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On Track with

Diversity 2012 Summary

New Cross Gate New Deal for Communities



^>&ŚĂƐĂŐĞŶƵŝŶĞĐŽŵŵŝƚŵĞŶƚƚŽƚŚĞ ŝŵƉůĞŵĞŶƚĂƟŽŶŽĨĞƋƵĂůŽƉƉŽƌƚƵŶŝƟĞƐŝŶƚŚĞ ƌĂŝůǁĂLJŝŶĚƵƐƚƌLJ͘zĞƚĂŵŽŶŐƐƚƚƌĂŝŶĚƌŝǀĞƌƐŝŶ ƌŝƚĂŝŶ͕ŵŽƐƚŽĨǁŚŽŵĂƌĞ^>&ŵĞŵďĞƌƐ͕ƚŚĞǀĂƐƚ ŵĂũŽƌŝƚLJĂƌĞǁŚŝƚĞ͕ŵĂůĞĂŶĚŵŝĚĚůĞͲĂŐĞĚ͘ dŽƵŶĚĞƌƐƚĂŶĚĂŶĚŚŽƉĞĨƵůůLJĐŽƌƌĞĐƚƚŚŝƐůĂĐŬŽĨ ĚŝǀĞƌƐŝƚLJ͕^>&ĐŽŵŵŝƐƐŝŽŶĞĚĂŶŝŶĚĞƉĞŶĚĞŶƚƌĞƉŽƌƚ ĨƌŽŵƚŚĞ/ŶƐƟƚƵƚĞŽĨŵƉůŽLJŵĞŶƚZŝŐŚƚƐ͘dŚĞĂŝŵƐŽĨ ƚŚĞƌĞƉŽƌƚĂƌĞƚŽĐŽŶƐŝĚĞƌƚŚĞĐƵƌƌĞŶƚƐŝƚƵĂƟŽŶ͕ƌĞǀŝĞǁ ƚŚĞĚĂƚĂĂŶĚƚƌĞŶĚƐ͕ĂŶĂůLJƐĞƚŚĞŝŶĨŽƌŵĂƟŽŶĂŶĚŵĂŬĞ ƌĞĐŽŵŵĞŶĚĂƟŽŶƐƌĞŐĂƌĚŝŶŐǁŚĂƚƐƚĞƉƐ^>&ŵŝŐŚƚ ƚĂŬĞƚŽŝŶĐƌĞĂƐĞĚŝǀĞƌƐŝƚLJǁŝƚŚŝŶƚŚĞŐƌĂĚĞŽĨƚƌĂŝŶĚƌŝǀĞƌ ĂŶĚŝŶƚƵƌŶƚŽŝŶĐƌĞĂƐĞƚŚĞĚŝǀĞƌƐŝƚLJŽĨŝƚƐŵĞŵďĞƌƐŚŝƉ͘ /ŶƚŚĂƚƌĞƉŽƌƚƚŚĞĂƵƚŚŽƌ͕DƵƌŝĞůZŽďŝƐŽŶ͕ĂŶ ŝŶĚĞƉĞŶĚĞŶƚůĞŐĂůƉƌŽĨĞƐƐŝŽŶĂůǁŝƚŚĂŶĂƵƚŚŽƌŝƚĂƟǀĞ ďĂĐŬŐƌŽƵŶĚŝŶĞƋƵĂůŝƚLJůĂǁ͕ŵĂŬĞƐĂƐĞƌŝĞƐŽĨ ƌĞĐŽŵŵĞŶĚĂƟŽŶƐ͘dŚŝƐŝƐĂƐƵŵŵĂƌLJŽĨƚŚĂƚƌĞƉŽƌƚ͕ ƉƌŽǀŝĚŝŶŐĂďƌŝĞĨŽǀĞƌǀŝĞǁŽĨǁŚĂƚƚŚĞƵŶŝŽŶ͕ƚŚĞ

ĞŵƉůŽLJĞƌƐĂŶĚƚŚĞƌĞŐƵůĂƚŽƌLJďŽĚŝĞƐŵŝŐŚƚĚŽƚŽ ĞŶƐƵƌĞƚŚĞŝŶĚƵƐƚƌLJƌĞŵĂŝŶƐŽŶƚƌĂĐŬǁŝƚŚĚŝǀĞƌƐŝƚLJ͘

…this is more than a detailed, probing and intelligent research document. It is a valuable tool ASLEF can use in a worthwhile campaign. It does not merely define problems: it offers solutions and it maps out what we can do to ensure that companies act positively to recruit women and ethnic minorities to the grades we represent.

