Our Diverse and Inclusive Culture

We’re continuing to build a more diverse and inclusive organisation representative of the passengers we serve.

We are becoming a company that is on the side of passengers and freight users.  To do this it is essential we become a more open, diverse and inclusive organisation, harnessing the skills and expertise of all our people and attracting the best talent to help us have a safe, accessible railway for everyone.

“We want to be on the side of the passengers and demonstrate our leadership across the rail industry. We will be an organisation that is easy to do business with, and one where our people are proud to work.

To achieve these ambitions, we will work to increase the diversity of our workforce so that we represent the passengers that we serve up and down the country – because everyone matters..”

Andrew Haines . Chief Executive Network Rail

A dedicated Diversity and Inclusion Sharepoint Site is available through the Network Rail website to provide our Supply Chain and Community with access to our latest strategies and reports on Diversity and Inclusion:

Network Rail seek to lead by example in this area and are working hard to ensure our workforce better represents our customers and society as a whole. We’re also growing gender and ethnicity diversity in our early entrant programmes, especially our graduate programme.

Our Diversity and Inclusion Values are implicit in our four values and by living these we demonstrate that everyone matters :

We fully support our supply chain to optimise the social and economic benefits that can be achieved through strong diversity and inclusion policies and further reading on our approach is available in our Everyone Matters Strategy:

• Network Rail Everyone Matters Strategy
• Network Rail Everyone Matters Strategy – Welsh

In North West and Central our Performance Measures contain metrics which seek to ensure that our supply chain share this commitment to diversity and inclusion to ensure that we not just meet the minimum expectations required of us as a client but that we look to exceed the baseline set by the DfT. The metrics would look for evidence of :

• Legislative Compliance and Training of workforce.
• Binary Data to evidence sustained progression against the minimum expectations set in the contract.
• Sharing of best practice and support of regional initiatives.

More diversity will facilitate more innovation and we will listen more and make sure that everyone is involved and respected, which will encourage an inclusive working environment that values everyone.