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With the growing recognition that companies must do more to increase diversity within their workforces, Tara Nolan, Global Railway Review’s Junior Editor, spoke to Nicola Hindle, Managing Director of Amey’s Consulting and Rail Business, to find out what inclusivity initiatives are currently in place at Amey.
Virgin Trains is now ‘JAM card friendly’, which has been extremely successful in Northern Ireland with over 20,000 cards in circulation and 2,000 app users.
Developing a recruitment strategy that includes, or focuses on, improving the diversity of a workforce is excellent – in theory. However, words are simple. Putting these strategies into action can be a little more complicated, especially in the rail sector where we are dominated by a white male workforce and,…
The National College for High Speed Rail is the main apprenticeship provider, with DB Cargo UK providing the technical driver training.
Extensive interest in this initiative resulted in almost 50 applications from across both Australia and New Zealand.
Ensuring unemployed individuals receive training and support to help them get on the job ladder is one of the commitments HS2 made in 2018.
When the rail industry discusses what a diverse workforce means, it is most commonly categorised by having a significant representation of women and individuals from BAME communities. However, it is rare for companies to consider, measure or actively pursue the less-talked-about aspects of diverse audiences.
Apprenticeships are central to Network Rail’s skills development strategy and the company is a supporter of reforms to make them more flexible.
Virgin Trains is the first train operator to adopt this kind of training approach, and it is hoped passenger experience during football season will benefit greatly from it.
The companies will expand their graduate and apprentice schemes, with a particular focus on diversity and inclusion, and aim to attract and develop the best talent to work within HS2 project delivery teams.
The ARA engaged BIS Oxford Economics to undertake a workforce capability analysis for the rail industry based on planned and forecasted rail infrastructure development.
MTR Crossrail HR Director, Alison Bell, ASLEF District Organiser, Nigel Gibson, and the drivers themselves explain how MTR and ASLEF quadrupled the number of female drivers in less than 12 months.
The Australasian Railway Association (ARA) has announced that a new five-year contract has been awarded for the delivery of the ‘Rail Industry Worker Program’ (‘RIW’), the ARA’s national competency management system, on the back of an extensive tender process undertaken by key rail industry organisations.
At InnoTrans 2018, Bombardier Transportation signed a Memorandum of Understanding (MoU) with 'MIGHT' - the Malaysian Industry Government Group for High Technology - outlining their collaboration on developing home-grown rail industry expertise over the next year.
InnoTrans 2018 has given an entire hall to Careers and Education to inspire the next generation of transport employees, running from 18-21 September.