DŝĐŬtŚĞůĂŶ ^>&'ĞŶĞƌĂů^ĞĐƌĞƚĂƌLJ


Executive Summary /Ŷ ƌĞǀŝĞǁŝŶŐ ƚŚĞ ĐƵƌƌĞŶƚ ƐŝƚƵĂƟŽŶ͕ ƚŚĞ ƌĞƉŽƌƚ ĨŽĐƵƐĞƐ ŽŶ ƚŚĞ ƌĞĐƌƵŝƚŵĞŶƚ ĂŶĚ ƐĞůĞĐƟŽŶ ŵĞƚŚŽĚƐ ĂŶĚ ƉƌŽĐĞĚƵƌĞƐ ƵƐĞĚ ďLJ ƚƌĂŝŶ ŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐ͘ /ƚ ĐŽŶƐŝĚĞƌƐ ǁŚĞƚŚĞƌ ƚŚĞ ĐƵƌƌĞŶƚ ĂƉƉƌŽĂĐŚ ŽƉĞƌĂƚĞƐ ĂŐĂŝŶƐƚƚŚĞĞŵƉůŽLJŵĞŶƚŽĨǁŽŵĞŶŽƌƉĞŽƉůĞĨƌŽŵďĂĐŬĂŶĚĞƚŚŶŝĐŵŝŶŽƌŝƚLJ;DͿďĂĐŬŐƌŽƵŶĚƐ͘ Historical KŶĞŽďǀŝŽƵƐĞdžƉůĂŶĂƟŽŶǁŚLJŵŽƐƚƚƌĂŝŶĚƌŝǀĞƌƐĂƌĞǁŚŝƚĞ͕ŵŝĚĚůĞͲĂŐĞĚŵĞŶŝƐŚŝƐƚŽƌŝĐĂů͘dŚĞƌĞǁĂƐŶŽ ĞdžƉĞĐƚĂƟŽŶ͕ƉƌŝŽƌƚŽƚŚĞŶĂƟŽŶĂůŝƐĂƟŽŶŽĨƌŝƟƐŚZĂŝůǁĂLJƐŝŶϭϵϰϴ͕ƚŚĂƚǁŽŵĞŶǁŽƵůĚďĞĞŵƉůŽLJĞĚŝŶ ŵĂŶƵĂůŝŶĚƵƐƚƌŝĞƐ͘/ƚǁĂƐŝŶĨĂĐƚŶŽƚƵŶƟůĂŌĞƌƚŚĞƉĂƐƐŝŶŐŽĨƚŚĞ^ĞdžŝƐĐƌŝŵŝŶĂƟŽŶĐƚƚŚĂƚƌŝƚĂŝŶƐĂǁ ŝƚƐĮƌƐƚǁŽŵĂŶƚƌĂŝŶĚƌŝǀĞƌĂŶĚ>ŽŶĚŽŶŝƚƐĮƌƐƚǁŽŵĂŶƚƵďĞĚƌŝǀĞƌ͘dŚĞƐƚĞƌĞŽƚLJƉŝĐĂůŝŵĂŐĞŽĨƚŚĞƚƌĂŝŶ ĚƌŝǀĞƌĂƐĂǁŚŝƚĞŵĂŶŝŶĚŝƌƚLJŽǀĞƌĂůůƐƌĞŵĂŝŶƐĂůůƉĞƌǀĂĚŝŶŐ͘dŚĞƐĞĐƚŽƌŝƐůŝǀŝŶŐǁŝƚŚƚŚĞůĞŐĂĐLJŽĨƚŚĂƚ ŚŝƐƚŽƌŝĐĂůĂŶŽŵĂůLJ͘ ůƚŚŽƵŐŚƚŚĞƌĂŝůŝŶĚƵƐƚƌLJďĞŶĞĮƚĞĚĨƌŽŵĂŶŝŶŇƵdžŽĨŝŵŵŝŐƌĂŶƚƐŝŶƚŚĞůĂƚĞϭϵϱϬƐĂŶĚDƌĞƉƌĞƐĞŶƚĂƟŽŶ ĂŵŽŶŐƚƌĂŝŶĚƌŝǀĞƌƐŝŶĐƌĞĂƐĞĚĂƐĂƌĞƐƵůƚŽĨƚŚĞϭϵϴϴdƌĂŝŶƌĞǁŽŶĐĞƉƚ͕ǁŚŝĐŚƐĂǁŵĂŶLJŵŽǀĞĨƌŽŵƚŚĞ ďĂĐŬŽĨƚŚĞƚƌĂŝŶĂƐĂŐƵĂƌĚƚŽƚŚĞĨƌŽŶƚĂƐĂĚƌŝǀĞƌ͕ƚŚĞƌĞƉƌĞƐĞŶƚĂƟŽŶŽĨDƌĞŵĂŝŶƐǁŽĞĨƵůůLJůŽǁ͘ ƵƌƌĞŶƚůLJŽŶůLJϰ͘ϮйŽĨƚƌĂŝŶĚƌŝǀĞƌƐĂƌĞǁŽŵĞŶĂŶĚŽŶůLJϰ͘ϵйĂƌĞĨƌŽŵDĐŽŵŵƵŶŝƟĞƐ͘DĂŶLJƚƌĂŝŶĂŶĚ ĨƌĞŝŐŚƚŽƉĞƌĂƟŶŐĐŽŵƉĂŶŝĞƐĞŵƉůŽLJŶŽǁŽŵĞŶŽƌDƉĞŽƉůĞĂƚĂůů͘KƚŚĞƌƐŚĂǀĞĂŵƵĐŚďĞƩĞƌƌĞĐŽƌĚ͕ ǁŝƚŚƐŽŵĞĐŽŵƉĂŶŝĞƐŽƉĞƌĂƟŶŐŝŶƚŚĞƐŽƵƚŚǁŝƚŚϭϬйĨĞŵĂůĞĂŶĚϮϬйD͘ Why so few? tĞůŽŽŬĞĚĂƚǁŚLJƐŽĨĞǁǁŽŵĞŶĂŶĚDǁŽƌŬĂƐƚƌĂŝŶĚƌŝǀĞƌƐǁŚĞŶƚŚĞƉƌŽƉŽƌƟŽŶŽĨǁŽŵĞŶĂŶĚD ŵĞŵďĞƌƐŝƐŝŶĐƌĞĂƐŝŶŐŝŶŵŽƐƚŽƚŚĞƌǁŚŝƚĞ͕ŵĂůĞĚŽŵŝŶĂƚĞĚŝŶĚƵƐƚƌŝĞƐ͘tŚŝůĞĐŽŶƐŝĚĞƌĂƟŽŶǁĂƐŐŝǀĞŶ ƚŽƚŚĞƌĞĐƌƵŝƚŵĞŶƚƉƌŽĐĞƐƐĨŽƌƚƌĂŝŶĚƌŝǀĞƌƐ͕ŝƚŝƐĐůĞĂƌƚŚĂƚƚŚĞƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶĐĂŶŶŽƚďĞĞdžƉůĂŝŶĞĚ ƚŽ ĂŶLJ ƐŝŐŶŝĮĐĂŶƚ ĞdžƚĞŶƚ ďLJ ŇĂǁƐ ŝŶ ƚŚĂƚ ƉƌŽĐĞƐƐ͘ ůƚŚŽƵŐŚ ĐŽŶĐĞƌŶƐ ŚĂǀĞ ďĞĞŶ ĞdžƉƌĞƐƐĞĚ ŝŶ ƉƌĞǀŝŽƵƐ ƌĞƐĞĂƌĐŚ ĂďŽƵƚ ĂƐƉĞĐƚƐ ŽĨ ƚŚĞ ƚĞƐƚƐ ƵŶĚĞƌƚĂŬĞŶ Ăƚ ĂƐƐĞƐƐŵĞŶƚ ĐĞŶƚƌĞƐ ĂŶĚ ƚŚĞ ĞdžƚĞŶƚ ƚŽ ǁŚŝĐŚ ƚŚĞƐĞ ŵŝŐŚƚŝŶĂƉƉƌŽƉƌŝĂƚĞůLJĚŝƐĂĚǀĂŶƚĂŐĞǁŽŵĞŶĂŶĚDƉĞŽƉůĞĚŝƐƉƌŽƉŽƌƟŽŶĂƚĞůLJ͕ƐƵĐŚĐŽŶĐĞƌŶƐĂƌĞďĞŝŶŐ ĂĚĚƌĞƐƐĞĚƚŚƌŽƵŐŚƚŚĞZĂŝů^ĂĨĞƚLJĂŶĚ^ƚĂŶĚĂƌĚƐŽĂƌĚ;Z^^ͿƌŝǀĞƌ^ĞůĞĐƟŽŶ'ŽǀĞƌŶĂŶĐĞ'ƌŽƵƉǁŚŝĐŚ ŝƐŵŽŶŝƚŽƌŝŶŐƚŚĞƐŝƚƵĂƟŽŶ͘EŽƌĐĂŶĂŶLJŇĂǁƐŽƌĚŝƐĐƌŝŵŝŶĂƟŽŶĂƚƚŚĞƐƚĂŐĞŽĨƚŚĞŝŶƚĞƌǀŝĞǁĞdžƉůĂŝŶƚŚĞ ĞdžƚĞŶƚŽĨƚŚĞƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ͘ dŚĞŽďǀŝŽƵƐĞdžƉůĂŶĂƟŽŶŝƐƚŚĂƚǀĞƌLJĨĞǁǁŽŵĞŶĂŶĚDƉĞŽƉůĞ ĂĐƚƵĂůůLJĂƉƉůLJŝŶƚŚĞĮƌƐƚƉůĂĐĞ͘ /ƚŝƐĞĂƐLJƚŚĞŶƚŽĚŝƐŵŝƐƐƚŚĞŝƐƐƵĞĂƐĂŵĂƩĞƌŽĨĐŚŽŝĐĞ͕ďƵƚƚŚĞƌĞĂůŶƵďŽĨƚŚĞƋƵĞƐƟŽŶŝƐǁŚLJĚŽǁŽŵĞŶ ĂŶĚDƉĞŽƉůĞŶŽƚĐŚŽƐĞƚŽĂƉƉůLJ͍tĞƐƵŐŐĞƐƚƐŽŵĞƚĞŶƚĂƟǀĞĂŶƐǁĞƌƐƚŽƚŚĂƚďĂƐĞĚŽŶŽƵƌƌĞƐĞĂƌĐŚ ĨŽƌƚŚŝƐƉƌŽũĞĐƚ͕ǁŚŝĐŚŝŶĐůƵĚĞĚĂƐƵƌǀĞLJŽĨĂůůƚƌĂŝŶĂŶĚĨƌĞŝŐŚƚŽƉĞƌĂƟŶŐĐŽŵƉĂŶŝĞƐĂŶĚŝŶƚĞƌǀŝĞǁƐǁŝƚŚ ĂŶƵŵďĞƌŽĨĐŽŵƉĂŶŝĞƐ͘ /ƚŝƐĐůĞĂƌƚŚĂƚǁŽŵĞŶĂƌĞŶŽƚĂƩƌĂĐƚĞĚƚŽƚŚĞƌĂŝůƐĞĐƚŽƌ͘tŚLJ͍tĞďĞůŝĞǀĞŝƚŝƐĚƵĞ ƚŽƚŚĞƚƌĂĚŝƟŽŶĂůŝŵĂŐĞŽĨƚŚĞƚƌĂŝŶĚƌŝǀĞƌ͕ĂŶŝŵĂŐĞƌĞŝŶĨŽƌĐĞĚĨƌŽŵĐŚŝůĚŚŽŽĚ͘ tŽŵĞŶĂƌĞƉƵƚŽīďLJƚŚĞĨĂĐƚƚŚĂƚƚŚĞŵĂũŽƌŝƚLJŽĨƚŚĞŝƌǁŽƌŬĐŽůůĞĂŐƵĞƐǁŝůůďĞ ŵĞŶ͘ŶĚǁŚŝůĞŝƚŝƐŝŶĞǀŝƚĂďůLJƚƌƵĞƚŚĂƚǁŽŵĞŶƚƌĂŝŶĚƌŝǀĞƌƐǁŝůůǁŽƌŬĂůŽŶŐƐŝĚĞ ĨĞǁĨĞŵĂůĞĐŽůůĞĂŐƵĞƐ͕ƚŚŝƐŵĞĂŶƐƚŚĂƚƚŚĞƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶŽĨǁŽŵĞŶŝƐ ŽĨĐŽƵƌƐĞƐĞůĨͲƉĞƌƉĞƚƵĂƟŶŐ͘tŽŵĞŶĂƌĞĂůƐŽƉƵƚŽīďLJƚŚĞŝŵĂŐĞŽĨƚŚĞƌŽůĞ ĂƐĂĚŝƌƚLJ͕ƉŚLJƐŝĐĂůŵĞĐŚĂŶŝĐĂůũŽď͘,ŽǁĞǀĞƌ͕ƚŚĂƚƚƌĂĚŝƟŽŶĂůŝŵĂŐĞŽĨƚŚĞƚƌĂŝŶ ĚƌŝǀŝŶŐƌŽůĞŶŽůŽŶŐĞƌŚŽůĚƐƚƌƵĞ͘tŚŝůĞƚŚĞũŽďŽĨĂƚƌĂŝŶĚƌŝǀĞƌŝƐƐƟůůĂƚĞĐŚŶŝĐĂů ŽŶĞ͕ŝƚŝƐŶŽůŽŶŐĞƌƚŚĞŐƌŝŵLJ͕ƉŚLJƐŝĐĂůũŽďƐŝƚŽŶĐĞǁĂƐ͘ KŶĞ ƉĂƌƟĐƵůĂƌ ŝƐƐƵĞ ǁŚŝĐŚ ǁĂƐ ŚŝŐŚůŝŐŚƚĞĚ ďLJ ƚŚĞ ƌĞƐĞĂƌĐŚ ŝƐ ƚŚĞ ůŝŵŝƚĞĚ ĂǀĂŝůĂďŝůŝƚLJŽĨƉĂƌƚͲƟŵĞǁŽƌŬ͘,ŝƐƚŽƌŝĐĂůůLJ^>&ŚĂƐŶŽƚƐĂŶĐƟŽŶĞĚƉĂƌƚƟŵĞ ǁŽƌŬŝŶŐďĞĐĂƵƐĞŽĨĂĐŽŶĐĞƌŶƚŚĂƚƚŚŝƐǁŽƵůĚďĞŵŝƐƵƐĞĚďLJĞŵƉůŽLJĞƌƐĂŶĚ ŚĂǀĞĂŶĞŐĂƟǀĞŝŵƉĂĐƚŽŶƚŚĞƚĞƌŵƐĂŶĚĐŽŶĚŝƟŽŶƐŽĨŝƚƐŵĞŵďĞƌƐ͘,ŽǁĞǀĞƌ ƌĞƐĞĂƌĐŚĨƌŽŵĂůŵŽƐƚĞǀĞƌLJŽƚŚĞƌƐĞĐƚŽƌŝŶĚŝĐĂƚĞƐƚŚĂƚĂƌĞƋƵŝƌĞŵĞŶƚƚŽǁŽƌŬ ĨƵůůͲƟŵĞĂĐƚƐĂƐĂĚĞƚĞƌƌĞŶƚƚŽĨĞŵĂůĞĂƉƉůŝĐĂŶƚƐ͘ƵƚƉĂƌƚƟŵĞǁŽƌŬŝŶŐŵĞĂŶƐ ĚŝīĞƌĞŶƚƚŚŝŶŐƐƚŽĚŝīĞƌĞŶƚƉĞŽƉůĞ͘tĞďĞůŝĞǀĞƚŚŝƐƌĞƉŽƌƚŝĚĞŶƟĮĞƐǁĂLJƐŝŶ

