RailStaff - Issue 285 | May-June 2023

MAY-JUN 2023 | ISSUE 285

LGBTQ+ CHAMPIONS

Pride month is a time to celebrate the LGBTQ+ community Page 24

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PLUS NEWS INTERVIEWS EQUALITY, DIVERSITY & INCLUSION EVENTS HEALTH & SAFETY PEOPLE CAREERS

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CONTENTS MAY - JUNE 2023 | ISSUE 285 SAFETY UPDATE FOCUSED ORGANISATION | 18

Colin Wheeler considers the latest safety notices and calls for greater cooperation and clarity within the industry.

EXPERT COMMENTARY: STUART MEEK, SWR | 22

Stuart Meek, chief operating officer of South Western Railway, discusses his commitment to equality, diversity, and inclusion.

RAILSTAFF INSIGHTS: CELEBRATING NEURODIVERSITY IN RAIL | 26

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GWR’s Ewan McDermott tells us about his experience of autism and how it impacts and inspires his career in rail.

TRACKING EDI IN THE HYBRID WORLD | 29

What impact, if any, has remote working had on EDI? Stefan Murray, associate director at Mace Consult, found out.

NEURODIVERGENCE IN RAIL: ADVANCING THANKS TO DIFFERENCE | 30

All human beings experience events and situations differently.

Harnessing these variations can improve employment outlooks.

GOOD PRACTICE FOR PROTECTING MENTAL HEALTH | 32

Awareness of mental health is at an all-time high, but how can the rail industry better protect and support its workforce?

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4 upport IONS th| 2 P plicitly s x M e A t a is a H + C rogrammes ination LGBTQ discrim p I it D ib E h g pro hin Establis mployees and y. +e industr LGBTQ for the rn e c n o key c

YOUNG RAIL PROFESSIONALS | 34

Bonnie Price discusses the latest developments in rail and the impacts on those at the start of their careers.

RAILSTAFF AWARDS 2023 | 36

The event of the year edges closer – get your nominations in and book your tickets now!

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RAILSTAFF MAY - JUNE 2023

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AN INDUSTRY FOR EVERYONE

Contact us: Editor:

Matt Atkins

Production and design:

Lauren Williamson Adam O’Connor

Track safety:

Colin Wheeler

Advertising:

Asif Ahmed Craig Smith

Contact email addresses News: news@rail-media.com Track safety: colin@rail-media.com Pictures: pictures@rail-media.com Adverts: adverts@rail-media.com Subscriptions: manda@rail-media.com Contact details RailStaff Publications, Rail Media House, Samson Road, Coalville, Leicestershire, LE67 3FP. Tel: 01530 816 444 Fax: 01530 810 344 Web: www.railstaff.co.uk

Welcome to another edition of RailStaff, which reaches you with summer in full swing and temperatures on the rise.

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© All rights reserved. No part of this magazine can be reproduced in any form without the prior written permission of the copyright owners.

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This month we turn our attention to the issue of Equality, Diversity, and Inclusion (EDI); a burning topic for any industry. Making staff feel secure, safe, and represented in their roles is of the utmost importance. Everyone should be able to bring their true selves to the workplace and expect the same opportunities as all others to rise through the ranks.

We kick off this month’s focus with an interview with Stuart Meek, chief operating officer at South Western Rail. Since settling into the role in August last year, he has made it his mission to make the company - which already has a strong culture of EDI - one of the leaders in the field. Stuart discusses the role that recruitment has to play in creating an inclusive workplace, the dangers of falling into the box-ticking trap, and his dislike of the word ‘woke’, which has seemingly replaced ‘political correctness’ as a red flag for many commentators.

We also chat to GWR’s Ewan McDermott, a train dispatcher at Bath Spa station and Regional Chair of Young Rail Professionals’ Western Region. Ewan explains to us his experience of autism and how it can be a strength in his chosen profession. He discusses the work that the rail industry does to support neurodiverse individuals and offers advice to others considering a career on the rails.

With Pride Month in full swing, it makes sense to examine the issues faced by

LGBTQ+ employees and the work that companies do to ensure they are supported and celebrated in the workplace. We take a look at the events taking place between 1-30 June and ask what more can be done to improve inclusivity.

Thankfully, the covid pandemic emergency is slowly becoming a distant memory, although the industry continues to tackle it effects.

With remote working becoming the norm, companies are having to think about how their EDI policies must evolve to reflect this new reality. Remote working brings new challenges for firms looking to foster a culture of inclusivity and Stefan Murray from Mace Consult discusses how these can be overcome.

Moving on from EDI, we turn our attention to the RailStaff Awards, which are now less than six months away. We take a look at past winner Lee Woolcott-Ellis who, since receiving the Rail Person of the Year Award, has seen his career go from strengthto-strength. Lee’s passion and drive for protecting and promoting good mental health saw him secure the award in 2018 and then go on to write the revolutionary Rail Industry Mental Health Charter.

With the clock ticking away until the night of 30 November, now is the time to start nominating your employee superstars and snapping up tickets for the main event.

The RailStaff Awards is the highlight of the industry calendar and celebrates the best that Rail has to offer. If you’ve never been before – make this the year!

Matt@rail-media.com FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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New Metro trains get thumbs up Metro drivers have given a big thumbs up to the new Stadler Metro trains after the first few test runs out on the network.

on the system was a real privilege.

“I don’t think the test could have gone any better to be honest. We know what the new train is capable of, and we know what a great asset it is going to be. We have watched it grow from a sketch on a piece of paper into the finished product that we see now.

“The new train outperformed anything that we could have imagined. The drive was smooth. The braking system was operating perfectly well, and the dynamic braking and power were spot on.”

Stadler, the Swiss train manufacturer, is building a total of 46 new Metro trains on behalf of Nexus. The fleet will enter service in phases and the aim is to have all of the new trains in service by 2025.

Stadler has delivered three new trains to North East England so far, and more are set to arrive later this year.

The Class 555 Stadler train is a unique

Disused carriage converted to school library

£1,000 for info on airgun attacker

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The incident, which remains under investigation by British Transport Police, saw the rush hour train travelling from Leeds to Bradford Forster Square hit near Kirkstall Forge station just before 5.30pm.

The attack came just days after Northern featured on BBC One’s Frontline Fightback programme, highlighting the case of a driver whose train cab window was hit by a brick in 2022.

That incident was one of 69 Northern services across the North of England struck by objects in the previous 12 months, including 42 bricks, stones, and rocks thrown from bridges and railway embankments, and 27 ‘substantial items’ deliberately placed on the tracks for trains to collide with, including shopping trollies, pushchairs and bikes.

design for Metro and in the months ahead will undergo rigorous testing to ensure that it interfaces correctly with signalling systems and other Metro infrastructure.

Metro drivers will also start a process of training at the controls of the new train.

The new trains have been designed and shaped by customers, and in response to vast consultation will include modern features such as linear seating, charging points, air conditioning and will deliver a step-change in accessibility.

For the safety of all its passengers and employees, Northern has recently completed the roll-out of 7,000 HD CCTV cameras on its fleet of trains, footage from which can be viewed by British Transport Police in real time.

Tony Baxter, regional director for Northern, said: “It’s very fortunate that no-one was injured.

It beggars belief that anyone thinks it’s ‘fun’ to target a train in this way. Anything involving shattered glass whilst trains are travelling at high speed can be very dangerous.

“We hope this reward will encourage anyone who knows the perpetrator of this attack to come forward with information for British Transport Police.”

Anyone with information can contact BTP by texting 61016 or by calling 0800 40 50 40.

Alternatively, people can call Crimestoppers, anonymously, on 0800 555 111. © Northern

Kirk Merrington Primary School in Spennymoor first appealed to the local community for help in 2019 after outgrowing its existing facilities following a surge in pupil numbers. School staff devised an ambitious plan to repurpose their current library into an additional classroom, whilst launching a fundraiser to purchase a disused Pacer train in which they could convert into a unique learning environment.

After succeeding in their bid to get their hands on a decommissioned unit, volunteers from Network Rail worked to install track, sleepers, and ballast for the Pacer train to sit on.

Once in place, the carriage had to be gutted and made a safe environment. It was at this stage engineers from Hitachi Rail hopped on board to lend a hand.

The engineers first became aware of the project through a colleague who had a child attending Kirk Merrington.

Northern has offered a £1,000 reward for information that leads to the arrest of the person police believe targeted one of their trains with air gun pellets on Monday 22 May.

© Nexus

Hitachi Rail engineers based at Newton Aycliffe have helped a local primary school to transform an auctioned-off pacer train.

© Nexus

The new trains have now completed a series of night-time tests as part of the detailed preparations to get them ready for entering service at the end of the year – a process that will carry on throughout the coming weeks and months.

Metro drivers Jon Doughty and Chris Mongan were there for the first test between South Gosforth and Monkseaton on Wednesday 10 May. They were left amazed by the quality and performance of the Stadler Class 555 Metro train, likening the switch from the old fleet to the new as akin to going from a classic car to a super car.

The new Metro fleet will offer a comfortable, new, air conditioned, open plan layout, sleekly modelled interior, transforming the customer experience, while setting new standards for accessibility.

Chris said: “It was a big moment for me personally as I’ve been involved with the project for the last three years. These new trains are great for Metro and for the whole region.

“It’s a once in a lifetime opportunity many of us that have been involved and to be able to go out on the new train’s first night of testing

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£72 million boost for Manchester and the North Passengers across the North are set to benefit from fewer delays and more reliable trains after the government announced a £72 million package in Manchester today (25 May 2023).

At Manchester Victoria Station, Rail Minister Huw Merriman revealed the latest of four infrastructure upgrades to improve day-to-day journeys for passengers across the region while supporting productivity and economic growth.

The funding will deliver a third platform at Salford Crescent station and track improvement work across north Manchester to help reduce delays, bottlenecks and station overcrowding, meaning passengers will enjoy more comfortable and reliable journeys.

Manchester Victoria Station will also benefit from extra entry and exit points to platforms, making it easier for passengers to travel through the station during busier periods.

“This investment supports our commitment

to transforming journeys across the north by achieving much needed infrastructure improvements in Manchester,” said Transport Secretary Mark Harper.

“Today’s funding, alongside major projects like HS2, the TransPennine route upgrade and Northern Powerhouse Rail, demonstrates our pledge to improving opportunities for passengers across the region and leaving a positive impact for generations to come.”

The funding announced today follows closely on the heels of a new timetable launch in December 2022, which was supported by £84 million of government investment to deliver a better performing timetable and extended platforms for longer electric trains with more seats to better serve passengers.

Combined with ongoing electrification projects and the TransPennine route upgrade already underway, the latest measures will pave the way for an enhanced timetable from the middle of the decade and the introduction of future HS2 services into the city.

LNER celebrates century of operation London North Eastern Railway (LNER) has launched its first named and liveried train as part of the Azuma fleet on the East Coast route, connecting London with Yorkshire, the North East of England, and Scotland.

Named ‘Century’, it celebrates LNER’s people and pioneering approach over the past one hundred years since the LNER brand first came into being in 1923. The special livery was revealed amid a fanfare and celebrations at York railway station on 15 May. The name ‘Century’ was chosen by LNER colleagues and a special train naming panel, reflecting the sentiment of the pride in LNER’s rich past, its passion for the present and the ambition LNER has for the future.

David Horne, managing director at LNER, said: “It’s a truly special moment for everyone at LNER to be unveiling the first named Azuma on the fourth anniversary of our Azuma trains first entering into passenger service.

‘Century’ recognises the successes and iconic moments of our proud past which have defined who we are today, as well as looking forward to the innovation and technology which will see us through 100 more years of taking people on exciting journeys on the East Coast route. The livery perfectly depicts our story to date and we can’t wait to see customers enjoying it out on the route.” © LNER FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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Classical music calms passengers As part of measures to deter anti-social behaviour, Northern is set to pipe classical music inspired by Handel, Beethoven, Mozart, and Tchaikovsky into 27 stations across its network.

Music will only be played at certain times of the day, which will vary from station to station, to have the best impact on behaviour.

The plan follows a pilot scheme conducted at nine stations across the North of England over the past year, which saw a significant reduction in the number of loitering, graffiti, and vandalism-related incidents during the trial.

“Anti-social behaviour is a nuisance in its lightest form and nothing short of a criminal act at its worst,” said Mark Powles, customer and commercial director at Northern.

“Unfortunately, railway stations - like many other public areas, can attract this sort of mindless behaviour which is unfair and unsettling to our customers.

“The classical music trials proved very interesting – and the results speak for themselves. We’ll now begin work on a roll-out programme to spread that success far and wide.”

The 27 stations include: Beverley, Cottingham, Fitzwilliam, Haltwhistle, Levenshulme, Maryport, Nunthorpe, Penistone, Sunderland, Stockton, Ulverston, and Whiston.

GTR trains employees to recognise dementia since the scheme was launched 10 years ago, ensuring people living with dementia are understood, included and respected.”

Anja Vrambout is an On-board Supervisor for Gatwick Express. When her father started to become more forgetful, she put it down to old age.

“He had a routine check-up with a consultant, but when he couldn’t remember what day it was, the consultant referred him and that’s when he was diagnosed with Alzheimer’s disease. From then on, it was almost as if we were all watching him fade away. It was really sad and we felt helpless.

“I wish there was more I knew about the disease. For example, something as simple as shiny surfaces can really confuse someone with dementia because it affects their senses and they could interpret this as a wet surface or glare from a light. People with dementia could also experience changes to touch, taste, smell, and hearing.

It’s a cruel disease and I feel I owe it to my dad to share the signs and experiences with others.”

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

The rail operator set a target of getting 100 colleagues signed up to be ‘Dementia Friends’, an initiative created by Alzheimer's Society.

However, with so many people resonating with the cause and having their own experiences to share, the company has almost doubled its target, with 185 sign-ups so far.

A Dementia Friend is somebody that learns about the condition so they can help their community. A short video provided by Alzheimer's Society helps to provide basic skills to spot someone potentially living with dementia and share practical tips on how to engage with patience and empathy.

GTR already offers extensive training to staff, spanning general health and safety, suicide prevention and caring for the vulnerable. This additional awareness will support railway staff to be even more vigilant when helping members of the public at stations or on trains.

Sophie Court, accessibility improvement manager at GTR, said: “Our colleagues meet hundreds of people on the railway every day.

As well as looking out for obvious signs of passenger distress, it’s important we continue to raise awareness of hidden conditions too so we can provide people with the help they need. We’re very proud of the number of colleagues who’ve signed up to become a Dementia Friend and hope to have even more on board by the end of Dementia Action Week.”

Jackie Swapp, Area Manager for Alzheimer’s Society, said: “There are currently 900,000 people in the UK affected by dementia. People with dementia have the right to live the life they want and continue to do the things they enjoy, but often they don’t feel included in their communities and face isolation.

“There are more than 3.5 million Dementia Friends taking action in shops, workplaces, schools and family homes

© GTR

Ahead of Dementia Action Week, which begins on Monday 15 May, Govia Thameslink Railway (GTR) has partnered with the Alzheimer's Society to help employees recognise the signs of dementia and how to offer support in real life scenarios.

Are you looking for a way to make a meaningful impact on the lives of railway workers and their families?

Consider supporting the Railway Mission Chaplaincy service!

The Railway Mission Chaplaincy service is a vital support network for railway workers across the UK, providing emotional and spiritual care for those who work on the railways and their families. From listening to personal problems to offering guidance and comfort during difficult times, the Railway Mission Chaplaincy service is there to provide compassionate care and support to those in need.

By donating to the Railway Mission Chaplaincy service, you can help ensure that this important service continues to be available to railway workers and their families, providing them with the emotional and spiritual care they need during challenging times. Your donation will help provide funding for chaplains to be available 24/7, ensuring that they are always there when needed, whether it be at depots, railway stations or even at home.

Your support can make all the difference to the lives of those who work on the railways and their families. So why not make a difference today and donate to the Railway Mission Chaplaincy service? Every pound you donate goes directly towards providing support and care to those who need it most.

https://www.railwaymission.org/ donate/donate-online

Join us in supporting this important cause and help make a difference in the lives of railway workers and their families today!

Support on life’s journey

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NEWS IN BRIEF ERTMS academy

Freightliner has officially opened its first Operational Training Academy which will prepare Freightliner’s train drivers for the in-cab digital signalling being introduced on the East Coast Main Line.

The Academy is being funded as part of the East Coast Digital Programme (ECDP), a £1 billion transformation that will deliver digital signalling on the southern part of the East Coast Main Line from London King’s Cross to Stoke Tunnels (near Grantham) by the end of the decade.

“Freightliner is an integral ECDP partner and is working collaboratively to ensure the programme’s benefits are delivered in full,” said Ed Akers, principal programme sponsor, ECDP.

Carstairs Junction fully reopened

© Network Rail

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Sonia Maulson MBE Sonia Maulson, general manager (North) at Southeastern, has been appointed a Member of the British Empire (MBE) in the King’s Birthday Honours List 2023.

Sonia’s well-deserved honour recognises a career of immense public service on the railway, which spans over 30 years to date. The nomination for Sonia’s honour highlighted the enormous contribution she made during momentous recent times including the Covid-19 pandemic and ‘Operation London Bridge’ – events during the Mourning Period for Her Late Majesty Queen Elizabeth.

More than that, in marking Sonia’s achievements, the honours nomination highlighted her kindness and support to colleagues and customers over her remarkable career.

Northern name switch From 15-28 May, train operator Northern temporarily changed the name of Bradford Forster Square station in support of Foster Care Fortnight.

Signage bearing the new name ‘Bradford Foster Square’ was on display at the station for two weeks to mark the annual campaign to inspire more people to consider fostering.

To further mark the occasion, Northern ran an event at the station alongside Bradford Children & Families Trust to thank current foster carers and provide a fun day out for children in care with food and entertainment.

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Network Rail has completed a 12-week phased programme of work to remodel Carstairs junction.

All lines through the key junction on the West Coast main line are now open and operators will again be able to run a full timetable of services, including over weekends. It was all part of a £164 million Scottish Government investment to fully remodel the junction, making it more reliable and better able to cope with future passenger and freight demands.

New track sections, overhead lines, signalling, and telecoms were installed, with improvements to station platforms, embankments and drainage across the junction. The logistical challenge was immense with safety – as always – the key priority. Around 300 people and a mix of engineering trains, rail vehicles, construction plant and machinery all carried out work on site on a daily basis.

Throughout the closure, Network Rail and freight operators kept supply chains moving on the railway rather than by road, reducing the potentially negative environmental impact. This involved diverting around 1,000 freight trains, equating to some 360,000

tonnes of goods, to keep store shelves stocked and production lines operating.

Jim McCleary, Network Rail’s project lead for the remodelling of Carstairs Junction said: “Closing such a key junction on a critical cross-border route has been a massive undertaking for everyone involved in the project - and for the rail industry generally.

“Incrementally over the 12-week period we’ve re-opened the new, modernised railway at Carstairs - delivering greater reliability, flexibility and increasing linespeeds to this critical junction on the West Coast main line.

“The volume of work achieved during the line closure was huge and could not have been delivered practically or efficiently in any other way.

“By completing this crucial upgrade work we have improved the capabilities of the junction, providing better future journeys for passengers and more capacity for freight.

“We’re grateful to passengers for their patience during this work. We appreciate it has been inconvenient but with services now returning to a full timetable, we hope that passengers enjoy the benefits this investment in the railway has delivered.”

RAILSTAFF MAY - JUNE 2023

© NRM

Museum receives £100,000 to record LGBTQ+ history The National Railway Museum has received almost £100,000 from The National Lottery Heritage Fund to launch a new collecting project to record the voices of railway workers from the LGBTQ+ community for the first time.

Called ‘People, Pride and Progress’, the project will create up to 70 oral history interviews with people from the rail industry to document their experiences and to fill a gap in railway knowledge before it is lost.

The rail industry has changed from an often-hostile environment for LGBTQ+ employees in the 19th and much of the 20th centuries to a much more diverse and accepting industry, but as a result of historic prejudice, information is not readily

available, and few personal records exist.

The project has been launched with the support and cooperation of the rail industry including Network Rail’s LGBT+ organisation Archway.

It aims to increase understanding of LGBTQ+ issues, develop a greater understanding of the community’s contribution to the railways and to tell more diverse and inclusive stories.

Beginning this month, the project is expected to run until November 2025.

Interviews will be added to the museum’s permanent collection and updates and results will be shared with the public throughout the project.

The project will recruit 30 younger LGBTQ+ volunteers currently working in

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the rail industry. Volunteers will be given professional training to enable them to conduct interviews with LGBTQ+ rail employees who had different experiences in the past. The lottery funding will also enable the museum to appoint a dedicated oral history archivist to manage the project.

Interviews and progress will be shared throughout the project and once complete, the interviews will be available for people to access at all five museums in the Science Museum Group including the National Railway Museum in York and the Science and Industry Museum in Manchester. It will be the Group’s first digital archive to be available in this way.

People, Pride and Progress has been developed with the rail industry and follows more than three months of initial research with community groups, rail industry contacts, museum professionals, leading academics and experts in oral history.

In addition to funding from The National Lottery Heritage Fund, the project has also received support from the Friends of the National Railway Museum and ASLEF LGBT+ Representative Committee.

For more information, visit the museum website: www.railwaymuseum.org.uk

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RAILSTAFF MAY - JUNE 2023

Women in Rail appoints new trustees Women in Rail (WR) has appointed five new trustees to its governing Board.

Shona Clive, Vice-Chair of Women in Rail made the announcement at the Women in Rail Awards (18 May), welcoming Angie Doll, Sharon Salmon, Darren O’Brien, Karen Paton, and Neil Robertson to the WR team.

All five trustees are passionate supporters of WR which was founded in 2012 to improve diversity in the UK rail industry by providing networking opportunities and support, encouraging diversity as a business strategy, and developing initiatives to promote rail as an attractive career choice.

Shona Clive says: "I am delighted to welcome the new trustees to the charity.

"Angie, Sharon, Darren, Karen and Neil are all exceptional members of the rail industry, each bringing valuable influence and experience which will not only benefit WR, but the wider industry as we continue our efforts to achieve a more gender-balanced and diverse UK rail industry."

Angie Doll is chief operating officer of Govia Thameslink Railway (GTR). With over 20 years’ experience in the rail industry, Angie is an advocate for Diversity in the workplace and is a champion for increasing the number of women in rail.

Sharon Salmon is Supplier Manager (Corporate Services) for Network Rail. A Diversity and Inclusion champion, Sharon has previously chaired Network Rail’s Cultural Fusion Employee network (CFN), the organisations’ Black, Asian and minority ethnic (BAME) employee network aimed at recognising the benefits of a diverse workforce.

Darren O’Brien is Deputy Head of Retail for Southeastern. During the covid pandemic, Darren is credited for initiating ‘Rail to Refuge’, an initiative aimed at securing free train tickets for women, men and children escaping domestic abuse to refuge accommodations, assisting thousands to reach safety.

Karen Paton is Onboard Manager, Glasgow for Avanti West Coast, recipient of the Women in Rail Awards 2021 Inspirational Woman of the Year Award. Motivated to continue the fantastic achievements the industry has seen in improving gender balance, diversities and inclusion within rail,

Karen is passionate in making real change for future generations.

Neil Robertson is the chief executive of NSAR, joining the organisation in 2015 following senior roles in both the utility and hospitality sectors. Neil has been an avid supporter of Women in Rail for many years, serving on the Women in Rail Awards judging panel and supporting other initiatives, such as The Big Rail Diversity Challenge since its launch in 2016.

With more than 7,500 members worldwide, WR brings together men and women from the UK railway sector. The charity holds regular networking events and development workshops across the UK through its regional groups and runs a successful cross-industry mentoring programme and senior leadership programme (SWiFT), both open to female and male participants.

HS2 unveils huge tunnel boring machine On Wednesday 14 June, the first images were revealed of the huge tunnel boring machine (TBM) that will dig HS2’s Bromford Tunnel, between Water Orton in North Warwickshire and Washwood Heath in Birmingham.

This is the fourth twin bore railway tunnel to start construction on Britain’s biggest infrastructure project. The 3.5-

mile tunnel will take high speed trains into Birmingham as they approach Curzon Street Station in the heart of the city.

The name of the TBM was revealed as ‘Mary Ann’ after Mary Ann Evans, better known by her pen name George Eliot, who was an English novelist, poet, journalist, translator and one of the leading writers of the Victorian era. She was born in Nuneaton © HS2

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and her novels, most famously ‘Middlemarch’, are celebrated for their realism and psychological insights. The name was suggested by the Warwickshire community.

The programme is being delivered by around 450 people working for HS2’s contractor Balfour Beatty VINCI. The expert tunnelling team will operate the TBM 24/7, with each bore taking around 16 months.

HS2 Ltd CEO Mark Thurston said: “It was fantastic to celebrate this big construction milestone on the HS2 project as the Bromford Tunnel TBM gets ready for its journey to build the tunnel into Birmingham. There are nearly 9,000 people in the West Midlands working on HS2, with a 450-strong team working on this particular operation.

“This is one of 350 sites well underway on HS2, helping

to support over 400 firms in the region, with over £1.7bn of contract awards for local businesses so far. Work is still ramping up, with two stations in the West Midlands still to be built, so there are many more contracts up for grabs.”

