head-on. It challenges the way the engineering sector has operated in the past and continually questions its own operations to ensure its staff are represented and supported. Women looking to enter the engineering sector would be wise to consider CML, where they can progress and continue to break down barriers. FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2022

SHEDDING THE

STEREOTYPES AND TAKING CENTRE STA

isa Hogben has over 15 years of experience in rail and is a board director with the NAWIC Australia. The fight for equality in rail is not yet over, she says. Research carried out in Norway looking into women’s representation on boards has found that 33% is the critical mass. When you get to onethird, the culture changes. “If the percentage is lower than this, the effect is little more than symbolic. It is when women feel that there are several of them, that they are not sitting alone at the table, that they begin to exercise their power” Siri Terjesen, 2016. It’s reasonable to surmise that the same principles apply outside of the boardroom, and that means that there are exciting times ahead for the global construction industry.

FOCUS ON THE INTANGIBLE In Australia, women’s representation in the construction industry is tracking at 13.4% according to the Australian Bureau of Statistics, which means there is a world of opportunity ahead of us. But big results require absolute unwavering commitment, and in the rail and construction industry when it comes to becoming more gender diverse and inclusive, our women are telling us that we are not always focusing on the right things. And the National Association of Women in Construction (NAWIC) is listening. There’s no doubt that the rail, engineering, and construction industries are getting better at talking about equality, diversity, and inclusion (EDI), but when trying to ‘fix’ the underrepresentation of women in the workplace, we often default to the tangible, like the lack of women’s toilets on site, or ill-fitting PPE. Of course, these topics are hugely important but these are basic human rights – we shouldn’t be debating these things anymore. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

What we see less of in our industry, is a focus on the intangible – the culture, values, and behaviours that create the (sometimes difficult) lived experience of women and other minorities in construction – this is often in the ‘too hard box’, because we’re much more comfortable building stuff, right? But is a failure to acknowledge the importance of what it feels like to work in construction for women holding us back from meaningful change? I asked a group of brilliant women who work in rail, to talk to me about their experiences – all wished to remain anonymous, and their names have been changed.

WORKPLACE CULTURE Victoria works in passenger experience and she has considered leaving the rail industry multiple times in her career, always because of the culture: “It was tough to adjust to a field that saw me as different from my male colleagues; where I received feedback on my personality not my performance. I’ve stayed because I want to make rail a better place for diverse people. I’ve been able to earn my place at the leadership table and I want to use my voice to make the industry more inclusive”. Victoria now forms part of the leadership team for two major projects and loves the fact that her work enriches communities, connects people from all walks of life, and leaves a legacy. In her view, the industry needs to work on being more inclusive, creating the space and culture for diverse people to achieve their potential and have brilliant careers in rail, and she is not alone.

PROVING YOURSELF Elizabeth has worked across multiple major rail projects, but went as far as actually handing in her resignation due to the culture of her workplace, although she was persuaded to stay by her male colleagues.

REPORT BY LISA HOGBEN

RAILSTAFF MAY - JUNE 2022

EQUALITY, DIVERSITY & INCLUSION

AGE “I didn’t feel valued, respected or supported, in fact I was actively undermined,” she says. “My role and responsibilities were unclear and I didn’t feel like I was working as part of a team. It was my male colleagues who persuaded me to stay. They were unwaveringly clear about my value, and I un-resigned.” This feeling of needing to ‘convince’ people of your competence and skills is a common tale among women in maledominated environments, with many women feeling that they have to work harder and do more than their male colleagues to even be noticed, let alone to be given a chance to do something new or different, or considered for a promotion. Women in male-dominated environments are often seen as a risk or an experiment, or a troublemaker.

FAMILY MATTERS For Amy, a qualified civil engineer and lawyer, the feeling of being held back from opportunities turned into outright discrimination when she started her family: “I have worked as an engineer in various male-dominated industries in the planning, design and delivery of infrastructure projects, and as a woman the focus for me has always been on trying to ‘fit in’ and not be seen as ‘different’.

“After having my first child and coming back from parental leave part time, I was told that I needed to ‘kick some goals in order to be seen in the same light’. “I was told I was no longer eligible to return to my previous role as a Team Manager, because I worked part-time and was instead given short-term projects to manage.” Penalising women, whether overtly or covertly for having children is an ongoing problem in construction, and it means that

we are missing out on the wonderful talents and contributions of such a huge proportion of our female working population. How different might workplaces and policies be when it comes to families, if women held the critical mass in decisionmaking and leadership roles, or more radical still, if men were the ones who went through pregnancy, childbirth and breast-feeding? I’m pretty sure many women would be quite willing to pass over the responsibility! FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2022

THE COST OF INACTION I would love to tell you that these stories are rare, but they’re not. I would place a bet that every woman in rail, engineering, and construction, from the site to the office to the boardroom, could tell you tales that would make you gasp. And whether we want to face up to it or not, there is a cost of doing nothing. In fact a 2021 BIS Oxford Economics report, named just that, found multiple potential benefits to improving female representation in construction such as bringing about cultural and behavioural change, decreasing aggressive behaviour and bullying, and improved attention to detail and communication. Conversely, if we do nothing, these are the potential costs of failure. So where do we start? How do we attract and retain women in our organisations and tap into the amazing knowledge, skills and experience they have to offer? Well, here are some suggestions: 1. Do better than you must when it comes to policies which disproportionately affect women, like flexible working and parental leave. Bare minimum isn’t enough. 2. When bullying, harassment and other unacceptable behaviour is happening, don’t just move the persecuted and consider it resolved. Deal with the bad behaviour, even if the perpetrator is “really good at their job”. 3. Don’t base a salary on some arbitrary uplift on their previous earnings – this perpetuates the gender pay gap. Pay what the role is worth. 4. Pass the mic because it doesn’t always have to be you. Create a safe environment for women and other RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

minorities, and give us a platform. We have some things we want to say. 5. Create, encourage, and support gender equality networks in your organisation, and allow them to be led by passionate people. If that’s not what you have now, change it. 6. And finally, if you find yourself irritated, uncomfortable, or intimidated by the change happening around you, check yourself before you check others - a changemaker is not the same as a troublemaker.

National Associations of Women in Construction (NAWIC) exist all around the world and are led by passionate volunteers working hard to create the change we need to see. We’re transforming the industry in more ways than one, why not come and be a part of our network?

www.nawic.co.uk www.nawic.com.au

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HEALTH+SAFETY

RAILSTAFF MAY - JUNE 2022

REPORT BY COLIN WHEELER

RAIB ANNUAL REPORT HIGHLIGHTS RECURRENT THEMES RAIB RELEASED ITS ANNUAL REPORT IN MAY, THE FIRST UNDER ITS NEW CHIEF INSPECTOR, ANDREW HALL.

n 19 May the Rail Accident Investigation Branch (RAIB) published its annual report for the calendar year 2021. During the year they deployed inspectors on 29 occasions and 47 preliminary examinations were carried out. These led to 16 full investigations and nine full investigation reports were published during the year. In addition, eight safety digests were published, six letters were sent to coroners, and just one to industry. A total of nine industry investigation reviews were started. The report is impressive. Following their investigations, 31 recommendations were made to 36 organisations and seven recurrent themes are identified. All are worthy of note to the industry. RAIB’s seven themes or areas of concern are: (i) track worker safety; (ii) the safety of people getting on and off trains; (iii) railway operations; (iv) management of bad weather operations; (v) freight wagon maintenance; (vi) user worked crossing safety; and (vii) management assurance. I agree with them all but would suggest that there is also work to do in respect of many signalling-centre-worked level crossings, due to signaller workloads and the information with which they have to work. Recent incidents indicate that signallers, regularly and under unusual circumstances, may have scant information for safe decision making.

VALUED REPORTS Back in 2019 RAIB began issuing ‘summary of learning’ reports. These continue and are valued for their use in the industry. In his foreword to his first report Chief Inspector Andrew Hall highlights the Salisbury accident on 31 October when two passenger trains travelling at speed collided. He notes that 14 people, including one of the train drivers, were hospitalised as a result. That accident is still under investigation. “The latter half of 2021 saw a number of very serious and some fatal accidents interactions between people and trams which are now subject to investigation” is the bald statement made in the report. Trams are an area where I forecast that we will see increasing activity. Although the audit of the Light Rail Safety and Standards Board concluded on a positive note, there is more to do to improve the safety of trams, metros, and light railways. In the conclusions to his first annual report as Chief Inspector, Andrew Hall comments that: “there are numerous examples where data that provides evidence after a railway accident could, if known about and used to drive action, have been used to avoid the accident happening in the first place. The data may be there, but the managerial wherewithal to best use it to reduce risk, is not always present.” RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

MEETING THE CHALLENGE The report features good use of specific examples of investigated accidents covering all seven of the identified current themes. But what is missing, which would reduce accidents and improve performance, is the introduction of sufficient ORR inspectors with cab and signalling centre access, as well as others with ballast-scratched track boots. They need to be located around the system in sufficient numbers to allow them to make both scheduled and, most importantly, unannounced site, train, and location visits. To meet the challenge this would pose for front line management, I recommend that supervisors and all managers with authority to agree work plans and to stop unsafe working should spend the majority of their time visiting places and sites of work, speaking with and listening to those who are at work.

LEOWORKWEAR.COM

85 RAIL COMPLIANT

GARMENTS

@LEO-WORKWEAR

@LEOWORKWEAR

INCLUSIVITY SUSTAINABILITY

TRACK SAFETY

RAILSTAFF MAY - JUNE 2022

REPORT BY COLIN WHEELER

BIG FINES AND PERMANENT INJURIES

WHERE ARE ORGANISATIONS GOING WRONG?

Colin Wheeler.

here have been a number of successful prosecutions recently, resulting in big fines and legal costs far exceeding the expense which would have been incurred by ensuring the safety of the working environment. I have been shocked and dismayed to read the details. The time delay between the accidents and the court trials is also a real concern. CRUSHED WORKER PERMANENTLY DISABLED One accident happened back on 19 September 2018, on a 19-mile stretch of track between Crewe and Chester. A worker was crushed between the conveyor of a 25 tonne ‘Superboss’ ballast distributor and a Kubota people carrier. The injured worker suffered life changing catastrophic injuries to both his legs and spine. He has lost 12cm of bone in his left leg and 4cm from his right. Tendons and nerves in his

right leg were irreparably damaged resulting in permanent disability. A second worker suffered minor injuries to his wrist and shoulder. The prosecution following an investigation by the Office of Rail and Road (ORR) was under the Health and Safety at Work Act 1974. Network Rail pleaded guilty on 11 May in Chester Magistrate’s Court and was fined £1.4 Million. ORR found failings in Network Rail’s management of the worksite, poor planning, inadequate supervision, poor communication at all levels and a “failure to provide adequate information, instructions and training to safety critical staff”. Following the judgement by District Judge Sanders, Ian Prosser, chief inspector of railways at ORR commented that: “The incident was caused by totally inadequate supervision of tasks at all levels. Nobody was making sure that those under supervision had been following safe working practices, which led to this incident that could easily have been avoided.”

BURNT OUT SUBSTATION AT GODINGTON On Wednesday 14 April Network Rail was fined £696,666 and ordered to pay costs of £33,647.45 at Folkestone Magistrates Court. ORR’s investigation of this accident found that the condition of the DC Substation at Godington that burnt out was well known and unsafe. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

RAILSTAFF MAY - JUNE 2022

Network Rail failed to prevent water from leaking in and dehumidifiers had not been maintained. The temperature inside was described as being “like a sauna”. The result was an electric arc resulting in a fire while Network Rail staff were working inside the substation on 20 December 2018. One employee was seriously injured, receiving third degree burns. After the judgement, Ian Prosser, HM Chief Inspector of Railways at the ORR, commented that: “Network Rail knew of the water leak at God Minton for nine months and, despite the concerns raised by staff and contractors, the required work was repeatedly delayed. This was a known risk and the failure to deal with it effectively led to staff working in unsafe conditions resulting in serious injuries to one employee.”

TRENCH COLLAPSE AT STOKE-ON-TRENT Another prosecution brought by the ORR was heard at Stoke-onTrent Crown Court. Volker Rail was fined £550,000 after pleading guilty to an offence under the Health and Safety at Work Act 1974 and was ordered to pay costs of £85,415.94. The accident happened on 6 July 2014 when the contractor’s employee was working in a trench near to Stafford Station. The unsupported wall of the trench collapsed, burying the worker who

TRACK SAFETY

suffered injuries including a broken pelvis and broken ribs. He underwent surgery on his pelvis, stomach, and lungs. By 2021 he was still in pain and no longer able to work full time. The ORR investigation found that the construction team were not adequately briefed and were not following their own methods. Poor management meant that failings were not corrected and complaints were not fully acted upon. In his remarks at Crown Court, Judge Smith said trench supports had been delivered to site but were not used, and proper consideration was never given to the use of temporary works. He also said that concerns were raised during the work and, while some steps were taken following these concerns, the methodology was not fully adopted.

MEWP RUNS AWAY WITH VALVE OPEN Given the importance of gaining acceptance of the findings of Rail Accident Investigation Branch (RAIB) investigation, the year-long gap between the accident at Belle Isle in north London on 16 May last year and the publication of their report 04/2022 this May is perhaps acceptable. At around 03:30 a road/rail vehicle (mobile elevated work platform or MEWP) ran away while being on-tracked at a road/rail access point. The machine travelled for 600 metres before coming to rest in a tunnel. The brakes failed to work because a valve in the braking system had been left open following maintenance of the machine. The report states that the possibility of the valve being left open had not been recognised during a risk assessment of the braking system, nor during operation and regular in-service testing. No damage was caused and nobody was injured. The area was under possession for maintenance work at the time and no train services were running in the vicinity of the runaway. Braking system maintenance was carried out on 2 March including the monthly braking test. A further brake test was done on 8 April but the early May brake test had not been done. Between 2 March and the incident, the steepest gradient on which the machine had been used was 1 in 99.

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

TRACK SAFETY

RAILSTAFF MAY - JUNE 2022

OFFICIAL

TRACK WORKER HIT BY UNDERGROUND TRAIN

Test before Touch on OLE Issued to:

Network Rail line man agers, safety professionals and accr edited contractors

Ref:

NRB22-03

Date of issue:

09/05/2022

Location:

National

Contact:

Martin O'Connor Network Technical Head Contact Systems AC/DC, Technical Authority

Overview

The investigation into a worker's severe burns at Wolverton has revealed that there is uncertainty across the industry abou t what is required by the Test before Touch lifesa ving rule on Overhead Line Equipment (OLE). The accident occurred in the early hours of 14th May 2021 when track renewal cont in a Network Rail managed ractors were working engineering worksite at Wolverton. The work grou p were checking and adjusting the OLE to remo ve a temporary speed restriction. The work group using a Mobile Elevating Work Platform (MEWP) unkn owingly strayed outside the isolation. A linesperson touched the live OLE when they used a tool to take a measurement and received burns from an electric shock of up to 25kV .

The Test before Touch life saving rule must be followed when working on or near OLE. Every time before anyone works less than 600mm from the OLE a test must be conducte d or witnessed using an approved voltage testing device. A new test is required every time the work group moves past any in-line feature such as a section insulator or chan ges track. If in doubt, re-test. The test must show that the before the work (re)starts OLE is switched off . Never rely only on the Rem inder of Live Exposed (RoLE) equipment alon e. It is (Form C) safe working limit used at the OLE permit s but not always for residual electrical hazards. And it is only a reminder to check the OLE permit (Form C).

Discussion Points When working on or near OLE, Test before Touch must be carried out.