// On Track with Diversity 2012


ǁŚŝĐŚ ƐƉĞĐŝĮĐ ƉĂƩĞƌŶƐ ŽĨ ƉĂƌƚ ƟŵĞ ǁŽƌŬŝŶŐ ĐĂŶ ďĞ ŶĞŐŽƟĂƚĞĚ ǁŚŝĐŚ ĚŽ ŶŽƚ ƵŶĚĞƌŵŝŶĞ ĞƐƚĂďůŝƐŚŵĞŶƚ ĮŐƵƌĞƐ ĂŶĚ ǁŚŝĐŚ ĐŽƵůĚ ǁŽƌŬ͘DŽƌĞŽǀĞƌ͕ůĞŐŝƐůĂƟŽŶŶŽůŽŶŐĞƌĂůůŽǁƐƉĂƌƚƟŵĞǁŽƌŬĞƌƐƚŽďĞ ĞŵƉůŽLJĞĚŽŶŝŶĨĞƌŝŽƌĐŽŶĚŝƟŽŶƐƚŽƚŚŽƐĞŝŶĨƵůůƟŵĞĞŵƉůŽLJŵĞŶƚ͘ ůĞĂƌůLJ͕ ƚŚĞ ůĂĐŬ ŽĨ ƉĂƌƚͲƟŵĞ ǁŽƌŬ ĚŽĞƐ ŶŽƚ ĞdžƉůĂŝŶ ƚŚĞ ĨĂĐƚ ƚŚĂƚ ĚŝƐƉƌŽƉŽƌƟŽŶĂƚĞůLJ ĨĞǁ D ŵĞŶ ĂƉƉůLJ ĨŽƌ ƚƌĂŝŶ ĚƌŝǀŝŶŐ ũŽďƐ͘ Ƶƚ ĂŐĂŝŶ͕ŝŵĂŐĞŝƐŝŵƉŽƌƚĂŶƚ͘dŚĞĐƵƌƌĞŶƚŝŵĂŐĞŽĨƚŚĞƚƌĂŝŶĚƌŝǀĞƌŝƐŽĨĂ ǁŚŝƚĞŵĂŶƐŽƚŚĞƌĞŝƐĂŶĂďƐĞŶĐĞŽĨƌŽůĞŵŽĚĞůƐŝŶŵĂŶLJŽĨƚŚĞƚƌĂŝŶ ŽƉĞƌĂƟŶŐĐŽŵƉĂŶŝĞƐƚŽŝŶĚŝĐĂƚĞƚŚĂƚDƉĞŽƉůĞǁŝůůďĞǁĞůĐŽŵĞ͘ &ƵƌƚŚĞƌ͕ ƚŚĞƌĞ ǁĞƌĞ ŝŶĚŝĐĂƟŽŶƐ ĨƌŽŵ ŽƵƌ ƌĞƐĞĂƌĐŚ ƚŚĂƚ ĨŽƌ ĐƵůƚƵƌĂů ƌĞĂƐŽŶƐƚŚĞƚƌĂŝŶĚƌŝǀŝŶŐƌŽůĞŝƐŶŽƚŽŶĞǁŚŝĐŚƉĂƌĞŶƚƐĨƌŽŵĐĞƌƚĂŝŶ DĐŽŵŵƵŶŝƟĞƐǁŽƵůĚĞŶĐŽƵƌĂŐĞƚŚĞŝƌĐŚŝůĚƌĞŶƚŽĂƐƉŝƌĞƚŽ͕ĂƐŝƚŝƐƉĞƌĐĞŝǀĞĚƚŽŚĂǀĞĂůŽǁůLJƐƚĂƚƵƐ͘dŚĂƚ ŽĨĐŽƵƌƐĞŝƐŝŶĐŽŶƚƌĂƐƚǁŝƚŚƚŚĞǁĞůůͲƉĂŝĚ͕ƉƌŽĨĞƐƐŝŽŶĂůĂŶĚƚĞĐŚŶŝĐĂůũŽďǁŚŝĐŚŝƚŚĂƐŶŽǁďĞĐŽŵĞ͘ Equality Act dŚĞ ƋƵĂůŝƚLJ Đƚ ϮϬϭϬ ŶŽƚ ŽŶůLJ ďĂŶƐ ĚŝƐĐƌŝŵŝŶĂƟŽŶ ďĞĐĂƵƐĞ ŽĨ ƐĞdž Žƌ ƌĂĐĞ͕ ďƵƚ ŝƚ ĂůƐŽ ŵĂŬĞƐ ŐƌĞĂƚĞƌ ƉƌŽǀŝƐŝŽŶƚŚĂŶďĞĨŽƌĞƚŽƵŶĚĞƌƚĂŬĞƉŽƐŝƟǀĞĂĐƟŽŶŝŶŝƟĂƟǀĞƐŝŶŽƌĚĞƌƚŽĂĚĚƌĞƐƐƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ͘ ŽŵƉĂŶŝĞƐĂƌĞƉĞƌŵŝƩĞĚ;ĂůƚŚŽƵŐŚŶŽƚŽďůŝŐĞĚͿƚŽƚĂƌŐĞƚǁŽŵĞŶĂŶĚDƉĞŽƉůĞŝŶƉĂƌƟĐƵůĂƌďLJƚĂŬŝŶŐ ƐƉĞĐŝĂů ŵĞĂƐƵƌĞƐ ƐƵĐŚ ĂƐ ĞŶĐŽƵƌĂŐŝŶŐ ǁŽŵĞŶ ĂŶĚ D ƉĞŽƉůĞ ƚŽ ĂƉƉůLJ ĨŽƌ ũŽďƐ͕ ƐƚĂŐŝŶŐ ĞǀĞŶƚƐ ĂŶĚ ƚƌĂŝŶŝŶŐĐŽƵƌƐĞƐǁŚŝĐŚĨŽĐƵƐŽŶƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĞĚŐƌŽƵƉƐ͘ &ƵƌƚŚĞƌ͕ ƚŚĞ ƋƵĂůŝƚLJ Đƚ ϮϬϭϬ ŝŵƉůĞŵĞŶƚƐ ƚŚĞ WƵďůŝĐ ^ĞĐƚŽƌ ƋƵĂůŝƚLJ ƵƚLJ ǁŚŝĐŚ ŽďůŝŐĞƐ ƚŚŽƐĞ ŽƌŐĂŶŝƐĂƟŽŶƐǁŚŽĐĂƌƌLJŽƵƚƉƵďůŝĐĨƵŶĐƟŽŶƐ͕ƐƵĐŚĂƐƚƌĂŝŶŽƉĞƌĂƟŶŐĐŽŵƉĂŶŝĞƐŝŶƚŚĞƉƵďůŝĐƐĞĐƚŽƌ͕ ŐŽǀĞƌŶŵĞŶƚ ƌĞŐƵůĂƚŽƌƐ ĂŶĚ ŐŽǀĞƌŶŵĞŶƚ ĚĞƉĂƌƚŵĞŶƚƐ ǁŚŝĐŚ ŝƐƐƵĞƐ ĨƌĂŶĐŚŝƐĞƐ͕ ƚŽ ŐŝǀĞ ƐĞƌŝŽƵƐ ĐŽŶƐŝĚĞƌĂƟŽŶƚŽǁŚĂƚƐƚĞƉƐƚŚĞLJĐĂŶƚĂŬĞƚŽĂĚǀĂŶĐĞĞƋƵĂůŝƚLJŽĨŽƉƉŽƌƚƵŶŝƚLJ͕ǁŚŝĐŚŝŶĐůƵĚĞƐƉŽƐŝƟǀĞ ĂĐƟŽŶŵĞĂƐƵƌĞƐƚŽĂĚĚƌĞƐƐƵŶĚĞƌͲƌĞƉƌĞƐĞŶƚĂƟŽŶ͘ dŚĞƌĞĂƌĞĂŶƵŵďĞƌŽĨƚƌĂŝŶŽƉĞƌĂƟŶŐĐŽŵƉĂŶŝĞƐǁŚŝĐŚŚĂǀĞƚĂŬĞŶĂĚǀĂŶƚĂŐĞŽĨƉŽƐŝƟǀĞĂĐƟŽŶŝŶŝƟĂƟǀĞƐ ƚŽƚƌLJƚŽĞŶĐŽƵƌĂŐĞǁŽŵĞŶĂŶĚDƉĞŽƉůĞƚŽĂƉƉůLJ͘dŚĞƐĞŝŶŝƟĂƟǀĞƐŚĂǀĞŝŶĐůƵĚĞĚĂĚǀĞƌƚƐǁŚŝĐŚĂƌĞ ĚĞƐŝŐŶĞĚƚŽƉƌĞƐĞŶƚĐŽŵƉĂŶŝĞƐĂƐŝŶĐůƵƐŝǀĞĂŶĚǁĞůĐŽŵŝŶŐ͖ĂĚǀĞƌƚƐƚĂƌŐĞƚĞĚƐƉĞĐŝĮĐĂůůLJĂƚǁŽŵĞŶĂŶĚ ƉůĂĐĞĚǁŚĞƌĞǁŽŵĞŶĂƌĞůŝŬĞůLJƚŽƌĞĂĚƚŚĞŵ͖ĞǀĞŶƚƐĂŶĚŽƉĞŶĚĂLJƐƚŽĞŶĐŽƵƌĂŐĞǁŽŵĞŶĂŶĚDƉĞŽƉůĞ ƚŽĂƉƉůLJ͖ĞŶƐƵƌŝŶŐƚŚĂƚŝŶƚĞƌǀŝĞǁƉĂŶĞůƐĂƌĞƚƌĂŝŶĞĚŝŶƉƌĞǀĞŶƟŶŐďŝĂƐĂŶĚŝŶƚĞƌŶĂůƌĞĐƌƵŝƚŵĞŶƚƐƚƌĂƚĞŐŝĞƐ ǁŚŝĐŚŵĞĂŶƐƌĞĐƌƵŝƟŶŐĨƌŽŵĂŵŽƌĞĚŝǀĞƌƐĞƉŽŽů͘ 