After final testing, the TBM will launch from a large underground box structure (160m x 30m wide x 15m deep), which forms the east portal of the tunnel. Over the last few months, sections of the machine – including the massive 8.62 metres diameter cutterhead – were lowered into the box where it was assembled.

A total of 20,797 segments will be put in place by the TBM, making 2,971 concrete rings to form the tunnel. Each segment is two metres wide and 35cm thick, with each completed ring weighing around 49 tonnes.

RAILSTAFF MAY - JUNE 2023

HS2’s carbon cutting milestone

© HS2

HS2 has announced that 10 million tonnes of material have been delivered to – and removed from – construction sites by rail, a major milestone in its plan to cut carbon emissions by removing lorries from roads.

When HS2 launched its ‘Materials by Rail’ programme in 2020, the target by 2030 was to haul 10 million tonnes of aggregate to and from sites, taking up to 1.5 million lorries off the roads using up to 15,000 freight trains.

Working strategically with joint venture partners, Network Rail, freight operators and building materials companies, HS2 has already moved over 10 million tonnes of materials by rail in just over two years. It is now expected that HS2 will move 20 million tonnes of aggregate across the Phase One programme, removing three million lorries from the strategic road network on 30,000 freight trains.

David Speight, Delivery Director for Main Works Civils Phase One, HS2 Ltd said: “Our

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13

‘Materials by Rail’ strategy plays a vital role in our objective to cut carbon right across the project, and we’re working hard with our joint venture companies, Network Rail, freight operators and aggregate suppliers to make deliveries by rail where possible.

“In addition to cutting carbon emissions, HS2’s ‘Materials by Rail’ strategy is creating jobs and skills opportunities right across the country, along with minimising impacts to communities along the line of route.”

HS2 has been working with Network Rail for a number of years to ensure that capacity on the rail network is available for HS2’s contractors to deliver their requirements by rail rather than road.

Chris Bennett-Poynter, Regional Freight Manager – North West and Central Region at Network Rail said: “We’re delighted to mark this significant milestone for HS2’s ‘Materials by Rail’ programme which is taking polluting lorries off our congested roads to transport aggregate across the country in a fast, reliable and environmentally friendly way.

“Reducing carbon emissions is a key priority for Network Rail and we will continue to work closely with HS2 and our industry partners to maximise further transportation of construction materials by rail.”

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14

NEWS

RRAILSTAFF MAY - JUNE 2023

North East-based train operator, Lumo, has formed three new partnerships with LGBTQ+ companies in and around its hometown of Newcastle.

Lumo colleagues and customers will be encouraged to get involved with Northern Pride, Curious arts, and Pride Media Centre & Pride Radio through ongoing activities and fundraising including: • Sponsoring the Rainbow Festival at this year’s Northern Pride 2023, Lumo is helping to promote the event and is encouraging traveling to the festival in a more sustainable way.

• Being a ‘Champion’ of the Pride Media Centre, part of the Pride Community Network, a non-profit organisation that raises awareness of LGBTQ+ issues, supports health initiatives and promotes social inclusion and diversity through broadcasts and events.

• Working with Curious Arts – champions of LGBTQ+ arts, artists and communities across the North East – supporting its work to increase visibility, dialogue and understanding through a programme of creative projects and events.

To mark the beginning of the year-long partnerships and to show its commitment to diversity and inclusion, one of Lumo’s fleet

Lumo announces LGBTQ+ partnerships the groups we are supporting, is of high importance to us and is a natural fit for us to support.

“We place diversity and inclusivity at our heart, everyone is welcome at Lumo, both as customers and colleagues, and our Pride Partnerships train helps to communicate that to an even wider audience.”

Lumo will also be participating in other Pride events throughout July.

Organisation, is a visible ‘badge’ that shows our dedication to lead and enable sustainable tourism and transport across the North and beyond. We’ve achieved bronze and are well on our way towards silver.”

Since 2019, TPE has cut its carbon emissions by 18% and its Nova train fleet, which includes bi-mode and electric trains, helps reduce

customers’ CO2 contribution by 77% compared to travelling by car.

But being Carbon Literate is about much more than reducing emissions and the award recognises the efforts of companies to address all aspects of sustainability through improved day-to-day working practices.

“More than 85% of our senior management have undertaken Carbon Literacy training bespoke to rail, which gives them the tools and knowledge to take positive action to tackle the climate crisis,” said Nicola.

“This is a great step on our journey to be as environmentally efficient as possible, demonstrating our contribution to net zero ambitions, and reducing our negative environmental impacts.”

© TransPennine Express

will also be wrapped with pride messaging and logos of the three organisations.

The ‘Pride Partnerships’ train (unit number 803 003) will operate on Lumo’s Edinburgh to London route via Morpeth, Newcastle, and Stevenage.

Martijn Gilbert, managing director at Lumo, said: “We’re so proud to be carrying such an important message on one of our fleet. The Pride message, and work of

TPE declared Carbon Literate TransPennine Express (TPE) has been being formally recognised as Carbon Literate – the first time a UK train operator has achieved the standard set by the Carbon Literacy Trust.

The accreditation is internationally recognised and demonstrates recipients are prioritising action to tackle the climate crisis.

TPE says this is the first step in a longterm programme designed to enhance its approach to sustainability and environment awareness.

“I’m delighted that we have been recognised for our commitment to tackle the climate crisis and maintain our low-carbon culture,” said Nicola Martin, TPE’s head of sustainability.

“This accreditation, as a Carbon Literate

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THE UK’S LEADING MEDIA GROUP DEDICATED TO THE RAIL INDUSTRY

Connecting the UK rail industry for over 26 years. www.rail-media.com NEWS RECRUITMENT EVENTS NEWS RECRUITMENT EVENTS NEWS RECRUITMENT EVENTS

16

GEAR+TECH

RAILSTAFF MAY - JUNE 2023

MAKING RAIL PPE SUSTAINABLE

H

i-visibility weatherproof safety clothing was first introduced to UK rail sector workers back in 1964.

Since then, its essential contribution to PPE has enabled rail workers to be clearly visible in poor light and to work safely in foul weather conditions during everyday trackside working environments.

Science has made huge advances in fabric technology and construction over the past four decades. Here, Jonas Andersson, GORE-TEX Professional Sales Associates explores how PPE can be sustainable at a time when awareness of environmental stewardship is increasing.

THE NEW FAST FASHION: INEXPENSIVE PPE WHICH DOESN’T LAST A core feature of sustainability is finding ways to avoid throwaway cheap clothing. While the fast-fashion industry has been making headway by encouraging recycling fabrics and a more circular approach, so too the workwear sector has an important part to play. NGO’s are pushing for garments to be worn for longer, as long use is the biggest factor in reducing environmental impact.

Whilst the UK workwear market makes up less than 2% of the UK clothing sector, it can help bring about change. According to the Professional Clothing Industry Association Worldwide (PCIAW): “90% of used workwear is sent to landfill and incineration, compared to around one-third for clothing overall.” Using products and materials that are designed to be long lasting, that can be repaired, reused, and then recycled is a firm step in the right direction.

DURABILITY FOR SUSTAINABILITY The best way of achieving a sustainable approach and reducing environmental impact in the workwear sector is the production, procurement and use of products which offer durability and longevity. According to the life cycle assessment, the longer clothing and footwear products are in use, the lower the environmental footprint will be.

Gore not only tests its product technologies in strict laboratory conditions to ensure durable, protective performance is achieved but enlists the help and feedback of rail engineers to trial prototypes in their everyday working environments during wearer trials. Only when the PPE reaches Gore’s own challenging standards is a green light given for bulk production. In most cases, Gore’s rail garments and footwear actually exceed RIS, EN, UKCA, and CE accreditations required for rail-specific PPE. RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

ENSURING PRODUCTS ARE FIT FOR END USE The current Check/Select/Protect campaign by the British Safety Industry Federation (BSIF) urges PPE buyers and end users to avoid wastage from procuring lower quality, unfit-for-purpose products.

Check: that suppliers are BSIF registered. Audited suppliers comply with all industry standards and are competent and trustworthy.

Select: BSIF Registered Safety Suppliers support product selection, ensuring certified, compliant products are procured. For environmental stewardship, social and environmental processes are in place.

Protect: workforce protection and safety is key to protecting and developing business.

The message is: Rail PPE can be truly sustainable by following these few simple suggestions.

www.goretexprofessional.com/uk GORE INVITES YOU TO JOIN A GUIDED VIRTUAL LAB TOUR. Rail Staff readers are invited to join a guided virtual lab tour to experience at first hand the in-depth scientific tests performed in the GORE-TEX labs around the world to ensure its fabrics and laminates are durable and fit for purpose. You’ll get guided through the US and German Gore test labs and witness the different test methods in a 360° view. The experience consists of 20 lab rooms and 97 test apparatus spanning from waterproofness and breathability to durability testing and analysis and comfort science test methods.”

To book your 30 minute slot for a Guided Virtual Lab Tour hosted by Jonas Andersson please email: janderss@wlgore.com or call +44 777 400 5746

If you prefer to explore the labs independently scan here:

GORE-TEX PRODUCT TECHNOLOGY. TRUSTED & DURABLE FOUL WEATHER PROTECTION.

INSIST ON THE BEST. INSIST ON GORE-TEX GARMENTS. For over 38 years, GORE-TEX Professional and its licensed manufacturing brand partners have been supplying and protecting UK rail workers with extremely durable hi-visibility foul weather garments for all seasons.

GORE-TEX Product Technology shields end users from heavy rain, snow and wind in real working conditions.

In milder weather conditions, wearer comfort is not compromised thanks to its excellent breathability.

For more information: www.goretexprofessional.com/uk

©2023 W. L. Gore & Associates GmbH. GORE, GORE-TEX, and designs are trademarks of W. L. Gore & Associates.

18

TRACK SAFETY

RAILSTAFF MAY - JUNE 2023

REPORT BY COLIN WHEELER

OUR RAILWAYS AND TRAMS NEED MORE

ORGANISATION

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olitical turmoil, the UK economy, and Covid have all affected the way we live and work. Hopefully we are at last moving forward to a better future with inflation coming under control and an increasing momentum in reducing our reliance on fossil fuels.

The headquarters of Great British Railways (GBR) will be based in in Derby, it was announced in March, but how can we best develop the Office of Rail and Road (ORR), Railway Safety and Standards Board (RSSB), Light Rail Safety and Standards Board (LRSSB) and other organisations? His Majesty’s Railway Inspectorate (HMRI) and indeed the ORR within which it is accommodated, needs to be strengthened at local level with inspectors working to address local risks.

Face-to-face contact with those at work is critical. Work patterns have changed and the effect on commuting should result in lower peaks and better services. For environmental reasons, rail industries need to carry considerably more freight, hauled by electric powered locomotives replacing diesel powered heavy goods road vehicles.

WHO SHOULD BE PROSECUTED? The ORR has a successful track record in bringing prosecutions against organisations following accidents. Two aspects of these concern me. The delay between the accident occurring and a prosecution is too long and, where evidence supports such action, individual company directors, senior managers, managers, team leaders, supervisors and, where culpable, individual staff members should be prosecuted. Whilst the payment of large fines by an organisation may harm a balance sheet, I am not convinced that guilty individuals are always personally pursued as they should be. The current processes around accidents, incidents, near misses etc and the use of both improvement notices and legal prosecutions would benefit from a review and simplification.

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TEST BEFORE TOUCH

On Christmas Day 2019, self-employed senior linesman Allister Hunt was undertaking “snagging work” to the overhead line equipment near Kensal Green some 2.5 miles from Paddington Station. The team he was with were unaware that they were working outside the limits of the electrical isolation. Allister Hunt touched the 25kV contact wire and received 55% burns. He needed skin grafts and both his eyesight and hearing were affected. The investigation by ORR established that Amey Rail did not have adequate systems in place to ensure the safety of those working on electrified lines or to supervise the safety of the works. Amey Rail also failed to ensure that Test before Touch was properly carried out. The ORR brought the prosecution. Amey Rail pleaded guilty and was fined £533,000 in early April 2023.

BROMSGROVE TRAIN DRIVER SENTENCED A train driver working for DB Cargo Ltd has been found guilty of breaching Section 7a of the Health and Safety at Work etc Act 1974 and sentenced to eight months imprisonment, suspended for 18 months, following a prosecution brought by the ORR. The driver’s sentence was suspended for eighteen months following ORR’s prosecution.

Whilst driving, the driver was sending and receiving messages on his phone. His distraction resulted in a failure to control his train whilst he looked at a picture message.

His train speed was uncontrolled, and he ran into buffer stops, derailed, and partially obstructed the adjacent main line at the station. A passing Cross Country passenger train struck the derailed locomotive. The driver of the Cross Country train was covered in glass and his door was torn open.