•

How Test before Touch is to be performed and who is responsible to carry out the test(s) must be identified during the plan ning process. The following must be cons idered:

•

Test before Touch must only once you have an OLE Perm be done it to Work (Form C). • Test before Touch on OLE must be carried out by an Authorise d or Nominated Person. • An Authorised or Nom inated Person must retest if the work group moves beyond an in-line OLE feature, onto a different track or a different conducto r or if requested by a member of the work group.

•

If the work group does not have a competent person to carry out Test before Touch then the Nominated Person must plan for how this will be carried out throughout the work. All staff should use Test before Touch in accordance with the guid e to the Application of the Elect rical Lifesaving Rules.

How do you reach a clear and common understanding regarding the safe working limits stated on the OLE Permit (Form C)? How are the safe working limits on the OLE Permit (Form C) iden tified?

At 09:31 on Friday 15 April this year, a London Underground track worker was struck by a train near Chalfont and Latimer Station sustaining injuries requiring hospital treatment. The train was a Metropolitan Line Underground service travelling between Baker Street and Chesham. It was travelling at 25mph on track used by trains running in both directions. The maximum permitted speed is 35mph and at the location of the accident there are also two other lines. The injured track worker was one of a group of three undertaking a scheduled track inspection. The work had been planned to take place whilst the lines were open to rail traffic, “with a system in place intended to keep staff away from moving trains”. RAIB says its “investigation will identify the actions of those involved, the planned system of work, the management and competence of track workers, and any underlying factors.”

PASSENGERS THROWN FROM THEIR SEATS On 11 May, Network Rail announced its investigation of an over speeding incident that occurred at Peterborough Station on 17 April. At around 10:20, the 08:20 Newcastle to Kings Cross Lumo train service passed over three sets of points at the north end of the station at 75mph. The maximum permitted speed for the points is just 25mph. The train suddenly lurched sideways as a result. Some passengers were thrown from their seats and luggage fell from the overhead storage areas. Minor injuries were sustained by passengers. The train came to a stand at the far end of the station and was not derailed. The train was not due to call at Peterborough and had approached the station on a fast line before being routed onto a slower line via the points where the overspeed occurred. The route onto the slower line was being displayed on the signal at the approach to the points. RAIB’s investigation will consider how the train was driven, factors influencing its driver, condition of the signalling at the time, reported OFFICIAL injuries, and underlying management factors.

RESPONSIBILITY AND ACCOUNTABILITY

I recall the early days of the 1974 Health and Safety at Part of our group of fencing Work Act when responsible Rigid worksite Safety Bulletins line managers, All Network Rail ls and ona Issued to: managers and supervisors safety professi ors ract cont ed accredit were classified as being safety NRA22-02 Ref: 11/05/2022 Date of issue: critical staff who could, should National Location: kforce Safety Corporate Wor an accident occur, be held Contact: TEST BEFORE TOUCH ON THE OLE personally responsible for their ier site safety barr Overview work the that found for safe refuges. Investigation e than required ing on 8 April the open runn gaps in it – mor worker fatality k had actions. I recall uncomfortable On 9 May, Network Rail’s own safety website, Safety onto trac get d the into ers coul ty barriers were Investigation er was walking This meant work the worksite safe The track work he was struck by a 2020 found that . lines too easily. e gaps when ectly interviews were carried Central, issued a “safety bulletin”, titled “Test before touch on not put up corr een two of thos betw ier the safety barr ance train how to install Instructions on d in the Manufacturer's Guid out by local inspectors the OLE”, following an incident at Wolverton in the early hours correctly are foun uct Acceptance Certificate. Prod Document and from Her Majesty’s Railway of 14 May 2021. Track renewal contractors were working on d uire ion req Immediate act least 1.25m at Inspectorate that could result a Network Rail managed worksite, checking and adjusting be t mus iers • Rigid Barr est running rail. Safety Barriers from the near clearance, k whether Rigid cause limited Review and chec line with the Product in personal prosecutions. the overhead line electrification (OLE) infrastructure so that a s must be Where barriers sign • e ranc in Clea 952: are being used suitable Limited ificate PA05/01 Acceptance Cert erected Even at headquarters levels temporary speed restriction could be lifted. A work group using ent System must be ier incid Barr the g ty Safe ty Alert regardin • The Rigid rdance with the The previous Safe ty Central. erected in acco in Safe the need for professional a MEWP unknowingly strayed outside the area of the isolation. instructions. can be found manufacturer's fitted. This be ld shou ss Gate • A Safe Acce opening gate attached te a is a one-way indemnity insurance was A lineperson touched the live OLE when using a tool to take a crea to orts supp between fence but allowing safe e metres. continuous fenc track every 40 discussed. measurement and received burns from an electric shock of up to access from the Nowadays, companies 25 kV. The bulletin repeats the “test before touch life saving rule” p of Part of our grou who operate, maintain, to be implemented whenever anyone works less than 600mm s Safety Bulletin and renew our railways, from the OLE. including Network Rail are prosecuted, rather than SAFETY BARRIERS WITH GAPS individuals. Is the current process the best way forward? As the format for the Great British Railways of the future is developed, I recommend On 11 May, Safety Central issued a safety advice about rigid worksite a review of the underlying responsibilities and accountabilities. The fencing used to protect workers, relating to a fatality that occurred on total fines referred to in this article amount to £2,646,666 plus costs 8 April 2021. Network Rail’s own investigation found that the safety being paid by Network Rail and a contractor. Would the prosecution barriers were not put up correctly. The barriers had gaps, “more than of responsible individuals be more effective? Presumably, when required for safety refuges which meant workers could get onto the budgeting, organisations are including financial provision for the running lines too easily”. The track worker was walking between two of payment of fines! these gaps when he was struck by a train. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Book your place at this essential rail event Call 01530 816 456 or visit railsummits.com or email events@rail-media.com to book your space

Rail Safety Summit 2022

13th September Holywell Park Conference Centre Loughborough University We’re used to hearing phrases like ‘Safety First’. They’re a reminder that safety is never off the agenda. Britain’s railways have maintained an enviable safety record in recent years, but reports of incidents and near misses demonstrate that there is room for improvement. Register for the Rail Safety Summit to hear HSEQ leaders from RAIB and Network Rail discuss the issues that matter.

Speakers confirmed for 2022 so far: • Rupert Lown, Chief Health & Safety Officer, Network Rail • Nick Millington, Safety Task Force Director, Network Rail • Marian Kelly, Head of SHE, London Underground • John Jebson, OHSE Director, McGinley Support Services (Infrastructure) • Peter Dearman, Independent Consultant (Former Engineering Director, Atkins), Dearman Engineering • Prof Sarah Sharples, Professor of Human Factors, Nottingham University • Andrew Hall, Chief Inspector, RAIB • James Le Grice, Head of Rail Supply Chain Policy, Department for Transport

Safety Summit

EVENTS

RAILSTAFF MAY - JUNE 2022

RAIL SAFETY SUMMIT | 13 SEPTEMBER 2022, HOLYWELL PARK CONFERENCE CENTRE, LOUGHBOROUGH UNIVERSITY

EVENTS

JULY 2022

SEPTEMBER 2022

OCTOBER 2022

ERTMS & DIGITAL SIGNALLING: THE FUTURE OF RAILWAY SIGNALLING

RAIL SAFETY SUMMIT

THE INTERNATIONAL MOBILITY SUMMIT

5th-6th July London or online

13th September Holywell Park Conference Centre, Loughborough University

waterfrontconferencecompany.com

https://www.railsummits.com/

RIA GALA DINNER 2022

SIMULATION AND MODELLING 2022

14th July Intercontinental Hotel, London www.riagb.org.uk/RIA/Events

AUGUST 2022

AREMA 2022 28th-31st August Colorado, Denver

20th-21st September The Manufacturing Technology Centre, Coventry events.imeche.org/ViewEvent?e=7511

INNOTRANS 2022 20th-23rd September Berlin, Germany

12th-13th October Bella Center, Copenhagen, Denmark electronomous.com/the-internationalmobility-summit-2022