'ŝǀĞŶƚŚĂƚďĂĐŬŐƌŽƵŶĚ͕ǁĞŐĂǀĞƐŽŵĞĐŽŶƐŝĚĞƌĂƟŽŶƚŽǁŚĂƚƐƚĞƉƐ^>&ĂƐĂƵŶŝŽŶĐŽƵůĚƚŽƚĂŬĞƚŽƚƌLJ ƚŽŝŶĐƌĞĂƐĞĚŝǀĞƌƐŝƚLJĂŵŽŶŐƐƚƚƌĂŝŶĚƌŝǀĞƌƐ͘ůĞĂƌůLJ͕ƚŚĞďƵĐŬƐƚŽƉƐǁŝƚŚƚŚĞƚƌĂŝŶĂŶĚĨƌĞŝŐŚƚŽƉĞƌĂƟŶŐ ĐŽŵƉĂŶŝĞƐƚŚĞŵƐĞůǀĞƐǁŚŽĂƌĞƌĞƐƉŽŶƐŝďůĞĨŽƌƌĞĐƌƵŝƚŵĞŶƚ͘,ŽǁĞǀĞƌ͕ƚŚĞƌĞĂƌĞĂŶƵŵďĞƌŽĨŝŶŝƟĂƟǀĞƐ ǁŚŝĐŚ^>&ĐĂŶĐŽŶƐŝĚĞƌ͕ƐƵĐŚĂƐƌĂŝƐŝŶŐĂǁĂƌĞŶĞƐƐŽĨƚŚĞŝŵƉŽƌƚĂŶĐĞŽĨĞƋƵĂůŝƚLJĂŶĚĚŝǀĞƌƐŝƚLJŝƐƐƵĞƐ ĂŵŽŶŐ ƐƚĂī ĂŶĚ ŵĞŵďĞƌƐŚŝƉ͕ ĞŶĐŽƵƌĂŐŝŶŐ ŵŽƌĞ ǁŽŵĞŶ ĂŶĚ D ŵĞŵďĞƌƐ ƚŽ ďĞ ĂĐƟǀĞ ǁŝƚŚŝŶ ƚŚĞ ƵŶŝŽŶ ĂŶĚ ĐŽŶƐŝĚĞƌŝŶŐ ǁŚĞƚŚĞƌ ^>& ĐŽƵůĚ ƐƵƉƉŽƌƚ Ă ůŝŵŝƚĞĚ ĨŽƌŵ ŽĨ ƉĂƌƚͲƟŵĞ ǁŽƌŬŝŶŐ͘ tĞ ŚĂǀĞ ƌĞĐŽŵŵĞŶĚĞĚƚŽŽƚŚĂƚ^>&ǁŽƌŬŝŶƉĂƌƚŶĞƌƐŚŝƉǁŝƚŚ ƚŚĞƚƌĂŝŶĂŶĚĨƌĞŝŐŚƚŽƉĞƌĂƟŶŐĐŽŵƉĂŶŝĞƐƚŽƐƵƉƉŽƌƚĂŶLJ ƉŽƐŝƟǀĞĂĐƟŽŶŝŶŝƟĂƟǀĞƐǁŚŝĐŚƚŚĞLJŵĂLJďĞĞŶĐŽƵƌĂŐĞĚ ƚŽ ŝŵƉůĞŵĞŶƚ͘ ŽŶƐŝĚĞƌĂƟŽŶ ĐĂŶ ĂůƐŽ ďĞ ŐŝǀĞŶ ƚŽ ǁŚĞƚŚĞƌ ƚŚŽƐĞ ŐŽǀĞƌŶŵĞŶƚĂů ĂŶĚ ƋƵĂƐŝͲŐŽǀĞƌŶŵĞŶƚĂů ŽƌŐĂŶŝƐĂƟŽŶƐŽƉĞƌĂƟŶŐŝŶƚŚĞƌĂŝůŝŶĚƵƐƚƌLJĐĂŶďĞĐĂůůĞĚ ƚŽ ĂĐĐŽƵŶƚ ĨŽƌ ƚŚĞ ƐƚĞƉƐ ƚŚĞLJ ŚĂǀĞ ŝŵƉůĞŵĞŶƚĞĚ ƚŽ ĐŽŵƉůLJǁŝƚŚƚŚĞWƵďůŝĐ^ĞĐƚŽƌƋƵĂůŝƚLJƵƚLJ͘ Monitor and Assess KǀĞƌ ƚŚĞ ĐŽŵŝŶŐ ŵŽŶƚŚƐ͕ ǁĞ ǁŝůů ĐŽŶƟŶƵĞ ƚŽ ǁŽƌŬ ǁŝƚŚ ^>& ƚŽ ŵŽŶŝƚŽƌ ĂŶĚ ĂƐƐĞƐƐ ƚŚĞ ĞdžƚĞŶƚ ƚŽ ǁŚŝĐŚ ŽƵƌ ƌĞĐŽŵŵĞŶĚĂƟŽŶƐ ŚĂǀĞ ďĞĞŶ ŝŵƉůĞŵĞŶƚĞĚ ĂŶĚ ƚŽ ĐƌŝƟĐĂůůLJ ĞdžĂŵŝŶĞ ǁŚĂƚ ĨƵƌƚŚĞƌ ĂĐƟŽŶ ĐĂŶ ďĞ ƚĂŬĞŶ ƚŽ ĞŶƐƵƌĞƚŚĞŝŶĚƵƐƚƌLJƌĞŵĂŝŶƐŽŶƚƌĂĐŬǁŝƚŚĚŝǀĞƌƐŝƚLJ͘