In Court, the judge commented that if the locomotive had derailed a little further over, there would have been a head on collision, and he would have been killed.

Colin Wheeler.

IMPROVEMENT NOTICES

London Underground complied by 21 February this year with an Improvement Notice served on it on 22 December 22 last year. It was issued by the ORR because: “They failed to ensure as far as is reasonably practicable, the safety of their employees and persons not in their employment who may be affected thereby on the Metropolitan Line MD2 Rickmansworth to Amersham track patrol by failing to provide a system of work that is, so far as is reasonably practical, safe.”

This was issued in response to an accident that occurred on the Metropolitan line near Chalfont and Latimer Station on 15 April 2022.

First Great Western was also issued with an Improvement Notice on 22 December 2022 requiring compliance by 30 June this year. The Notice states that it had failed to take suitable and sufficient measures to prevent, so far as is reasonably practicable, persons falling a distance liable to cause injury when train drivers are accessing and egressing train cabs over the open side of inspection pits in the Main Shed.

Transport for Greater Manchester (TfGM) was issued with two Improvement Notices on 22 December last year requiring compliance by 31 December 2024.

One requires them to: “implement effective measures to prevent trams derailing and/or overturning due to driver inattentiveness, so far as is reasonably practicable.”

RAILSTAFF MAY - JUNE 2023

The second notice requires TfGM to: “implement effective measures to prevent trams derailing and/or overturning due to overspeed at high-risk locations including tight curves, so far as is reasonably practicable.”

There have been a worrying number of Manchester tram derailments which have doubtless increased the focus on Manchester’s tram system.

NEAR MISS AT FARNBOROUGH NORTH FOOT CROSSING RAIB Report 04/2023, which was issued on 24 April, must result in a more widespread re-evaluation of the safety of level crossings used by the public.

On the morning of 19 May 2022, no fewer than 144 people were waiting on the East side of the railway before using the footpath level crossing at Farnborough level crossing. The pedestrian gates on both sides of the station were locked until a train had departed. Crossing users who had arrived by train were regular users and were mostly young people. They had to wait before crossing the railway and continuing their journeys to school or college. The station has neither a footbridge or subway.

When the train had departed, the crossing’s miniature lights changed from red to green and the audible warning stopped; indicating that it was safe to cross. The Crossing Attendant in a cabin on the East side, turned a switch remotely unlocking the pedestrian gates at both ends of the crossing. Those waiting in the queue started to cross with each person holding the gate open for the person following them.

About half of the group had crossed when the miniature lights turned back from green to red and audible warnings also started again. The Attendant turned the switch to re-lock the gate. But users continued to pass through the gate until the attendant “directly intervened to close it”. The driver of a train approaching round a bend saw people on the crossing, applied the emergency brake and

TRACK SAFETY

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sounded the train horn. The crossing was clear when the train passed over it.

Network Rail regularly inspects and risk assesses level crossings.

Farnborough North is rated as “high risk” due to its recorded number of safety incidents. The miniature warning lights were installed in 2013 and were later supplemented by the provision of a crossing attendant and lockable gates. Network Rail is quoted as stating that these were “to manage the risks until they could permanently close the crossing and replace it with a footbridge.”

The RAIB report makes two recommendations. One requires improvements in risk assessments for footpath level crossings where there is a history of safety incidents. The other relates to the need to provide formalised competency requirements for crossing attendants.

Most telling of all is the learning point made in the report which stresses the importance of “managerial continuity”.

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20

TRACK SAFETY

RAILSTAFF MAY - JUNE 2023

TRACK WORKER STRUCK BY A TRAIN WHILST WORKING

TRAIN CRASHED INTO DELIVERY VAN

RAIB issued report 05/2023 in May this year, following its investigation of a track worker being struck by a train near Chalfont and Latimer Station back on 15 April 2022.

Four recommendations are made in the report. The first calls for the assessment and control of risks arising from working on the line during traffic hours. The second orders a review of the need to work in traffic hours with the aim of reducing this practice.

The third calls for improvement of safety assurance processes and safety reporting, and the last recommendation orders London Underground to ensure all places of safety are fit for purpose. The report also notes with concern that between 2005 and 2022 there were a mere 10 reports of track worker near misses submitted by London Underground.

Tellingly, but unusual, are the RAIB’s comments based on their interviews with track staff. Writing about the relationships between LUL track workers and agency staff RAIB comments that these “are often perceived as unequal and hierarchical with the contract staff feeling they are not treated as well as the permanent staff.” Also “some agency staff feel that they cannot question or challenge LUL staff because this could affect the likelihood of further work with a particular group of people or at a particular depot.”

To my mind anything which detracts from individuals working together safely doing the best job they can is wrong and demonstrates shortcomings in management.

On 22 March, RAIB published a news story describing a collision between a train and a delivery van. The accident happened at Home Farm Level Crossing near Alsager in Cheshire at 13:00 hours on Saturday 11 February. The train driver saw the van only three or four seconds before reaching the crossing. The train horn was used and brakes were applied but the train was still travelling at 30mph when it collided with the van.

No call was made to the signaller for permission to cross despite this method of use being described on the signs at the crossing. RAIB is not conducting a full investigation but it has written to the delivery company to ask them to brief their drivers about the correct use of crossings.

Figure 1 & 2 - Photographs of the cess on the Metropolitan line north of Rickmansworth.

CLASS 175 TRAIN FIRES IN WALES On March 17, the ORR issued an Improvement Notice to Transport for Wales Rail Ltd. The compliance date it calls for is 14 September this year. The Notice states that: “three fires occurred between February and March on board Class 175 trains whilst they were in passenger service”.

The Notice also states that: “the operator has failed to implement effective arrangements for the organisation, control, and monitoring of the maintenance of the Class 175 fleet to ensure the safe operation of the transport system”.

Hopefully compliance will be achieved quickly and well before the specified September date.

CRITICAL WORK I applaud the RAIB for the work it does. Describing the accident on London Underground near Chalfont and Latimer Station, Chief Inspector Andrew Hall said: “It cannot be acceptable that any member of staff be working on open lines with insufficient awareness of the direction a train might approach from. Reductions in the amount of work undertaken on lines open to traffic will lessen the risk to track workers; this is as true on London Underground as it is on mainline railways. Some risks will remain.

That is why the universal importance of good planning, clear safety procedures, effective leadership, site discipline and fulsome briefings cannot be overstated.”

I agree wholeheartedly.

Fig 1

Fig 2

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You can be part of this amazing event in 2023. Contact the Rail Media team to enquire about sponsorship opportunities on 01530 816 444.

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22

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2023

EXPERT

COMMENTARY STUART MEEK, CHIEF OPERATING OFFICER, SOUTH WESTERN RAILWAY

S

tuart Meek is the chief operating officer (COO) at South Western Railway (SWR). He is passionate about making real improvements in Equality, Diversity, and Inclusion (EDI) at the company and throughout the industry as a whole. We spoke to Stuart about the practicalities and challenges of delivering a solid EDI policy, and the progress that Rail is making to ensure all staff and passengers feel welcomed, accepted, and safe.

COULD YOU TELL US ABOUT YOUR ROLE AT SWR AND YOUR EFFORTS TO ENHANCE EDI WITHIN THE ORGANISATION? Stuart: As the COO of SWR, I have the privilege of being responsible for the delivery side of the business, including stations, control, drivers, on-train staff, resourcing, operational standards, planning, performance, resilience, and customer contact in the organisation. As a leader of so many people – more than 3,000 - I have a responsibility to make it a good place to work for everyone.

That responsibility includes giving some of the power that my position provides me to groups of colleagues that have faced a lack of representation, to level things up - something I take very seriously. The need for this is stark when you look at the data on minority representation in rail.

I came to SWR with a view to making it a truly inclusive place for staff and for customers too. That really is our mission and we’re determined to make SWR one of the most inclusive large organisations in the UK. When I started working at SWR nine months ago, it already had very well-established employee networks. They have strong memberships and discuss important social and policy issues, along with offering support and advocacy for members. In my time here, I’ve tweaked those a little, making their operations a little slicker, and that’s been quite successful. I’m also leading the overhaul of our recruitment process.

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TALKING ABOUT RECRUITMENT, HOW DOES THAT FIT INTO A GOOD EDI POLICY? Stuart: EDI starts with the recruitment process; it is the foundation. Any business with a solid EDI policy must practice what it preaches when attracting new talent and recruiting new colleagues. We need everyday decisions to be made by a diverse range of people to get the best outcomes – diverse teams are the best teams. We must also consider the longer term too; if you’re bringing people into the business who are – or go on to become – managers, they are important decision-makers in their own right, so it has a multiplier effect.

It can’t stop at recruitment though. It’s no good to bring people into an organisation and expect them to ‘fit in’ – we need people to stand out! People need supporting and their diversity needs to be actively celebrated. This does not just apply to minority groups – it applies to anyone who thinks a bit differently. The railway industry has been criticised for being stuck in its ways in the past so genuine diversity of thought can truly benefit us.

HOW DO COMPANIES AVOID MAKING EDI A BOX-TICKING EXERCISE RATHER THAN A REAL COMMITMENT TO CHANGE? Stuart: Words are cheap! A lot of companies talk about EDI and although it’s great that it has become part of the conversation, you should be evaluated on your actions. For example, a lot of companies publicly celebrate pride and of course it’s really positive that they’re getting involved but that needs following through with actions to make sure things are inclusive for employees and customers.

Our Pride Train, for example, wasn’t created by our marketing department or PR team, and it wasn’t dreamt up by our executive board. It was the product of our internal pride network, which is made up of frontline colleagues from across the business, and we support them in following through on that.

Stuart Meek.

Whilst a key part of EDI is about the positive promotion (like the Pride Train, or Black History Month, for example), but it is also about the actions we take to tackle issues head-on. In the workplace, management teams must always respond to any issues around EDI appropriately. Quite simply, we need to take a ‘zero tolerance approach’. SWR is a wonderful, kind, and collaborative organisation. We tend to discuss things and push decisions towards the frontline where we can, but EDI (as with safety) really is a ‘non-negotiable’. Whenever an issue around EDI comes up, it must be acted upon. We have a great diversity and inclusion team at SWR that create the strategy and champion issues, but it's everyone’s responsibility to bring it to life.

RAILSTAFF MAY - JUNE 2023

THE WORD ‘WOKE’ HAS COME INTO INCREASED USE IN THE PAST FEW YEARS. WHAT DO YOU MAKE OF COMMENTATORS WHO DESCRIBE EFFORTS TO ENHANCE EDI AS ‘WOKENESS’?

Stuart: We saw a little bit of this with the inter-sex inclusive Pride Train that we launched in March to show support and solidarity with LGBTQ+ customers and colleagues. It’s absolutely wonderful and we’re so proud of it. The reception to the train was overwhelmingly positive but, of course, there were a few commentators who questioned our motives around it, and a few accusations of ‘wokeness’.

The reason initiatives such as the Pride Train are important is because they show colleagues that we support them. It was developed by our Pride employee network because to its members – our colleagues – this is really important. It also shows customers that we are an inclusive organisation. That train goes up and down our main line and will get seen by millions of people. Sadly, we have had some incidents of homophobic and transphobic abuse against our staff, and we will do whatever we can to eliminate this – is that really ‘woke’?

I ban the word ‘woke’ in the workplace. I try to replace it with the word ‘kind’. Some people find it very difficult to scale the issues at hand, and often say ‘you’re taking it too far’. That’s open to opinion, but when people say it, I tend to see that as an invitation to start a conversation about the issues, which is great in itself.

WHAT ROLE DO TRAINING PROGRAMMES TAKE IN MAINTAINING A SOUND EDI POLICY WITHIN A COMPANY? HOW EFFECTIVE ARE SUCH PROGRAMMES? Stuart: SWR runs programmes for unconscious bias and we're rolling out a new eLearning module to all managers on inclusivity. We also host a range of webinars which employees can sign into remotely. Like most organisations, we roll out these types of programmes across the business, especially to management because of their decision making responsibilities within the business.

It's important to do these things, but it’s also important to remember that it’s not a fire and forget exercise. Just because you’ve provided

EQUALITY, DIVERSITY & INCLUSION

23

training, you can’t tick it off the list as a job you’ve completed. You’ve got to continually look in detail at what's happening within the organisation, what decisions are being made, and what activities are taking place.

Importantly, that involves listening to the voices of the unrepresented groups (our reverse mentoring scheme is a great opportunity for this).

It goes back to box ticking and virtue signalling. It’s all well and good discussing EDI but if you don’t act on these conversations, you don’t make any progress. And if you can’t see any positive results of your policy - how the changes you’re making are benefiting the communities they’re aimed at - then your EDI policy probably isn’t working.