RAILCON 13th-14th October Niš, Serbia railcon.rs

RAILWAYTECH INDONESIA 19th-21st October Jakarta, Indonesia www.railwaytech-indonesia.com

www.innotrans.de/en/

conference.arema.org

SEPTEMBER 2022

CM 2022

Contact Mechanics and Wear of Rail/Wheel Systems 4th-7th September Melbourne, Australia

OCTOBER 2022 INTERNATIONAL RAIL FORUM 5th-7th October Prague, Czech Republic irfc.eu/en

www.cm2022.org

A GUIDE TO UPCOMING EVENTS IN THE RAIL INDUSTRY THE NEXT FEW MONTHS, AT A GLANCE

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

NOVEMBER 2022 RAILSTAFF AWARDS 2022 24th November NEC, Birmingham www.railstaffawards.com

IMechE 175th ANNIVERSARY CELEBRATION DINNER 24th November Library of Birmingham events.imeche.org/ViewEvent?e=7528

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T H E

R A I L S T A F F

A W A R D S

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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

RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2022

RAILSTAFF

AWARDS MEET THE INDEPENDENT PANEL JUDGES

ail Media is delighted to announce the independent panel judges of the 2022 RailStaff Awards, which takes place on Thursday 24 November at the NEC, Birmingham The RailStaff Awards have been recognising the extraordinary achievements of rail industry employees since 2007. The ceremony shows appreciation for the people who deliver the railway - from drivers to cleaners, and engineers to station staff. Often these are stories of lives saved, careers turned around and adversity conquered.

Meet our industry leading independent panel:

ADELINE GINN MBE Adeline Ginn is marketing, legal and EDI director at Egis Transport Solutions, a multi-disciplinary project management and consultancy business, and part of the French engineering and construction Group, Egis. Prior to joining Egis, Adeline spent 20 years at Angel Trains, one of Britain’s leading rolling stock companies, acting as sole legal counsel of their European business for 7 years and then as General Counsel. In April 2012, Adeline created Women in Rail, which aims to improve gender balance, diversity and inclusion across all grades and roles within the UK railway sector.

DR JENNY ILLINGSWORTH Jenny Illingsworth is head of business operations at Birmingham Centre for Railway Research and Education (BCRRE) at University of Birmingham. Jenny manages the day-to-day running of the Centre, which includes looking after its 150+ academics, professional services staff, research students, and associates. Her work includes oversight of the Centre’s business, including marketing, communications, strategy development and programme development.

DYAN CROWTHER OBE Chief executive officer of High Speed 1, Dyan Crowther has over 30 years’ experience in the rail industry. Prior to joining HS1, Dyan was the chief operating officer at Govia Thameslink Railway. She has worked in several senior director roles at Network Rail including route managing director of the West Coast Main Line and director of operations. Dyan has extensive experience in the boardroom having sat on the board of an NHS Trust for five years, been a trustee for the Railway Children registered charity, and been a member of the British Transport Police Authority and the Advisory Panel to Crossrail.

FIONA WESTCOUGH Fiona Westcough is the chair of the Young Rail Professionals (YRP) and joined the rail industry in 2019 as a Graduate Engineer at Atkins (member of the SNC-Lavalin Group). In her time as a graduate, she supported two RAILSTAFFAWARDS.COM | @RAILSTAFFAWARDS | FACEBOOK.COM/THERAILSTAFFAWARDS

2 major clients on secondment – Bombardier (Alstom) and Transport for London. She now resides in Atkins’ Strategic Rail Market team. Fiona has been heavily involved in YRP since April 2020. On top of this, she is an associate of the Institution of Mechanical Engineers (IMechE) and is working towards Chartership. She is passionate about inspiring the next generation of engineers.

MARTIN TUGWELL As chief executive of Transport for the North, Martin Tugwell is responsible for transforming pan-Northern connectivity in order to improve productivity and drive economic growth. He leads Transport for the North as England’s first sub-national transport body, giving the North a strong, unified, and determined voice on transport investment to benefit the region. Martin has more than 20 years of experience in strategic transport and infrastructure planning at national, regional, and local levels.

MATT ATKINS RailStaff Editor Matt Atkins, has worked in journalism and publishing for over 15 years. In that time, he’s worked, edited and written for numerous trade publications covering industries as diverse as finance, business, recruitment, maritime shipping, and now rail. Matt joined Rail Media from the academic publisher, Taylor & Francis, where he edited leading journals covering the humanities, science and technology, and medicine.

NEIL ROBERTSON Neil is CEO of the National Skills Academy for Rail (NSAR) which he joined in 2015 from the utility sector where he was CEO of the Energy & Utility Skills Group. Before that he was CEO of the British Institute of Innkeeping. Prior to these sectoral CEO roles, he held senior positions in government departments for education and business where he had responsibilities in skills, employability, English and migration, regional economic development and European Structural Funds.

PETER WHITE Peter is a Service Delivery Assistant for GWR at Bristol Temple Meads and was voted Rail Person of the Year at the RailStaff Awards 2019.Peter entered the rail industry via a Princes Trust scheme with GWR, and grabbed the opportunity with both hands, joing the company as a Ticket Examiner. Peter is passionate that other young people benefit from similar opportunities and helped run future GWR "Get Into" courses. He is currently a dispatcher and is awaiting a start date to become a trainee train driver.

TIM HEDLEY-JONES Tim Hedley-Jones is executive director of the Railway Heritage Trust, a role he started on 1 April 2022. Prior to that he worked for Transport for the North on the Transpennine Route Upgrade Programme. Between 1999 and 2018 Tim worked for the East Coast franchise in a number of customer service, programme delivery, and business development roles, latterly as major projects director. He was involved in the development of the Intercity Express Train, the redevelopment of King’s Cross Station, and built a new station at Wakefield Westgate. FACEBOOK.COM/THERAILSTAFFAWARDS | @RAILSTAFFAWARDS | RAILSTAFFAWARDS.COM

RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2022

SUPPORTING

A SAFER RAILWAY M cGinley Support Services is proud to support Safety Person or Team of the Year at the 2022 RailStaff Awards. As one of the UK’s largest specialist recruitment businesses, McGinley provides permanent, contract and temporary staff, at all levels across the rail and infrastructure industry. It builds and manages workforces all over the UK, finding jobs for workers, developing their skills and experience, and forging long-term relationships. McGinley has thousands of skilled professionals working with its customer base every week. Much of its workforce has stayed with the firm for a number of years, relying on it to match their skills and experience with the best opportunities across the country. Many of the McGinley recruiters come from a rail, construction and infrastructure background, so truly understand what customers are looking for.

PRINCIPLES AND ETHICS McGinley is a family business, driven by a set of core values, all interwoven and important. It has adapted those values to help run its business, and integrity, respect, safety, inclusion, and improvement, define how it behaves. When it comes to its people, McGinley is guided by the same principles and it is a signatory of the People Matter Charter. The safety of its workforce is an essential part of its service. Colin Edge, Managing Director of McGinley, says: “These awards are an extraordinary celebration of the exceptional people making the rail industry a leading success story. At McGinley, we continue to rise to the challenge of providing the railway with the best personnel solutions and support services it needs to continue to prosper.” In supporting the RailStaff Awards, OSHE Director John Jebson adds: “The RailStaff Awards are key in recognising the people who work tirelessly day and night to collectively help deliver projects on time and safely, as we build back better now and in the future.”

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INNOVATIVE AND SUSTAINABLE

McGinley prides itself on being a leading innovator in the industry in terms of service, embracing safety systems, and workforce management. Upholding the strong safety focus and quality culture necessary for the rail and infrastructure sector to meet its own objectives means thinking about the overall wellbeing of all workers – whether contingent labour or permanent staff. It also means considering what the whole industry needs to do to develop a sustainable workforce for the future. Making the rail sector attractive to new entrants means providing an effective career path, with sufficient, regular shifts, and effective training programmes to upskill each individual worker. That will provide the skills the industry needs, whether across track maintenance, electrification or signalling works, plus major projects. “McGinley is a loyal supporter of the RailStaff Awards and is making a similar growing contribution to Britain’s fast-expanding railway,” says Adam O’Connor, Managing Director of Rail Media Group which is hosting the awards. “It is at the forefront of providing top-grade rail professionals to lead and deliver a safer rail network and it is fitting that it is backing the Safety Person or Team of the Year award at this year’s RailStaff Awards.”