// On Track with Diversity 2012


Summary of recommendations for union action: 1

To promote the importance of diversity and equality among staff and representatives

2

To show leadership in order to gain support for equality initiatives

3

To encourage more women and BEM members to be active within the union

4

To raise awareness of the importance of equality and diversity among the membership generally

5

To undertake an awareness raising campaign to challenge the stereotype of the train driver and to educate the public about the modern train driver role

6

To consider putting equality and diversity issues at the heart of the union’s negotiating agenda

7

To consider revising the unions Charter to promote the value of part-time and job-share working arrangements and family friendly working conditions

8

To look into whether training for the role of train driver could be undertaken on a part-time basis

9

To support any positive action initiatives initiated by the train and freight operating companies

10

To encourage the introduction and implementation of positive action initiatives by train and freight operating companies

11

To work in partnership with train and freight operating companies to promote an increase in the numbers of women and BEM train drivers recruited

12

To call for the commission of research by ATOC and/or RSSB on the potential for bias in the recruitment process overall

13

To encourage train and freight operating companies to drop the mechanical comprehension test from their suite of competencies tested at assessment centres

14

To support the work of the DSSG in validity testing the current assessment centre tests and to support research identifying the extent to which the current assessment centre tests are an accurate and valid predictor of performance

15

To give consideration to whether the train and freight operating companies should use the provisions of the Equality Act 2010 to increase representation of women and BEM people

16

To encourage train and freight operating companies to instigate and maintain effective monitoring of the diversity of recruits

17

To encourage those train operating companies in public ownership to demonstrate fulfilment of their obligations under the Public Sector Equality Duty

18

To encourage governmental and quasi governmental organisations involved in the regulation of the rail industry to demonstrate fulfilment of their obligations under the Public Sector Equality Duty and to use their powers to force train and freight operating companies to address under-representation

19

To consider whether legal action should be taken to force train operating companies or governmental organisations to comply with the requirements of the Public Sector Equality Duty

20

To encourage train operating companies to sign up for the voluntary gender equality reporting initiative.

DĂLJϮϬϭϮ WƵďůŝƐŚĞĚďLJ^>& ĂŶĚƚŚĞ/ŶƐƟƚƵƚĞŽĨ ŵƉůŽLJŵĞŶƚZŝŐŚƚƐ ĞƐŝŐŶĂŶĚƉƌŝŶƚďLJ hƉƐƚƌĞĂŵ;dhͿ ǁǁǁ͘ƵƉƐƚƌĞĂŵ͘ĐŽŽƉ

ASLEF, 75-77 St John Street, Clerkenwell, London EC1M 4NN

www.aslef.org.uk

IER, 4th Floor Jack Jones House, 1 Islington, Liverpool L3 8EG www.ier.org.uk

On Track with Diversity 2012 Summary  

A summary of the On Track with Diversity 2012 report published by the IER and Aslef.

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