Driving the EDI Charter forward

Tom Flannery, SNC-Lavalin Practice Manager – Technical Services on his role on the EDI Charter and his passion to lead change

The rail industry is at a point of huge transformation. At the heart of its recovery and ambitions to thrive is a commitment to equality, diversity and inclusion.

For a sector that encompasses the full spectrum of engineering, operations and customer service, a more diverse workforce better represents the communities and passengers the railway serves. It also leads to a much bigger talent pool to recruit from. That is why the industry is working hard to change environments and perceptions and to make it a sector people of all backgrounds and abilities aspire to work in.

“I am passionate about improving diversity in the rail industry and also about getting better representation at all levels within the industry as well,” said Tom Flannery, SNC-Lavalin Practice Manager – Technical Services.

“I’ve recognised my position of privilege in that I’m not really affected by any kind of discrimination at all and that drives my enthusiasm to be active in creating positive change and to not just being a passive ally.”

Tom is doing just that as a member of the Working Group of the Equality Diversity and Inclusion (EDI) Charter. He is among a team of 11 driving forward the Women in Rail (WR) and Railway Industry Association (RIA) initiative.

“I initially joined SNC-Lavalin’s Embrace network – the Black, Asian and minority ethnic forum that discussed challenges, ideas and solutions around concerns of race, providing an open and supportive environment for individuals,” he said.

“My original motive for joining was just out of fairness as it doesn’t seem right that opportunities can be affected by a person’s background. The more I’ve looked into it and learned over the past few years, the more I’ve seen how it’s actually better for everyone having that diversity of thought – better decisionmaking and more innovative thinking.”

The EDI Charter has recently marked its first year in bringing organisations together to build a more balanced and higher performing sector.

Since its launch, it has reached 180 signatories covering organisations of all sizes and disciplines across the rail industry. Several months after its launch the Working Group was set up.

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“It’s about education and making sure there is a focus on EDI in the industry and already I’m seeing initiatives put into practice and a genuine willingness to make improvements,” said Tom.

“The thing I’m trying to bring to the Working Group, with not really having a stake in any of the different areas, is ensuring there is equity across all the groups and that we’re not doing something that might be really good for one group, but really bad for another.

“I’m trying to make sure that we’re not plugging one hole but causing three more to spring up somewhere else. I’m consciously trying to think about how things might affect everyone and all the little bits along the way.”

Striving to do better Despite a large amount of progress being achieved in recent years, Tom is realistic about the challenge ahead. The Williams-Shapps Plan for Rail revealed that 87 per cent of the workforce is male.

But the Charter goes far beyond just gender, looking to build a fairer, more equal and more diverse railway industry for those already working in the sector, and those looking to join.

“There has certainly been progress, but there is much more progress to be made,” said Tom. “One example is disability and the difference in which we treat visible and non-visible disabilities.

“I’m trying to bring some of that learning in because I’ve had incidents in which neurodiverse colleagues have called me out on things I would never have considered – such as changing a meeting room last minute, or not putting an agenda together.

“Having these conversations is really important. If people don’t speak out and if we’re not all open, we are never going to see real change. I am constantly learning and changing and using my experiences to educate others.

“Two areas I’d like to see progression is this one-size-fits-all approach to PPE.

“When it comes to safety and inclusion we really need to make sure there is PPE for all shapes and sizes. Another one is about the importance of being flexible with working hours where possible.”

Despite the work needing to take place, Tom is optimistic for the future of the rail industry and the important role of the EDI Charter, which the Working Group are focusing on alongside fulltime jobs.

“The EDI Charter isn’t a stick to hit people with,” said the Chartered Mechanical Engineer and Practice Manager leading four teams within rail consulting.

“It is all about us all coming together, encouraging each other and learning from each other to make the industry even better and even more inclusive.

“We can only make improvements if we all recognise there is an issue and we’re willing to help each other out to deal with it. I’ve thoroughly enjoyed my time as part of the Working Group and have learned a lot.

“A lot has happened and more is planned for the future. I always wish I could have done more, but what we have been doing is already having a positive impact. The plan for the future is to have a calendar of events lined up along with getting even more people signed up to the Charter and to help them recognise it is for them.

“Overall we want EDI to be something people are thinking about, sharing best practice and to make sure we are working together and talking openly about how to make the rail industry an even better place to work.”

Members of the EDI Charter Working Group discuss online their future plans

There has certainly been progress, but there is much more progress to be made

To find out more about the EDI Charter, email info@edicharter.co.uk

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