OVERALL, HOW SUCCESSFULLY DO YOU THINK THE RAIL INDUSTRY HANDLES EDI? WHAT PROGRESS HAS BEEN MADE IN RECENT YEARS AND WHAT MORE IS THERE TO DO? Stuart: Rail is doing a great deal to promote and enhance EDI, and I think that trade unions have offered a lot of support in this space.

Internally, we're on a journey that is really positive and network groups are now commonplace in the industry, which is fantastic. Overt discrimination is thankfully rare and we have raised the bar in terms of what is acceptable. Yet, it is not zero everywhere, so our EDI work needs push on. For example, I think that some of the policies that we've got as an industry are quite old fashioned and we need to work on that.

I believe that the industry has a very important societal role. Rail provides a public service and, as such, we need to ensure we provide a safe and inclusive space for everyone who uses it. We need to represent the communities that we serve and think about how minority and marginalised groups feel when they are using the train. Hate crime certainly still exists and is actually not declining in some areas. We have got a really important role in tackling this. I take this responsibility very seriously.

We have to make the rail network safe, and feel safe, for anybody who uses it, regardless of their ethnicity, religion, gender identity, sexuality or disability. As an industry with a real societal role, rail needs to come together to address these issues. Everyone is welcome on our trains – all aboard!

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24

EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2023

LGBTQ+

CHAMPIONS

P

ride month (1-30 June) is a time to celebrate the LGBTQ+ community and highlight its history, achievements, and struggle for equality. Supporting and celebrating LGBTQ+ staff is vitally important at all times of the year and crucial for creating an environment that fosters diversity, equality, and respect.

In recent years, the rail industry has made significant progress towards representation.

RailStaff examines the steps that organisations in the industry are taking.

Developing an inclusive workplace policy is a critical requirement for any organisation and establishing a comprehensive programme that explicitly supports LGBTQ+ employees and prohibits discrimination is an integral aspect of this. Companies put in place a wide range of policies and initiatives to achieve this.

LANGUAGE AND PRACTICES Implementing inclusive language and practices is a vital first step, and companies must encourage the use of gender-inclusive language in all communications, policies, and forms. In all workspaces, management and staff must respect preferred names and pronouns, and avoid making assumptions about personal lives.

“We have a dedicated Diversity and Inclusion Strategy which encompasses aspects from across the business,” says Craig McNally, employee experience business partner, at LNER. “We’ve introduced a number of initiatives that support our LGBTQ+ community, including the option for colleagues to add their personal pronouns to email signatures and name badges.”

“We’ve created a Gender Identity toolkit which includes detailed guidance for managers to enable them to support colleagues who may be transitioning or identify as non-binary,” says Craig. “We believe inclusivity should be inherent in our business – our policy ‘Being You at LNER’ promotes and cements diversity and inclusion for everyone.”

Equally, establishing and encouraging employee network groups is vital. The formation of groups specifically dedicated to supporting LGBTQ+ employees provides a platform for networking, mentorship, and advocacy. Rail firms can support these groups by providing resources, meeting spaces, and leadership opportunities.

“Our ongoing commitment to diversity and equality includes internal initiatives such as our LGBTQ+ RAILSTAFF.CO.UK | @RAIL_STAFF | FACEBOOK.COM/RAILSTAFF

network group, which won awards at the 2020 British LGBT Awards,” says Daniel Edwards, business lead at Heathrow Express. “This is one example of how change is being driven across the business. Heathrow Express has also implemented other initiatives, focusing on disability awareness, gender equality, race, and support for parents and carers and this commitment ensures that every voice is heard and represented.”

EDUCATING EMPLOYEES As with so many things in life, education is a key to removing barriers and opening minds. Teaching employees about LGBTQ+ issues is an essential step towards creating an inclusive work environment. Training programs which educate employees about terminology, unconscious biases, and respectful behaviour, go a long way to establishing a welcoming workplace. Such training can help foster empathy and understanding among colleagues, and alleviate concerns among staff that they may say or do the wrong thing.

“We have programmes including unconscious bias training, EDI webinars, and e-learning for LNER colleagues”, says Craig. “We provide training sessions for our customer experience managers, and we have two EDI Leads. We have EDI training included in our induction for all colleagues who join LNER, and have also just partnered with an EDI training company to commence a bespoke programme with our executive team, which will then be introduced across the business.”

RAILSTAFF MAY - JUNE 2023

CELEBRATING STAFF Along with all of this, companies must visibly celebrate LGBTQ+ employees and raise awareness about the issues they face on a day-to-day basis. National and international events and holidays such as Pride Month, provide an ideal opportunity for this.

“LNER is a long-term supporter of regional Pride events across our route,” says Craig.

“Every year we support events through providing sponsorship and promoting Pride events for colleagues to get involved, as well as inviting industry and charity partners along to provide visible presence and a show of solidarity with our LGBTQ+ communities.”

“Recently we have also launched our first Pride Train. Named ‘Together’, it celebrates LNER’s support of Pride activities on the LNER route as well as a long-term commitment to diversity, equality and inclusion initiatives for colleagues, customers, and communities throughout the year.

“Colleagues were offered the opportunity to submit a name which was meaningful for them before a shortlist was voted for by all colleagues. The name champions the unification of all communities which LNER is proud to support, as well as the unique relationship between members of the LGBTQ+ community and allies at LNER. “The design of the livery is the first in the

Azuma fleet to feature on each of the nine carriages and has been created by LNER colleagues. The livery features eight LGBTQ+ flags, demonstrating the breadth of colourful and diverse identities within the community.”

But LNER isn’t alone in decorating its trains to raise LGBTQ+ awareness. Heathrow Express has marked Pride Month 2023 with a carriage emblazoned with the rainbow flag, the design which will be unveiled ahead of London Pride, which takes place on 1 July. Not only that, the operating company has enlisted the help of RuPaul’s Drag Race stars Kitty Scott-Claus and Electra Fence to reinforce its commitment to celebrating the LGBTQ+ community.

“Kitty, Elektra, and other dazzling drag queen royalty have filmed a spoof ‘London Pride Ride’ gameshow-style race, hosted by the founder of website Hunsnet Gareth Howells. Two teams who competed to race between Heathrow Airport and London Paddington in the fastest time, and stars of the video, will take part in Heathrow Express’ float at London Pride this year.

“Our aim is to always ensure that passengers feel welcomed and embraced throughout their journey with us. We are excited to showcase the diversity and inclusivity that we believe defines Heathrow Express and it’s been brilliant to welcome

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drag queen royalty on board as they add their unique flair and vibrant energy to our Pride preparations.”

ONGOING EFFORTS Displays of support for LGBTQ+ staff must be more than an annual event, however.

Companies must continuously strive to create an inclusive environment free from discriminatory behaviour. They must constantly educate employees, encouraging them to become allies, and build a working culture which embraces and celebrates all of the different identities and experiences of its staff.

The real proof of an inclusive and supportive workplace is in the long-term commitment to promote equality and visibility, and a key marker of this is the leadership make-up of the organisation. Removing barriers and encouraging members of minority or marginalised groups to rise to the top of the tree, marks the highest level of commitment to the cause.

Supporting and promoting LGBTQ+ inclusion in the workplace is an ongoing process. It requires commitment, education, and a culture of respect and acceptance. By fostering an inclusive environment, employers can attract and retain diverse talent, enhance employee well-being, and promote a more productive and harmonious workplace for all.

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EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2023

RAILSTAFF INSIGHTS

CELEBRATIN

N

eurological differences such as autism are natural variations of the human brain and should be recognised and respected. In recent years, great efforts have been made to promote neurodiversity in the workplace and make rail a more accessible industry for neurodivergent staff. RailStaff spoke to GWR’s Ewan McDermott about his experience of autism and how it has impacted and inspired his career in rail.

and understanding for any future role you wish to progress to in the future. I completed my apprenticeship when I was 18 and relocated during the Covid-19 pandemic for my first job on the railway based in Newbury in the Thames Valley.

I relocated back home a year and a half later, and I’m now a train dispatcher based at Bath Spa station. Bath Spa is the busiest twoplatform station in the whole of Europe, with a passenger flow of many millions per year. As well as my day job, I also work on heritage railways with locomotive diesel and steam. I’m also a regional chair of the Western Region, for Young Rail Professionals.

Thanks for joining us Ewan. To start, could you give us a brief overview of your current role and your career in rail to date?

How did you become interested in working in rail? What specific aspects of working in the industry appealed to you?

Ewan: I joined the railway straight from school at the age of sixteen on an Operations Apprenticeship with GWR. That was in 2018 and I was based in the Bristol area. During the 18-month apprenticeship, I undertook roles in a customer facing rotation onboard trains and at different stations, which sets you up with a wide range of knowledge

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Ewan: From a young age I had a strong interest in the railway and the broader technical aspects associated with it. The structure of the industry, and the day-to-day reality such as routines and following strict rules and procedures, really helped me. That said, no two days are the same and sometimes unexpected challenges can occur during your shift, and I enjoy this type of variety.

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NG NEURODIVERSITY IN RAIL My personal goal is to develop my broader knowledge and my particular interest is the operational aspect of the railway. This is an area I’d like to progress further into in the coming years. Whether it’s becoming a guard, or progressing to becoming a driver, these are goals I have had my eyes set on for a very long time, and I am determined to achieve them.

Have you encountered any challenges or barriers related to your autism in the workplace? If so, how have you addressed them, and how have you been supported by your employer?

Ewan: I’d say, there are a few misconceptions or stereotypes around autism. For example, people may say “You don’t look or act Autistic” or “I never knew you had autism”. However, I’m very fortunate to have been supported with my differences.

I’d say my Autistic tendencies help me in my day-to-day job, attention to detail in regards of certain things, following structure, and strict rules and procedures, especially in the safety critical work on the railway.

DATE TBC - DECEMBER 2023

PLEASE SCAN FOR MORE INFORMATION OR VISIT: https://www.birmingham.ac.uk/research/railway/events/2023/neurodiversity-in-rail-conference.aspx

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EQUALITY, DIVERSITY & INCLUSION

We are all different and it’s important for all of us to embrace our individuality because that’s what makes us who we are. I’m really pleased that the wider rail industry is advocating for neurodiversity in many different ways, to help support those in the workplace and to showcase their different talents and attributes.

The training that we get regarding autism and different neurodiverse differences, has helped strengthen our approach to the needs of passengers. This kind of advocacy is crucial for all industries.

What tasks or responsibilities within your role do you find particularly enjoyable or wellsuited to your strengths?

Ewan: Structure and procedures are parts of my work that I enjoy and which are are crucial to safety critical work. My autism helps me with this, as does my extreme attention to detail. This includes, for example, speaking to the signaller and retaining that information, as well as carrying out tasks during high pressure, disruptive events that can occur on the railway. I really enjoy the operational aspects of the railway, as it keeps me focussed and it’s in my general interest. Non-technical

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skills are a huge thing I use to help me perform my day-to-day duties. I’m a huge advocate of risk-triggered commentary (RTC), and the many types of defensive thinking, such as pointing and being extra diligent.

Have you found any support networks or resources that have been helpful to you in your rail career as an autistic person?

Ewan: Absolutely! GWR has a disability working group that supports those with autism as well as those with different types of disabilities – both visible and non-visible. It’s fantastic to see this happen in our industry. I’ve also worked closely with other charities supporting those with autism. It’s helped me a lot, as I can relate to those who struggled like I did when I was younger.

Overall, how well do you think the rail industry accommodates and supports autistic/neurodiverse individuals? What more can be done?

The support for autistic and neurodivergent individuals has got a lot better and continues to develop to a very good standard.

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I look forward to seeing how well this progresses in the future. It is really important for individuals to advocate and share their stories, in order to inspire people in the future. When I was 16, I wrote books about autism, and I still advocate for neurodiversity in my spare time. It is extremely important to break the stigma and to showcase the wider talent that the railway has to offer.

What advice or insights would you give to other autistic individuals who are interested in pursuing a career in the rail industry?

Ewan: The advice I’d give to other autistic individuals is to simply go for it and always believe in yourself. Joining the railway at a young age was the best thing I have ever done, as

it has made me very confident, taught me so much about myself, and given me lifelong skills.

Before I joined the railway, I did multiple types of work experience, as well as joining a heritage railway back in 2016.

This gave me experience in customer service as well as knowledge on how to deal with the public. In 2019, I then progressed to work on the locomotives, where I still am learning so much about different types of railway operations.

The advice I’d give to someone before they apply to join a train operating company is to simply do their homework before applying.

Think to yourself “Where do I want to see myself in the future?”

Research the company you apply for and the core values that company exhibits.