SPREADING THE SAFETY MESSAGE SafetyINRail, McGinley’s specialist safety magazine, aims to ensure that all McGinley workers, colleagues, clients, and stakeholders are kept up-to-date with industry developments and guidelines. The publication helps to share the company’s safety message with as wide an audience as possible. SafetyINRail covers topical issues about safety and new requirements when working on the Rail network. It also regularly features individuals who have really made a difference, either by helping others or progressing with training and other achievements.

SAM MOBILE APP McGinley is a previous winner of the Safety Person or Team of the Year award, having taken the title in 2019. As one of the founding members of the Track Safety Alliance, the McGinley Safety Team works tirelessly with peers to create a safer railway environment. It is also the driving force behind the innovative mobile reporting app ‘Safety at McGinley’, or SAM for short. In its current form, SAM is a bespoke multiplatform app designed to give users a ‘one-stop’ safety experience and knowledge base. It allows users to report close calls and receive and give safety briefings anytime, anywhere. As one of the first of its kind, SAM enables live safety feedback from the site directly to the McGinley Safety Team as well as ensuring the successful implementation of railway safety briefings. “It’s taking mobile platforms to the next level,” says John Jebson. “It’s not one dimensional, it’s taking a communication that we want to give to the workforce and then receiving an equivalent confirmation back. So, we can brief things in real time, get feedback and we can get worker participation a lot easier than just sending a one-way message. Everybody carries a smartphone these days, we don’t want to carry reams of paperwork around.” Initially, the idea for the app was brought about through a collaboration between the internal health and safety team, safety representatives, and frontline workers plus client management. Each worker reporting a close call through SAM receives an email to thank them and outline actions that may be taken. This confidential, personal touch has been vital to changing worker perceptions of close-call reporting, which have risen by 70% since SAM launched in April 2018. FACEBOOK.COM/THERAILSTAFFAWARDS | @RAILSTAFFAWARDS | RAILSTAFFAWARDS.COM

RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2022

RAIL TEAM OF THE YEAR O

ne of the most loosely defined categories at the RailStaff Awards, Rail Team of the Year gives nominators broad scope. A team can be any number between two and infinity, and there is no restriction on what role that team has in ‘real’ life. So, nominating a pair of recruiters, five drainage specialists, ten train cleaners or twenty timetable planners – all are equally valid entries. That permissible variety was evident in the nominations in 2019. A total entry of 64 teams included train operator apprentices, community ambassadors, a graduate outreach programme, a performance and planning team, train care, customer service, revenue protection, a station team (including the station cat!) and even a team of drivers testing new trains in the Czech Republic! What will the RailStaff Awards attract in 2022?

MORE ABOUT THE COMMUNITY As it happened, the 2019 winner was the ‘Scotrail in the Community’ team, which had successfully delivered a number of community rail, regeneration, transport integration, accessibility and charitable schemes over the previous year. This included high-profile events such as hosting the Association of Community Rail Awards in October 2018, which was attended by close to 500 people - an event record. There have also been smaller changes that have had a big impact on people’s lives. Grace’s Signs, a more-inclusive toilet door sign for people with invisible disabilities, has been introduced to all stations. It is named after 13-year-old Grace Warnock, who has Crohn’s Disease and who came up with the idea after facing criticism from strangers when she used accessible toilets.

In a nomination bursting with success stories, there were also mentions of: a comprehensive programme of cycling initiatives, reducing the notice for passenger assist times to only two hours from April 2019 and increasing ScotRail’s ‘Adopt a Station’ programme to 75 per cent of its stations, while still reducing overall costs by 20 per cent. James Ledgerwood, head of economic development and communities at ScotRail, said: “I’m so pleased for the team, because that’s the key thing. I work with a wonderful team - they’ve worked so hard since Abellio won the franchise to really change what the railway’s about. “They’ve changed it from being just about getting from A to B to being much more about the community and this is just a small reward for the work the boys and girls have done. “Community rail is at the forefront of what the franchise is all about. Railways are going to be so important in the future, they’re going to be at the heart of communities, whether it be for getting people to education, work or for tourism, it’s about connecting people to opportunities.” The Rail Team of the Year Award was sponsored by on-track plant hire specialists Total Rail Solutions (TRS). Paul Bateman, chief executive officer at TRS, said: “What can I say? Another fantastic evening showcasing the rail industry and the people who make it happen.

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FORGING AHEAD Total Rail Solutions is both pleased and proud to sponsor the Rail Team of the Year category at the 2022 RailStaff awards. The Rail Team of the Year category is of special importance to all at TRS as it represents the core value of teamwork, a value the business and the industry rightly places at the epicentre of all it does and achieves. TRS CEO Paul Bateman said “These last couple of years have clearly presented many additional and unimaginable challenges. Those challenges have been firmly met by an industry that is recognised for its planning, organisation and teamwork. I am particularly pleased to see the wealth of applications outlining the great work and results the various teams have achieved, from across the sector”. Based in Newbury the company has recently announced the opening of a new facility in the Northwest of England. Located in Warrington, Cheshire, the new location expands the company's reach and coverage to four locations, complementing the existing locations in Newbury, Berkshire, Cwmbran, South Wales and Goole in the Northeast of England. Speaking about the announcement, Total Rail Solutions CEO Paul Bateman said "This is the logical next step location for the business, the

site is ideally suited for our operation and team. In addition the new facility offers easy access to both the M56 and M6, expanding our reach and service to customers in North Wales, Merseyside, Cheshire and the North of England". Speaking about the ongoing company support for the event and key category sponsorship, Paul Bateman continued, “Earlier this year TRS launched 5 to focus, 5 areas of the business where a dedicated member of my senior leadership team was given, based on their skill set and accountability, responsibility to grow and prosper in a particular area”. In the critical area of Team, the business came together via focus groups and feedback sessions to agree on a statement that would shape behaviour, create a vision and enable a mechanism to grow and prosper. Team joins the other 4 groups to create the TRS 5 to Focus: Team: We’re accountable for our actions and belong to a team of which we’re proud. Health, Safety & Environment: Safety first, everyone goes home safely every night. Finance: Commercially minded, we always act with fairness and integrity. Engagement: Collaborating to succeed, we are empowered to act and respectful to all. Innovation: Passionate to be the best, customers recognise and respond to what we do. Total Rail Solutions is delighted therefore to continue its support of this key category. Interest from the industry has been incredibly high with numerous, quality nominations submitted. The judges face a tough task for sure. TRS look forward to participating, enjoying and celebrating the 2022 RailStaff Awards and ultimately recognising the Rail Team of the Year.

total rail Society At Total Rail Solutions we work as one; supporting each other to achieve our common goals. •

Provide our customers with the best people, the right plant and the safest processes

•

Recognising we are not all the same and that we have different working styles

At Total Rail Solutions we strive to be the best we can; we communicate honestly and openly, listening and respecting the opinions of others.

Visit totalrailsolutions.co.uk or call 01962 711642 to find out more Visit Visittotalrailsolutions.co.uk totalrailsolutions.co.ukororcall call01962 01962711642 711642totofind findout outmore more

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12/08/2021 19:16 12/08/2021 12/08/202119:16 19:16

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YOUNG RAIL PROFESSIONALS

RAILSTAFF MAY - JUNE 2022

S L A N IO S S E F O R P L YOUNG RGAITHE FUTURE SECURIN Y R T S U D IN E H T F O

he end of June sees my first quarter as chair of the Young Rail Professionals (YRP) come to a close, and how time has flown! There have been many highlights for me. Our Strategy Day in Derby allowed YRP leaders to come together to discuss the future of the organisation and plan for the year ahead, as well as welcome new members at the National Social in the evening. Personally, I have been fortunate enough to deliver talks on variety of topics including ‘opportunities in rail’ at RailTex and ‘ensuring diversity of talent for the future’ at the Rail Cymru conference. However, the main highlight was certainly YRP’s Annual Dinner and Awards in Manchester.