Another route to get into the rail industry is through apprenticeship and graduate schemes, which give you so many worthwhile qualities later in your career. They can also provide a firm structure as well as an understanding of the operational / customer service parts of the industry. It’s a great way to look ‘behind the scenes’ of the industry.

Set yourself goals and work hard for them. Great things can happen when you believe in yourself!

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TRACKING EDI

IN THE HYBRID WORLD

S

tefan Murray, associate director at Mace Consult considers the impact that remote working has had on Equality, Diversity, and Inclusion (EDI) and how the industry can evolve.

It’s 2020. The world is thrust into its first global pandemic in a generation and the nation is put into lockdown. Almost overnight, millions of people across the country went from five days in the workplace to none at all.

However, for some, including for many in the rail sector, there remained the need to venture out to keep the country moving.

In the construction world, while not without challenges, infrastructure delivery was aided by the sector’s ability to quickly deploy systems enabling remote work. It proved possible to find ways to continue to drive programmes with de-centralised teams.

Fast forward three years and we have largely arrived at a collective understanding that hybrid working is here to stay.

But what does this mean from an EDI perspective?

POSITIVE RESULTS In early 2021, I got a unique insight into how lockdowns (and the associated changes in working arrangements) impacted the EDI sphere. Benefitting from Mace’s proactive encouragement of professional development and cross-sector collaboration, I took up a role (as a rail sector professional) on the National

Highways Diversity Leadership Forum. Formed of pan-industry, like-minded organisations, we asked ourselves the question “Has hybrid working had an impact – positive or negative – on equality, diversity, and inclusion outcomes?”

We surveyed transportation industry professionals to unpack the effects of hybrid working and, while the research is ongoing, the early findings have proven to be a mixed bag.

Positively, in more cases than not, companies have deployed well-intentioned initiatives, such as line manager training to support staff. A shift in corporate language – to encourage hybrid working – has been heralded for prompting more job applications being submitted from underrepresented groups.

Those with disability challenges and primary care givers – who are statistically more likely to be women – are among those who are now able to consider roles that might have previously felt unrealistic. And people from an ethnic minority background feel there has been a ‘levelling of the playing field’ given the reduced focus on physical proximity and facetime, with an increased focus on productivity and quality of output.

But the early results have also highlighted some downsides.

NEW CHALLENGES There is an indication that remote working has further exacerbated generational and experiential gaps within organisations. Some of the feedback suggested that line managers still have

an unconscious bias, with ‘preferential treatment’ shown to those that visibly ‘go the extra-mile’ by journeying into the office. This underlines the need to widen the lens through which we view and tackle unconscious bias in the workplace; we must acknowledge the influence the pandemic has had on how people think.

So, hybrid working isn’t currently addressing all EDI requirements, but what have we learnt about the measures that will help to redress the balance?

• Getting it right starts with culture.

Managers and leaders can set the right culture by pushing the conversation. Take the time to ask deeper questions to get to the bottom of issues - whether that’s in person or on screen.

• Companies should review the language used in recruitment processes, with a new emphasis on flexible working arrangements (where viable), to ensure the widest pool of candidates.

• Identify moments to review working arrangements. Be adaptable if things don’t work for the individual.

• Harness new technology where it is proven to improve the working arrangements for all colleagues.

• Adopt a consistent approach to performance management by adjusting weighting towards measurement of outputs, rather than inputs. Close the bias gap between a ‘physical career track’ and a ‘digital career track’.

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EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2023

NEURODIVERGENCE IN RAIL:

ADVANCING THANKS TO DIFFERENCE

A

ll human beings experience events and situations differently, in their own way.

Indeed, this is the case for all sentient beings.

Every group of people is neurodiverse.

Responses to stimuli and the resulting behaviours and actions are largely shaped by these differences. This is often described as cognitive diversity. Where an individual’s perception of situations and ‘inputs’ differs significantly from what is viewed as ‘normal’, ‘typical’, or ‘average’, other people may react unhelpfully or negatively to responses or acts that they do not expect or understand.

This can lead to the rejection of useful contributions to society and, more seriously, of the originator of the idea or concept.

In many cases, a direct consequence may be social exclusion and multiple types of socio-economic loss. ‘Neurodivergent’ individuals can struggle with situations and outcomes that are handled easily by ‘neurotypical’ people.

EMPLOYMENT OUTLOOK National employment statistics for people with a disability make depressing reading, notably in terms of neurodivergent people and, specifically, people on the autistic spectrum. Just over 20% of neurodivergent adults, and an even smaller proportion of those deemed to be on the autistic spectrum, are in paid employment. This is despite the education and training provision for people with neurodivergent characteristics having improved immeasurably over the past 40 or so years. Yet, on completion of their preparation for the world of work, many find themselves underemployed or unemployed and having to live on often meagre state handouts. Some may even be confined to institutions if they cannot cope with ‘normal’ environments.

There are many reasons for this situation, but a hidden reason might be found in our use of language. The neurodivergence landscape is littered with abbreviations and terms that cover a multitude of conditions, for example: Attention Deficiency Hyperactivity Disorder (ADHD); Auditory Processing Disorder (APD); Asperger Syndrome (AS); Autism Spectrum Disorder (ASD); dyscalculia; dysgraphia; dyslexia; dysmetria; dyspraxia; learning disorder.

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What is common to all these terms for neurodivergent features or attributes is their essential negativity: ‘disorder’, ‘syndrome’ and the dys- prefix all denote ‘undesirable’ characteristics in a person.

The Wiktionary definition of the dys- prefix is very telling. It is “used to convey the idea of being difficult, impaired, abnormal, or bad.” Similarly, Language Log states: “…, dysdoesn't typically refer to inborn problems, but simply to abnormal, difficult, impaired, or bad characteristics.” The implication is: why would one want to hire a problem?

It is accepted widely that the railway workforce is aging and that the rate of recruitment of new staff is well below that what is needed. Thus, one might expect that the net would be cast wider, to include candidates with non-traditional backgrounds and characteristics. However, organisations in the railway industry are no better than others in recruiting, managing, and retaining neurodivergent people.

Therefore, they are unable to benefit from the specific strengths that can come with cognitive diversity.

ENHANCING OPPORTUNITIES Recognising the limited interest in railway careers and the potential available by attracting more neuro-divergent people into the industry, the National Skills Academy for Railways (NSAR) challenged the Railway Division (RD) of the Institution of Mechanical Engineers (IMechE) to create an event to encourage the employment and retention of more neurodivergent individuals in the railway industry. The Birmingham Centre for Railway Research and Education (BCRRE) at the University of Birmingham (UoB) joined the initiative, and, since 2021, has worked with industry stakeholders to deliver a conference with the working title ‘Neurodiversity and Neurodivergence in Rail: Advancing with Difference’. A broad range of individuals and organisations have pledged their support for the event.

The main purpose of this UoB, NSAR, and IMechE joint event is to create a community of employers, employees, parents, and partners with a shared interest in enhancing the opportunities for neurodivergent people in and for the railway industry. The organisers hope that this will increase the railway industry’s talent pool, while offering high quality employment for neurodivergent individuals.

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Beyond providing a thorough and expert introduction to the conditions that are commonly associated with neurodivergence, notably autism, the NSAR, the IMechE, and the BCRRE conference team want to satisfy four objectives by hosting the event: • identify railway industry roles that can benefit from the specific strengths of neurodivergent individuals; • identify how roles and environments can be adapted to suit neurodivergent people by addressing specific weaknesses; • identify how recruitment processes can be enhanced to become more inclusive and to allow candidates to engage with interviewers in a constructive way; • collect views from employees and employers on workplace issues for neurodivergent staff.

The event is scheduled to take place across two days in December 2023, in Birmingham.

SCHEDULE On the first day, conference participants will assemble around 12:30 in a venue on the campus of The University of Birmingham.

• 12:30-13:00 Arrival, Tea and Coffee • 13:00-14:30 Tour of the facilities of the UK Rail Research and Innovation Network (UKRRIN) • 14:30-15:30 Tea and Coffee / Displays and Discussions • 15:30-16:15 Presentations by neurodivergent and neurotypical individuals on their views of opportunities and obstacles in the railway industry for neurodivergent people • 16:15-17:00 Panel session about parenting neurodivergent children: Led by D. Mathieson-Dodd • 17:00-17:15 Break.

• 17:15-18:00 Making (railway) education accessible to neurodivergent people • 18:00-19:00 Free time and transfer to Edgbaston Park Hotel for Dinner • 19:00-22:00 Conference dinner sponsored by Atkins at Edgbaston Park Hotel The second day will see participants move to The Exchange, the University’s recently opened conference venue in Birmingham’s Centenary Square.

• 08:30-09:00 Registration, Tea and Coffee • Introductory Session chaired by Felix Schmid (The University of Birmingham) • 10:30-11:00 Refreshment Break • Rail Industry Context and Opportunities, chaired by Odis Palmer (GWR) • 13:00 to 14:00 Buffet lunch and networking • Technical and organisational solutions, chaired by Kimberley Harding (BCRRE) • 16:00-16:45 Refreshments, discussions and summary of take-aways.

For further information and to register visit: www.birmingham.ac.uk/research/railway/events/2023/ neurodiversity-in-rail-conference.aspx

For any questions about the event, please contact: Kimberley Harding: kxh089@student.bham.ac.uk

Felix Schmid: f.schmid@bham.ac.uk

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EQUALITY, DIVERSITY & INCLUSION

RAILSTAFF MAY - JUNE 2023

GOOD PRACTICE FOR

PROTECTING MENTAL HEALTH

T

he rail industry is more aware of the importance of mental health than ever before, acknowledging the importance of emotional well-being and taking steps to ensure workers are supported. But the issue of poor mental health still looms large, impacting the lives of countless rail staff who often don't know where to turn. Despite the improved situation, how can the rail industry better protect and support its workforce?

The Samaritan’s report found that more than half of staff surveyed (57%) had continued to work despite experiencing a change in their mental health, and 44% did not seek any support. Half of respondents were unsure whether their organisation had a strategic plan for mental health, with 28% of those respondents holding senior management roles or higher. In addition, over a third of staff, a quarter of which were middle managers, reported they had received no training or support around mental health.

Rail industry employees face many unique challenges and risk factors that can negatively impact their wellbeing. These include heavy workloads, changes in the industry, financial concerns, lone working, and shift working, all of which can be significant contributors to mental health issues. Many rail staff also face exposure to traumatic incidents, including abuse and being witness to accidents and incidents which can impact on their mental well-being for many years to come.

A recent Samaritans report titled “Understanding and providing recommendations for good practice mental health provision in the rail industry” sought to provide good practise recommendations for mental health provision, raise awareness of the support available for staff, and destigmatise conversations around mental health. It also sought to understand the positive aspects of support provided across different roles, what current support looks like, as well as what needs to be improved to ensure the mental health and wellbeing of staff is prioritised in the workplace. So how well does the industry look after its staff?

“There are many positive mental health initiatives across the sector and support that staff do find helpful,” says Richa Mitra, project development lead at Samaritans. “However, our research highlights inconsistencies in the availability and quality of support services across the sector. The research also indicates that staff can lack awareness and understanding of what support is available, and face various barriers to seeking help.”

One way in which rail companies do offer support for mental health issues is through Employee Assistance Programs (EAPs). Many organisations provide these programs which offer face-to-face, telephone or online counselling and support on both personal and work-related issues. However, despite the positive outcomes these programs can provide, many staff remain sceptical of their use.

EAPs offer around six sessions of counselling which, according to the Samaritans report, many staff don't find sufficient. Others reported that EAP services weren’t specialised enough to help with their specific problems. There was also concern about the confidentiality aspects of using such services because the programs are linked to their employer, some staff can be reticent to open up.

The stigma which still surrounds mental health conditions may also be the reason why some employees aren’t so eager to talk, says Richa: “Stigma is a significant barrier to rail staff accessing support and there is recognition from staff that there have been improvements over the last few years, however, they feel that stigma still exists in many areas and to differing degrees. Our research highlighted the increase in stigma within male-dominated teams and with a focus on more peer-to-peer support groups that are aimed specifically at men, the industry can continue to break down this stigma around mental health further.

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OPENING UP

RAISING AWARENESS Creating a culture of mental health awareness is essential for companies serious about protecting the well-being of rail industry workers. By fostering open dialogue and encouraging employees to seek help when needed, companies can break down barriers and ensure that individuals feel supported and valued.

One way the industry attempts to do this is by working alongside recognised mental health organisations to raise awareness and enhance the support they offer their employees. The Samaritans report, for instance, was part-funded by Great Western Railway (GWR). However, engagement with outside organisations has been patchy across the industry says Richa.

“There is a lot of evidence to show that many rail companies are working with national and regional mental health organisations, however our research highlighted inconsistencies, with some organisations within the sector further ahead compared with other parts of the industry.”

According to the Samaritans report, this tended to be a trait more associated with freight companies, as well as smaller organisations that don’t have the resources to dedicate to such initiatives.

A further concern among staff surveyed by the Samaritans was that

RAILSTAFF MAY - JUNE 2023

senior leadership from across the sector tend to work in disconnected silos, which harms the prospects of creating an industry-wide strategy to address mental health issues.

“The Railway Mental Health Charter is a great step forward in addressing this,” says Richa, “as it brings a cross-industry approach to mental health and encourages organisations to share good practice and resources.”

The Railway Mental Health Charter, which was launched in May 2021, provides the railway industry with a simple yet robust framework for promoting and supporting mental wellbeing among its workforce. It aims to support the rail industry in creating an open and inclusive atmosphere where anyone can ask for support.

It is free for organisations to join, there is no cost for membership, and members are provided with support to develop a plan of action which suits their organisation. Signing the RMHC is a commitment towards improving mental health in the industry and more than 100 organisations have signed since its launch.

Despite the best preventative efforts of any company, at some point, managers will inevitably find themselves dealing with an employee who is struggling. Whether this is reported by the employee, or the manager suspects there is a problem, the way that managers act can have an impact on the outcome.

If a manager thinks a member of their team may be experiencing a mental health problem, they may need to take the lead and raise this with them, recommends the charity Mind, as people often don’t feel able to bring it up themselves.

Sometimes when managers lack confidence about mental health, they might make this conversation overly formal or escalate it to HR or Occupational Health straight away, says Mind, however, as their manager, they will know the employee best and it’s important they take the lead and talk with them themselves. The way managers behave and the relationship they have with staff are key actors in shaping how employees respond when they’re experiencing stress and poor mental health.

It’s vital that managers start this process off in a positive and supportive way. The language that is used in any discussion with the employee is also crucial, says Richa: “When a mental health condition is reported, organisations can help to reduce stigma immediately by using accurate language around mental health, avoiding use of stereotypes and labels, and by showing empathy and compassion for those struggling with their mental health. This in turn helps create a supportive environment where staff feel comfortable to open up about their mental health.”

If an employee is required to take leave due to their mental health, the handling of their return to work is also a critical part of their care.

A return-to-work plan is a vital part of the process, says Mind. It should address the person’s health needs and ensure their return to work is supported through appropriate agreed steps (outlined in section three) for

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employees and managers to take. This may include practical steps and workplace adjustments; on-the-job support from line manager and HR; and other forms of support such as peer support.

Discussing these steps in advance with employees and producing a written plan together will help reassure them their needs will be met on their return. It will also help managers and employees to identify what is expected of each person and to reduce anxieties either party may have. Unfortunately, while some companies excel at this critical stage, the level of training for managers is not standardised across the industry.

“We’ve heard some great examples of how managers within the sector are going above and beyond to support their staff with their mental health,” says Richa. “It is important that senior leaders empower those who are doing great things in this area and provide them with continuous support.

“Managers are usually the first point of contact when a member of staff returns to work, and we understand from our research that managers are not always given adequate training or tools to support staff with their mental health and wellbeing. By investing in this training and ensuring managers have the appropriate skills such as communication, active listening, empathy and compassion – companies can support any staff returning to work after a mental health-related absence.”

The Samaritans report highlights how the rail industry has taken positive action to address the unique challenges that rail workers face.

However, there is much more to be done to better protect staff and support them with their mental health and wellbeing.

The full Samaritans report findings and recommendations can be found at. www.samaritans.org/how-we-can-help/workplace/rail-industry-suicide-prevention-programme FACEBOOK.COM/RAILSTAFF | @RAIL_STAFF | RAILSTAFF.CO.UK

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YOUNG RAIL PROFESSIONALS

RAILSTAFF MAY - JUNE 2023

S L A N IO S S E F O R P L I YOUENLOGPRMAENTS IN RAIL AND DEV G N U O Y R O F N IO T A THE IMPLIC ALS PROFESSION

A

s the chairwoman of Young Rail Professionals (YRP), I am acutely aware of the impact that recent news in the railway industry has had on young people.

Over the last eight weeks, there have been several significant developments. Let us delve into those most notable and explore how each will impact the future generation of railway enthusiasts, engineers, and specialists.

OPPORTUNITIES AND CHALLENGES Perhaps the most significant news to emerge in recent weeks has been the publication of the government’s Integrated Rail Plan (IRP). This plan sets out a vision for the future of the UK’s railway network, including proposals for new infrastructure projects and changes to the way that the industry is managed. For young rail professionals, this plan represents both a potential opportunity and a likely challenge.

On the one hand, the proposals for increased investment in the rail network could create new job opportunities for young people entering the industry.

As the government seeks to deliver on its ambitious plans for rail infrastructure, there will

be a need for talented young professionals to help design, build, and manage these projects. This is an exciting prospect for those looking to make a career in rail, and one that we should embrace wholeheartedly. However, there are also challenges that must be addressed if we are to fully realise the potential of the IRP. One of the most pressing of these is the need to ensure that the industry can attract and retain the best talent.

This means not only offering competitive salaries and benefits, but also creating a working environment that is supportive, inclusive, and rewarding: the type of working environment people want has radically changed since Covid. If we are honest with ourselves, the railway has a selfcreated problem due to a lack of investment in young people: in terms of time, money, and training.

FUTURE OF HS2 Another key development over the last eight weeks has been the ongoing debate around the future of HS2. This high-speed rail project has been a topic of much discussion and controversy in recent years, with some arguing that it represents a vital investment in the future of the UK’s transport infrastructure, while others question if it is the best use of public funds. For young rail professionals, what becomes of

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HS2 is of particular interest, as it will have a significant impact on the direction of the industry in the years to come.

If the project goes ahead as planned, it will create new job opportunities for young people in a range of roles, from engineering and construction to project management and operations.

However, if the project is cancelled or scaled back, this could have a negative impact on the industry, particularly if it leads to a reduction in investment in rail infrastructure more broadly.

STRIKE ACTION Another issue that has been making headlines in recent weeks is the ongoing dispute between the government and rail unions over pay and working conditions. This has led to a huge number of strikes and disruption to rail services, which have had a significant impact on passengers and those working in the industry.

For young rail professionals, these strikes and disruptions are a reminder of the importance of ensuring that the industry can attract and retain the best talent.

If we are to deliver the ambitious plans set out in the IRP, we will need a motivated and engaged workforce. This means not only offering competitive pay and benefits, but also creating a culture of respect and collaboration between employers and employees. A Q1 UK poll from Ipsos finds support for striking railway workers at 32% while 60% support nurses, 58% support ambulance workers, and 51% support junior doctors1.

Personally, I am surprised it is that high- the rail industry at all levels struggles to accurately communicate with the public about the nuanced issues it faces.

Bonnie Price.

EVOLVING INDUSTRY

As the railway industry undergoes rapid change, so too must its workforce. Companies are recognising the need for a diverse and inclusive environment to foster innovation and adaptability.

YRP’s event – Transport Inclusion - Getting Everyone Onboard – kindly hosted by PWC, is set to be an interesting look at the bi-annual Transport Inclusion Index, based on extensive research from the professional services provider.

This is set to be an interesting take on inclusivity from both sides of the track, so to speak.

The global push towards a greener future is evident in the rail industry too. Major players in the sector are investing in research and development to minimise the environmental impact of rail operations. For example, Alstom's hydrogen-powered Coradia iLint train has been successfully tested in various European countries and is expected to enter commercial service. During summer 2023, the Coradia iLint is expected to carry passengers along the St. Lawrence River, between Parc de la Chute-Montmorency and Baie-St-Paul. It will be powered by ‘green hydrogen’ produced at Harnois Énergies’ Quebec City site. I am personally excited to see this project lift off the ground and wish them every success.

This focus on sustainability offers young professionals the chance to develop expertise in cutting-edge technologies,

RAILSTAFF MAY - JUNE 2023

such as hydrogen fuel cells, electrification, and energy-efficient design. Our ‘Decarbonisation in Rail’ event with Dentons showcased the strong interest our members have, with a capacity crowd in attendence. Let us be frank, there is a reason climate anxiety is listed in the Lancet research paper ‘Climate anxiety in children and young people and their beliefs about government responses to climate change: a global survey’ (December 2021)2.

The paper’s results show that respondents across all countries were worried about climate change (59% were very or extremely worried and 84% were at least moderately worried).

As the industry evolves, it will require skilled professionals who can drive these innovations and integrate them into existing rail systems. I am sure, dear reader you will not find this shocking when I say that we in the UK have a long way to go on the journey to a sustainable mass transit future.

INTERCONNECTED AND INTELLIGENT The ongoing digital revolution has not spared the rail industry.

In recent weeks, we have seen a surge in the adoption of advanced technologies such as artificial intelligence (AI), the Internet of Things (IoT), and automation.

Examples include the successful testing of autonomous track inspection vehicles and the introduction of AI-based predictive maintenance systems.

This digital transformation presents young rail professionals with the opportunity to develop skills in data analysis, software

development, and systems engineering. Equally, it also vastly increases the immediate needs to up- and re-skill the current workforce. As the rail sector becomes more interconnected and intelligent, there will be a growing demand for professionals who can harness the power of these technologies to improve safety, efficiency, and customer experience.

OUT AND ABOUT Here at YRP, we’ve been all go. We had an excellent day at RailTex where we held a series of panels about the topics closest to us. We were kindly supported by an array of speakers from our corporate members, including: the Digital Asset Management Director Martin Vallance and Design Director Chris Davies from EGIS; a keynote speech from Matt Wragg CEO of Gattaca PLC; Liam Henderson of the Rail Innovation Group and many more. On each of these panels we had a member of YRP’s leadership. I feel it was so important for YRP to have space amongst our industry experts to give their input.

If you like what you are reading and would like to get more involved, please look at our website and sign up as a member.

It has always been free to become a YRP member and always will be.

Alternatively, if you would like your company to be a corporate member, please follow the directions on the website and we will be in touch.

Until next time, YRP continues to deliver on the needs of the young people in our industry.

YOUNG RAIL PROFESSIONALS

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Please feel free to get in touch with me on LinkedIn if you have any thoughts you would like to share.

1.

2.

https://www.ipsos.com/en-uk/1-3-support-strikes-railway-workers-lagging-behind-supportnurses-ambulance-workers-and-junior https://www.thelancet.com/journals/lanplh/article/PIIS2542-5196(21)00278-3/fulltext

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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36

RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2023

RAILSTAFF AWARD THE EVENT OF THE YEAR E

very year, the Railstaff Awards gets bigger and better, attracting more interest, more sponsors, and more entries. The industry has its fair share of awards evenings, but the RailStaff Awards stands apart from the rest. It’s an evening when the railway family comes together to celebrate star employees from all levels of the industry.

GET NOMINATING

There are 18 categories this year, with team and individual awards.

Each prize is handed out to the people who keep the industry going, and you won’t find an award for any organisation or firm. A few companies may win some of the kudos for their association with the event, but it’s the staff who take home the honours at the end of the night.

Each contender is nominated by someone they know – whether that’s colleagues and co-workers, management, friends, union reps, or even the general public. There are only two rules – you can’t nominate yourself and you can’t work for RailStaff Publications Ltd or any Rail Media Group company, though it’s also preferable if the nominee doesn’t work for the category’s sponsor!

Once all the nominations are received, the details are posted on the Awards’ website and the public voting commences. Anyone can visit the website and vote for their favourite nominee, whether it’s for an entry that has really impressed them or just to support a friend.

After the public voting is complete, details of the top 15 nominees in each of the 18 categories is sent to a panel of expert judges, who choose the winner and two ‘highly commended’ entries for each category.

If you think you know someone that deserves an award then go ahead and nominate them. Just fill in the form online and the nomination will be added to the site as soon as it has been authorised by a member of our team. Nominating is free and will only take a few minutes but could make a huge difference to someone.

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AN AMAZING EVENING

The RailStaff Awards is a spectacular evening and a celebration of the people who make the industry great. If you’ve never been before, now is the time to book your tickets and prepare for the night of a lifetime.

Attendees are guaranteed an amazing experience with delicious food and drink, and spectacular entertainment – usually involving overhead acrobatics and fire breathers, or, like last year, motorcycles doing death-defying stunts in a metal cage. As the compere runs through the categories, each winner collects their award to thunderous applause then, with the presentation over, the night really begins.

As casino tables open, fairground rides burst into life, the dance floor beckons ready for those who want to dance the night away. This truly is a magnificent night to remember.

Whether you’re nominated or nominating, make sure to grab your ticket to the rail industry’s greatest night of the year. You absolutely don’t want to miss out!

Tickets can be booked at:

www.railstaffawards.com/event/2023/tickets

or by contacting: Tel: 01530 816450 Email: events@rail-media.com Early Bird tickets at a discounted rate are available until 7 July 2023.