YRP’s Annual Dinner & Awards is back! After two years of holding online awards ceremonies, YRP held its Annual Dinner and Awards at the stunning Emirates Old Trafford Cricket Ground on 21 April. It was truly a dazzling event, showcasing and celebrating the achievements of future leaders in rail, as well as mentors who support us along the way. The event was attended by some of the largest and most influential organisations and people from across rail, and it was a fantastic opportunity to network and socialise with peers and industry leaders. Although Manchester has a wealth of railway history and heritage, it is important to recognise that this city was chosen to shine a light on the wealth of upcoming opportunities within the North. The industry must attract a large number of skilled people in order to deliver major upgrades to the rail network as part of the Integrated Rail Plan (IRP) and the Levelling-up agenda. YRP was honoured to welcome Mark Thurston as the keynote speaker for the evening. Mark gave a compelling speech about his journey in rail, from starting out as an apprentice to becoming the CEO of HS2. He highlighted that his path hasn’t been a straight line but involved learning lessons at each stage and corner along the way. We also heard from Steve Mole, managing partner at CPC Project Services, which kindly sponsored the event. Steve spoke about the importance of continuing to deliver events such as these, to ensure a pipeline of talent into the industry.

Celebrating achievements The awards seek to recognise individuals who have made exceptional contributions to supporting the next generation of the rail industry. All nominations were compelling to read, giving myself faith that the future of the industry is bright and full of individuals creating lasting change for the better. This made the judging process incredibly tough, so I would like to congratulate all who were nominated: keep working hard and achieving amazing things! RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

Fiona Westcough.

Shortlisted in as Mentor of the Year were Mariyan Petrov and Naomi Rial, with the winner being Ian Puckrin from Network Rail. The Apprentice of the Year award went to Marnie McKay from Atkins, with Daisy Carter and Saeda Maihanwal shortlisted. Finally, shortlisted in the Young Rail Professional of the Year was Hannah Nicholls, Simon Rawlings, and Brad Gallagher. Many congratulations to our winner, Lucy Ellis from Laing O’Rourke.

Supporting Future Leaders in the making During the awards, I was fortunate enough to deliver my remarks as chair and I focused on the key role YRP plays in tackling the major challenges ahead that our industry faces. The Great British Railways Transition Team (GBR TT) seeks to deliver the most ambitious changes to our railways in a generation, alongside ambitious targets to reduce carbon emissions and achieve net zero mobility. The rail industry’s collective success in “Creating a simpler, better railway for everyone in Britain” is dependent on the quality of our workforce.

RAILSTAFF MAY - JUNE 2022

In light of these challenges, YRP is focused on promoting the industry to fill the ever-growing skills gap, providing development opportunities for early careers professionals and inspiring skills for the future. Many of our regional development events will focus on three key future themes; GBR, Decarbonisation, and Equality, Diversity & Inclusion (EDI). An industry that champions EDI will bring diversity of thought, innovation, and a positive workforce culture. I’m driven to ensure that we’re also creating opportunities for new entrants to the industry to be actively involved in driving change. I’m already interfacing with the GBR TT to explore ways in which the industry can involve the next generation and attract talent, as well as exploring initiatives outlined in the joint RIA & Women in Rail Industry EDI Charter.

Unsung heroes The past year has collectively seen YRP deliver over 80 different events, including over 65 Networking & Development events, multiple Ffestiniog

Heritage Railway volunteering weekends, a tour to the Isle of Wight, a charity Rail Trek in Scotland, Summer & Winter socials across our eight regions, and, of course, our Annual Dinner. YRP is a voluntary organisation, and I’m constantly amazed at the committee of members who go above and beyond to deliver on top of their hectic day jobs. In doing so, they act as fantastic ambassadors and I wish to publicly thank them for their commitment, enthusiasm, and ambition. Without these individuals, and support from our Corporate Members who allow us to work with an annual operating budget and subsidise events, YRP would cease to provide such a unique service to our industry. For me, YRP has provided a network of individuals from which I can learn and grow, building the foundations for the future. Be it volunteering as a committee member, a speaker, or becoming a corporate member, I invite you to support our vision and play your part in securing the future of our industry.

YOUNG RAIL PROFESSIONALS

Committee Members YRP is run by passionate volunteers, based across the country. Each region has its own committee that meets monthly. We also have a national executive committee providing support to all of our regions.

Corporate Members Are you a company operating in the rail industry with a keeness to promote, inspire and develop the next generation of railway talent? If so, you could make a huge difference by joining us as a Corporate Member.

Join us You could make a huge difference by joining YRP as either a Corporate Member or Committee Member. Add value to your business and career by joining today. Contact: YRP National Chair Fi Westcough, Fiona.Westcough@ youngrailpro.com

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PEOPLE

RAILSTAFF MAY - JUNE 2022

Xavier Guilhen joins Trough-Tec Systems

Lumo & Hull Trains welcomes new MD

Xavier Guilhen has joined the team at Trough-Tec Systems (TTS), the supplier of environmentally sustainable cable management systems, as its technical client services manager.

Martijn Gilbert has been appointed as the new managing director for Lumo & Hull Trains, a new role in which he will lead both of FirstGroup’s open access businesses. Martijn will join First Rail on 12 September 2022.

Xavier is already well known to TTS’s long-standing clients having worked for the company previously as engineering manager, as a graduate in energy management and systems technology and in electronics and electrical engineering. Since then he has enjoyed a successful career as a field service engineer for an international electrical and electronics manufacturing firm, specialising in energy-saving lighting and heating solutions for the commercial and domestic markets. Xavier will act as the technical representative for TTS clients internally, and likewise act as the technical expert to the client, thus

supporting Doncaster-based TTS’s increasing reach in the rail industry. Xavier says: “I am thrilled to have come back to Trough-Tec Systems as it is such a great team to be part of. TTS is also a fast-growing company that I am excited to be working for, and I am looking forward to helping the company grow further.” Gary Elliott, Managing Director of TTS, says: “We are delighted to welcome Xavier back; his technical expertise will complement the team’s combined skill set, and his wider experience in the field of electronics and electrical applications will be a distinct benefit for us. Our team is going from strength to strength.”

Martijn has extensive experience in the transport sector with previous roles at Arriva in both its bus and rail divisions, and as CEO of Reading Buses. Martijn, who is a board member of the Chartered Institute of Logistics and Transport (CILT), is currently the managing director of Go North East. Andy Mellors, First Rail Managing Director, NonFranchised Businesses, said: “I am delighted to announce that Martijn Gilbert has been appointed as the new managing director for Lumo & Hull Trains. Martijn is passionate about delivering excellent customer experience

in the transport sector and his expertise will be vital, as we continue to grow our businesses. We are all looking forward to having him on the team. I would like to thank David Gibson for his leadership as we re-establish Hull Trains following the pandemic period, and also thank Phil for his continued dedication and support during the successful expansion of Lumo services.” Martijn said: “I am very excited to be joining the Lumo and Hull Trains team. It’s an honour and a privilege to be asked to lead both the established and well respected Hull Trains and the innovative new Lumo operation”.

Women in Rail appoints new trustees

Women in Rail (WR) has appointed five new trustees to its governing board. Sarah Reid, Gary Smithson, Ruth Busby, Mat Baine, and Philippa Hinton all hold key positions in the Rail sector and are ardent supporters of WR. Welcoming the new trustees, WR Chair Christine Fernandes said: "I am delighted to announce these new trustee appointments in the charity's 10th anniversary year. "Sarah, Gary, Ruth, Mat and Philippa are exceptional people in senior roles and bring with them considerable influence and experience which will greatly benefit WR. "Having them as trustees will definitely strengthen our team as the charity continues its efforts to achieve a more gender-balanced and diverse UK rail industry."

Sarah Reid is Route Director East Coast at Network Rail and, in her role as WR Regional Chair in the East Midlands, launched ‘Never Mind the Gap’ – a cross industry work placement scheme to encourage more women into rail. Sarah has more than 14 years’ experience in the sector having worked in companies including Bombardier Transportation, Invensys Rail and Westinghouse Rail. Gary Smithson is rail director at Morson Talent. Morson have been a long-standing advocate for WR. They have supported WR flagship events and during the pandemic, been involved in lockdown events to support children and parents home schooling. Gary, who has more than 20 years’ experience in recruitment, is also a judge for this year's WR Awards. Ruth Busby is WR regional co-chair in the South and has been HR director for Great Western Railway since 2018. Ruth is passionate about inclusion and diversity, a key driver throughout her career. Before

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joining GWR she worked in several sectors including defence, higher education, and the civil service. Ruth is a qualified leadership coach, Chartered Member of the Chartered Institute of Personnel and Development, and trained mediator. Mat Baine has spent 10 years as managing director at Egis Transport Solutions (formally CPMS). Again, another solid supporter of WR through sponsorship of WR Awards, Big Rail Diversity Challenge and home-schooling lockdown events - he is also a judge for the Awards. Philippa Hinton is a senior associate at leading global law firm, Ashurst. She specialises in transport and infrastructure projects and has significant experience of commercial contracts in the rail sector. Philippa's extensive experience spans projects for West Coast Trains Ltd, Keolis Amey, Transport for London and Cory Riverside Energy among others. She is also company secretary of The Railway Children charity.

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RAILSTAFF MAY - JUNE 2022

Leadership change at VolkerWessels UK Alan Robertson, chief executive officer (CEO) of VolkerWessels UK, is to step down from his role and take up a new position as chairman of the business. Richard Offord, the company’s chief operating officer and managing director of VolkerFitzpatrick, has been named as the new CEO. Robertson joined VolkerWessels UK in 2008, leading the development and growth of the group, which employs 3,600 staff across five businesses. Under his leadership, revenue has grown from £576 million in 2009 to £1.082 billion in 2020, and he has implemented robust management and governance structures, reinforced a strong safety culture and spearheaded programmes to promote sustainability, social value, EDI, and digital construction and innovation. “It has been an absolute privilege to head up the business for the past 14 years, I am proud to say that VolkerWessels UK has gone from strength to strength – not least, weathering the challenges of the pandemic. I am hugely proud of our people and

teams working across the business, in all roles and at all levels, whom I believe are second to none in our sector. “It is a pleasure to be able to hand over to a colleague who is already well-known and respected, both within our own business and the industry as a whole.” Richard Offord joined the former Fitzpatrick as an engineer in 1990 before progressing through a variety of roles, becoming a member of the VolkerWessels UK board, and heading up the group’s operations board. He said: “I am proud to have been given the opportunity to head up the remarkable VolkerWessels UK business, and to be able to continue the excellent work of Alan and our teams across the group. Alan and I have worked closely together for the past 14 years, and in particular for the past year, since I took on the role of chief operating officer. I look forward to leading the business into the future, delivering ongoing excellence for all of our clients, and providing a safe, secure and forward-thinking business which values its people and indeed, all of our stakeholder relationships.”

New rail director New COO at SWR at Skanska James Corker has been appointed as operations director (rail) at Skanska.

South Western Railway has announced that Stuart Meek will be joining its leadership team as chief operating officer, following the retirement of Mike Houghton earlier this year.

James, who joined Skanska on 20 June, brings more than 20 years’ experience in rail and civil engineering, most recently with Morgan Sindall where he was area director responsible for all Network Rail and third-party rail projects. Alongside his extensive rail experience, James brings expertise in customer relationship management, operational efficiency – where he will focus on ensuring safe, consistent and sustainable project delivery – and business leadership, creating inclusive cultures where people can thrive to reach their potential. “James has significant rail sector and industry experience and we’re delighted that he is joining Skanska,” said Jonathan Willcock, managing director of Skanska’s Infrastructure business. “We have exciting growth plans for the future and James’ capabilities, including his knowledge and understanding of our markets aligned with his customer focus, will support the strategic development of our business.” In addition to his work in the rail sector, James has been responsible for operations in the highways, power, nuclear and water sectors.

Stuart is moving from the Go-Ahead Group where he has been operations director for the past three years, leading operational and business development projects for rail and bus in the UK and internationally. Prior to this he spent several years in leadership roles in GTR, including as train services director for Southern Rail and five years at TfL in a range of operational leadership positions on the Underground. Commenting on his appointment, Stuart, who starts in the post in August, said: “I feel privileged to be joining the great team at South Western Railway to serve its customers and communities and I am really looking forward to meeting my new colleagues across the network. I am joining at an exciting time as we work to introduce the Arterio fleet and continue to transform our customers’ journeys.” Claire Mann, SWR’s managing director added: “I know Stuart will be a great addition to the leadership of our business and am very much looking forward to him joining the team.”

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CrossCountry appoints directors CrossCountry, has announced the appointment of two regional directors in a bid to further embed its regional structure. They will be responsible for the operational and financial performance for their regions, helping to instigate change to benefit the customer. Ben Simkin, who has been covering the role on an interim basis, has been appointed regional director for North East and Scotland. Ben has a wealth of experience both from a commercial perspective, having held the position of commercial director, but also operationally, in his role as regional customer service manager for the East Midlands and East Anglia. On his appointment, Ben said: “I have been lucky to gain a broad spectrum of experience at CrossCountry, both from a commercial and operational perspective. This has helped to give me a strong understanding of the complexities of our business which will be hugely beneficial in my role as regional director.” Huw Margetts will join CrossCountry as regional director for Wales and West in the summer. Huw has almost 10 years’ railway experience, having joined the sector as a graduate at Network Rail. He has held numerous operational roles including head of performance and most recently head of ontrain service at South Western Railway. Tom Joyner, managing director at CrossCountry added: “We are seeing lots of interest in our leadership positions at CrossCountry both internally and externally. This is incredibly positive as we evolve our business to tackle the challenges of tomorrow and position ourselves as a customer-focused long-distance business.” SUPPORTED BY

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RAILSTAFF MAY - JUNE 2022

Rhino Doors names new directors Rhino Doors, the UK’s leading manufacturer of highperformance engineered doors, has made two new senior board level appointments. Jon Walter (left) joins the company as managing director, with extensive experience in senior leadership roles at manufacturing and engineering organisations in Germany, Switzerland, the UK, and the US. Matthew Richards (right) takes up the role of project engineering director, after spending over ten years in engineering project

GCRE names new CCO

management positions within the oil and gas industry. These new appointments come less than a year after the establishment of parent company, Rhino Engineering Group, and its subsidiaries, Rhino Site Systems and Rhino HySafe. Rhino Site Systems delivers premium door installation and maintenance services to organisations across multiple sectors, while Rhino HySafe is developing a range of ultrafast explosion relief products catering to the global hydrogen market.

Kelly Warburton has joined the Global Centre of Rail Excellence (GCRE) as chief commercial officer. Previously managing director of UK & Europe for Unipart Rail, Kelly began her rail industry career with Alstom in 2001. She joined NRS, now Unipart Rail, in 2004 and worked her way up through the commercial division before becoming a member of the Unipart Rail Board and Group leadership team. She is also a Board member of the Rail Industry Association (RIA) and judge of the Everywoman in Transport Programme. Kelly joins GCRE with a remit to develop and deliver the commercial strategy for GCRE, a £200 million infrastructure project that will transform the site of the former Nant Helen Opencast Mine and Onllwyn Washery at the head of the Dulais and Tawe Valleys in South Wales into a global hub for rolling stock and infrastructure testing, innovation, storage and maintenance. She said: “GCRE is a brilliant and much-needed project that will transform the local area and benefit the rail industry with purpose-built dynamic testing facilities for the UK and international market. I’m really proud to have been asked to join the team that is turning this vision in to reality.” GCRE was established by the Welsh Government as a Special Purpose Vehicle (SPV) in 2021 with an initial commitment of £50 million. The UK Government is expected to confirm a further £10 million for research and development along with capital funding of £20 million. An investment prospectus to attract private funding for the project is also in development ready for launch in the autumn of 2022

RIA Scotland announces chair and vice chair RIA Scotland, the voice of the Scottish rail supply community, has announced a new chair, Meirion Thomas of Arcadis, and vice chair, Campbell Braid of Siemens, to set the strategic direction of the group. RIA Scotland is the devolved national division of the Railway Industry Association, supporting rail suppliers across Scotland. RIA Scotland will support the industry through a range of activities including networking events and representing the sector to decision makers, and is part of RIA’s Nations & Regions Network, which aims to bring RIA’s work closer to where members live and work. Meirion Thomas (pictured left), chair of RIA Scotland, said: “I’m delighted to be appointed chair of RIA Scotland. RIA Scotland has already made great inroads, holding events across the country, publishing our manifesto last year ahead of the Holyrood elections and meeting with key decision makers, including Transport Minister Jenny Gilruth. “As chair, I’m really excited to build on this positive work, offering more events and networking sessions for RIA members, and advocating the views of rail suppliers to Scottish policy makers and stakeholders. I’m looking forward to the months and years ahead as we do even more to support the Scottish rail supply community.” Campbell Braid (pictured right), vice chair of RIA Scotland, said: “It’s great to be part of RIA Scotland, supporting RIA’s Nations & Regions Network roll out. Meirion and I look forward to meeting with RIA members

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across the country over the coming weeks and months, finding out more about how they are supporting the Scottish rail network, its passengers and freight users, and the wider economy.” David Clarke, RIA Scotland lead and UK technical director, said: “Congratulations to Meirion and Campbell on their appointments. It’s great to have their expertise and knowhow to help guide RIA Scotland’s activities.

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

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RAILSTAFF MAY - JUNE 2022

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Costain appoints new general coun- Skanska sel and company secretary welcomes new CFO

Costain has appointed Nicole Geoghegan as general counsel and company secretary, replacing Sharon Harris who is leaving the business in July. Nicole will start and join the executive board on 1 July.

Nicole has extensive infrastructure experience, covering the full asset lifecycle, and is an expert in public sector procurement and managing risk. Prior to this role, Nicole was general counsel and company secretary for High Speed Two (HS2) Ltd and before joining HS2 Nicole worked for a number of industrial and engineering businesses, beginning her career at a top Australian law firm. Alex Vaughan, Chief Executive Officer said, “Nicole brings valuable understanding and experience from a customer’s perspective, alongside expertise in

contracts, governance and risk management. She has a track record of improving revenue and profitability and I am delighted to welcome her to our team. Sharon leaves us after almost two years and I would like to thank her for the significant contribution that she has made and wish her a happy retirement.” Nicole commented, “I am excited to be joining Costain at such a transformative time for the company, industry and wider society. We have a huge opportunity to make infrastructure delivery more economic and efficient, to improve people’s lives and the environment, and I am looking forward to using my experience in support of this change.”

Amanda Squires appointed as new CEO at Watercress Line Heritage Railway Trust Watercress Line Heritage Railway Trust has appointed Amanda Squires as its new chief executive officer. Amanda joins the Trust from Brooklands Museum where, for the last four years, she has acted as chief operating officer and has excelled in the delivery of customer experience, achieving ambitious revenue targets and leading the museum’s daily operations. She will start in her new role as CEO at the Watercress Line on 1 August in what is a brand new position at the Railway. Amanda will be responsible for developing and implementing a strategic plan for the Watercress Line and for leading its delivery. By placing the visitor at the heart of the organisation, alongside our staff and volunteers, Amanda’s role will feed directly into the company’s goal of securing future growth of the Railway through strong commercial and financial performance. Speaking of her pride at her appointment as CEO, Amanda said: “I am honoured to have been chosen to become the first CEO of the Watercress Line and I’m delighted to have the opportunity to lead the organisation through its next exciting chapter. “I am really looking forward to working with staff, volunteers, members and partners to ensure the Watercress Line continues to thrive for future generations by building on its enviable history of success as a much-loved visitor attraction and nationally important heritage railway.”

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In her previous role at Brooklands Museum, an independent charitable trust in Weybridge, Surrey, Amanda developed a track-record of operational excellence and strong commercial performance. She successfully guided the company through the challenging Covid-19 pandemic through the delivery of a crisis survival strategy. Amanda also enjoyed an 11-year career at the Royal Albert Hall in London during which she held two roles: head of operations and latterly as director of building and operations. With a focus on ‘unforgettable visitor experiences’ Amanda excelled in this challenging role within the competitive tourism and culture industry. David Jones, Chair of Watercress Line Heritage Railway Trust, said: “I’m delighted Amanda is joining us. There is so much opportunity for all enterprises as they emerge from the challenges of the last few years. Her experience within the leisure, tourism and heritage sector is exceptional and we are all looking forward to working with her.” Alison Houghton, Chair of Mid-Hants Railway Ltd, added: “This is a really exciting time for the Watercress Line as we welcome Amanda to the team. Her extensive experience in the heritage leisure industry will ensure that the railway can thrive as a visitor attraction, whilst ensuring that preservation of this important part of Britain’s industrial heritage remains at the heart of everything we do. I am very much looking forward to working alongside her.”

Skanska UK has appointed Meliha Duymaz as chief financial officer and executive vice president. Meliha, an established finance leader with a breadth of experience across services, operations and major construction projects, will report to president and CEO, Gregor Craig and takes up her new post later this year. Meliha joins Skanska UK from Network Rail, where she is currently finance director for the eastern region running from London to Scotland, its largest regional business with 10,000 employees. In this role she has overseen a significant portion of Network Rail’s investment budget in multi-billionpound programmes and projects. Prior to this Meliha served as managing director for the Anglia Route, leading multifunctional teams responsible for infrastructure management and service delivery for some of the most intensely operated rail routes into London. Before joining Network Rail in 2012, Meliha worked for a diverse range of organisations including Serco and Huntsworth. Gregor Craig, president and CEO of Skanska UK said, “I am delighted that Meliha will be joining us, bringing with her a broad experience across a variety of sectors. We look forward to welcoming her to Skanska.” Meliha replaces current CFO Kelly Gangotra, who is leaving the business to take on a significant new opportunity outside the sector.

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We are hiring! NSAR Approved Trainers / Assessors Nationwide Career Opportunities Due to exciting growth and further expansion, Intertrain, part of City & Guilds, currently has several permanent vacancies for qualified NSAR Approved Trainers / Assessors.

We are opening new training centres nationally and we are keen to hear from you! We are looking for professional, committed, and passionate NSAR Approved Trainers / Assessors with solid occupational experience to join our team. Intertrain, part of City & Guilds, was established in 1997 and is the UK’s largest commercial railway infrastructure training provider, with training centres across the country. As part of your role, you will assess the learner’s progress and maintain accurate records of the assessments of learning carried out, the learner’s journey, achievements, and feedback. We offer full-time, permanent contracts. You will receive a competitive salary, life assurance cover, company car, and corporate bonus. You will also benefit from the additional leave during Christmas Shutdown. If you are interested in joining our expanding professional team, please apply by email with your CV: careers@cityandguilds.com or to apply online please visit: www.intertrain-careers.co.uk Some of our industry leading training centres are based in Doncaster, Warrington, Portsmouth, Bristol, Birmingham, Crayford, and London.

RailStaff - Issue 279 | May-June 2022

Articles inside

SPOTLIGHT RAILSTAFF AWARDS 2022: MEET THE INDEPENDENT JUDGES

RAIB ANNUAL REPORT - HIGHLIGHTS AND RECURRENT THEMES

CML: AN EQUAL OPPORTUNITY EMPLOYER

EXPERT COMMENTARY: PAUL MCGUNNIGLE-WHITE

SHEDDING THE STEREOTYPES AND TAKING CENTRE STAGE

WOMEN IN RAIL: WORKING FOR ALL