Join us on 30 November for the industry event of the year. Soak up the atmosphere, spectacular entertainment, and great company.

We can’t wait to see you – it’s going to be another magnificent night!

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RDS 2023

NOMINATE NOW! AND WIN A PAIR OF VIP TICKETS

Nominations can be made at: www.railstaffawards.com/ event/2023/nominate

THE NEC BIRMINGHAM | 30 NOVEMBER

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RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2023

AWARD WINNING STORIES

Lee Woolcott-Ellis, Southeastern

T

aking home a RailStaff Award might seem like the end of a journey. The reward for months or years of selfless hard work, the cherry on top of an amazing and satisfying career. But for many winners the honour is just the beginning of a long road. When Lee Woolcott-Ellis was recognised at the 2018 Awards, it launched a roller coaster ride that he’s still riding.

Lee was awarded the Rail Person of the Year Award for developing a sophisticated mental health support scheme for colleagues at Southeastern.

After a successful pilot between July and December 2017, the Mental Health Advocate Programme was rolled out to all of the train operator’s 4,500 employees.

MENTAL HEALTH HERO Lee’s drive for supporting staff stems from his own experience of mental health struggles. As a victim of historic childhood abuse, Lee completed a course of cognitive behavioural therapy for his PTSD in 2017. “It was the best thing I’d ever done,” he says.

“After coming out of therapy, I recognised in other people, myself when I wasn't in a good place. Seeing passengers getting into arguments on trains, seeing staff having to deal with violence, and the way people react emotionally to certain situations, it all made me realise that’s how I might have acted before I got help. It made me wonder how many other people have a backstory they don't know how to deal with, and how many have no one to talk to.”

“As a result, I wrote Southeastern’s Mental Health Advocate Programme.

We searched for volunteers from the workplace and trained them to achieve a Level 2 counselling accreditation with the British Association of Counselling and Psychotherapy. Then we initiated the peer-to-peer support programme.

Since the programme started five years ago, we’ve supported just over 37% of the entire Southeastern workforce.

During the pandemic, we supported over 1000 colleagues with their problems and concerns.”

Since winning his RailStaff Award, Lee’s feet haven’t touched the ground. He’s gone on to become the mental health lead manager at Southeastern, and is now pushing the entire mental health and trauma support agenda not only for his own company, but the industry as a whole.

“In 2021 I developed and wrote the Railway Industry Mental Health Charter, a framework to help promote, manage and support workforce mental wellbeing.

After the retirement in 2020 of the ‘Time to Change Pledge’, which was a national campaign to tackle the stigma and prejudice associated with poor mental health, we began to look at what more we could do to support our colleagues at Southeastern. I looked at how other people had written mental health charters and came across the 2017 Stevenson report which provided an excellent foundation, so I used that as a framework.

“As I was already on the RSSB’s Mental Wellbeing Group, I approached them and their workplace psychologist Joanna Faustino, and we tailored my framework

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so it became more specific to the rail industry as a whole. We launched the Charter in May 2021 and, to date, 113 rail and rail-associated companies have signed up.”

TRAUMA MANAGEMENT It doesn’t end there. At the end of December 2022, Lee and Southeastern launched a Trauma Risk Management Programme (TRiM) which is a welfare led process intended to assess the response of staff exposed to traumatic or potentially traumatic incidents.

“If a colleague witnesses a violent or traumatic act on a train or at a station, they can refer themselves, or be referred to, the trauma risk management team and we will do a trauma risk assessment, 72 hours following the event. What we’re looking for in that risk assessment are the defined elements of trauma. By doing that we can help that individual process the incident, deal with it, and it won't become a longterm issue or problem for them.

“So far this year, we've carried out 27 trauma risk assessments. These have been for staff witnessing suicides and fatalities, for staff who’ve faced violence in the workplace, as well as racial abuse from passengers to colleagues. The great thing is when we do a follow-up assessment, we can see the individual’s trauma scores coming right down.”

ROYAL RECOGNITION As a result of his work in mental health, Lee has generated a fair amount of media attention, appearing in two BBC documentaries and working with ITV.

39

“Since the awards I’ve constantly been contacted by other organisations that have seen some of the publicity.

Winning the award opened up doors to many other conversations,” he says.

More recently, Lee was selected by senior officials at the Department for Transport to attend the Royal Garden Party at Buckingham Palace to celebrate the Coronation of King Charles.

“It was an honour to be invited,” he says. “I had to go through vetting, and then received a card saying I was invited by The Lord Chamberlain on behalf of His Majesty. It was an amazing day and I was able to use it to talk about the mental health work we do at Southeastern.”

Lee’s dedication to the wellbeing of his colleagues is remarkable and it is only right that his work is recognised throughout the industry and beyond.

You need look no further for proof that a RailStaff Award is not the end of a successful journey - it’s just the beginning. An Award can open many doors and, in the next few issues, we’ll be talking to more past winners with an amazing story to tell.

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RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2023

AOF SERVICE LIFETIME

T

he railway is a way of life for many in the industry and unlike most other sectors it is not uncommon to find employees with thirty, forty or even, fifty years’ service. The Rail Staff Awards recognises the individuals who have made a significant and lasting impact during their time on the rails and celebrates their efforts to push the industry forwards.

One of Rail Staff Awards’ most prestigious prizes is the Lifetime Achievement Award which honours those who’ve dedicated their lives to the railway, delivering excellence for the benefit of customers and colleagues alike. It reflects the passion and dedication of those who’ve sacrificed countless hours manning trains, selling tickets, operating signals, or building trains and track, and provides a stage to celebrate the accomplishments of some outstanding individuals.

Top communications technology company Telent backed the Lifetime Achievement Award in 2022 and returns to sponsor the prize again this year. The firm provides its services to many of the UK’s largest and most mission-critical operational systems and has delivered intelligent transport solutions and network maintenance for over 30 years.

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Telent specialises in the design, build, support, and management of the rail

network’s critical digital infrastructure, drawing on its decades of experience in mission critical communications and technology. With the industry now increasingly reliant on innovative digital technologies to keep services running smoothly, Telent maintains operationally critical systems that keep stations open and trains running. It also enables organisations to create, improve, and operate the ICT and communication networks that their businesses and operations depend on.

“Driving future growth and investing in technologically advanced solutions is critically important to the UK’s rail industry along with the extraordinary people who make things happen,” explains chief executive officer Jo Gretton.

“The sector has a huge pool of potential talent that it can attract, offering people the opportunity to thrive in an

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industry allowing them to explore the options available to them and embark on a successful pathway” Alan McLeish, managing director of QTS Group, took home last year’s Lifetime Achievement Award. Alan started his business with a £300 loan in 1992, giving up his steady, fulltime employment as a tree surgeon to pursue his business ambitions. Thirty years on, QTS employs over 600 people across the UK, boasting a turnover of more than £100 million annually. Alan is also a powerhouse of philanthropy, personally contributing over £100,000 to charity over the years.

“I’m absolutely humbled to have won this award,” said Alan on the night, “especially considering all the other candidates who are all so worthy of recognition. The RailStaff Awards are so important. Everybody in the industry deserves to be recognised and to get the chance to let their hair down, especially after the past couple of years. Events like this are vital.”

Jo Gretton added: “It’s brilliant that the Rail Staff Awards highlight the depth and strength of talent throughout the rail sector. In a tough field of competitors, Alan McLeish’s vision, innovation, and drive for his business, combined with his focus on people development and his fantastic charity work, made him the standout choice for the 2022 Lifetime Achievement Award.”

The railway provides a unique and welcoming work environment, offering countless individuals with a career for life. The Lifetime Achievement Award reflects the passion and dedication of these individuals who are the real heroes of the industry.

A proven track record as a business, employer and trusted partner.

Proud to sponsor the lifetime achievement award.

FIND OUT MORE ABOUT Telent www.telent.com

0800 783 7761

talktotelent@telent.com

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RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2023

TBF CELEBRATES

STATION STAFF

T

he Transport Benevolent Fund CIO (generally known just as TBF), has stepped up once again to sponsor this year’s Station Staff of the Year Award.

The non-profit-making membership charity provides relief from hardship and distress among those who work in (or are retired from) the public transport industry and its related services. TBF is here to help out when things aren’t going so well, offering a wide range of benefits including health, welfare, and financial support, including a comprehensive range of complementary therapies, legal advice, convalescence and bereavement grants to its members and their dependants.

Run by a board of Trustees, the majority of whom work in the industry and decide on all benefits, TBF’s patrons include leading figures in the major transport groups and trades unions.

The Fund is open to anyone engaged in the public transport industry in Great Britain; membership costs £1.25 a week, covering the member, their live-in partner and dependent children. Each family member is considered separately, and benefits paid are not cumulative for the whole family.

Numerous public transport employers have opted to pay for TBF membership for its employees as part of their employment package. Moving forward, TBF is encouraging further companies to take up this option.

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43 TBF was founded in 1923 by the predecessors of Transport for London (TfL) to relieve cases of necessity among its members and to meet their needs for convalescence or surgical equipment. As TBF celebrates its centenary, public transport employees, unfortunately, continue to endure hardship, particularly after the tumultuous events of the past few years.

TBF currently has over 58,000 members and the continuing relevance of the Fund’s work is best illustrated by the volume of awards to members; TBF is looking to spend £2.9 million on direct benefits to its beneficiary in 2023/24.

Last year, the Station Staff of the Year Award, sponsored by TBF, was taken home by Paul Gregg from Govia Thameslink Railway (GTR). Always keen to engage with the public and go above and beyond expectation, Paul was honoured for always providing customers with a memorable experience.

Ever eager to help colleagues and customers, Paul’s cheery disposition makes him as popular with staff as with customers. Often, when his shift is over, you’ll still see Paul at work, either helping a colleague with something or just listening to them.

He was even nominated for last year’s Life saver award, after helping a man who had jumped down onto the tracks.

In recognition of the valuable work carried out by all those working in the rail sector, TBF is a longterm supporter of the RailStaff Awards. “It’s hugely important that industry staff are recognised like this,” says TBF chair Rob Jones. “TBF is delighted to be able to support that and celebrate the hard work that everyone on the railway does, day in, day out, to transport millions of people.”

The Transport Benevolent Fund CIO, known as TBF, is a registered charity in England and Wales, 1160901 and Scotland, SC047016.

All about people people working in public transport... people like you!

PROUD SPONSORS OF THE STATION STAFF AWARD, 2023

TBF offers a wide range of health, welfare and financial benefits during times of need, hardship and distress; helping to improve members’ work-life balance and reduce staff turnover for the employer - all for under 20p per day!

£1.25 a week covers you, your live-in partner and dependent children.

JOIN ONLINE TODAY

www.tbf.org.uk Transport Benevolent Fund CIO, (TBF); Reg. charity England & Wales, 1160901, Scotland, SC047016.

1923 TO 2023: ONE HUNDRED YEARS OF SUPPORT FOR PUBLIC TRANSPORT WORKERS DURING TIMES OF NEED.

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RAILSTAFF AWARDS

RAILSTAFF MAY - JUNE 2023

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45

INSPIRING EXCEPTIONAL

ACHIEVEMENTS

E

very year, the RailStaff Awards honours the extraordinary individuals of the rail industry, but one award is bestowed on those deemed to have made the most exceptional contribution. The Rail Person of the Year award celebrates the success of the industry’s most remarkable staff. Nominations are made for those who have overcome adversity or who make outstanding efforts to help others.

This year, Inspire Structures Ltd is proud to sponsor the Rail Person of the Year Award. Founded in 2013 by specialists in the management and inspection of infrastructure assets, Inspire Structures provides safety-focused, high-precision structure inspections, competency assessments, associated training, and engineering services to asset owners. In its 10 years of operation, Inspire Structures has established itself as a market leader in its field.

Inspire’s services cover railway and highway environments, and any scenario where asset owners have a need for an asset management plan. Its structure inspection teams are all competent to current standards and requirements, and its passionate senior management team all have hands-on, site-based experience, so clients know they’re effective and knowledgeable in their field. Like all RailStaff Awards winners, Inspire Structures is committed to delivering the best possible service.

The nature of the Rail Person of the Year Award, is what attracted Inspire Structures as a sponsor.

“The RailStaff Awards is a great event for everyone to get together and celebrate the achievements of industry staff,” said Joanna Thompson, Inspire Structures’ founder and managing director.

“The Rail Person of the Year is a broad category that anyone can be nominated for. That’s one of the reasons we decided to sponsor this award. We’re so proud to be working in this industry and we’re absolutely rooting for all of this year’s nominees.”

Last year, the prize went to Freightliner’s Amy ‘Bessie’ Matthews.

Bessie joined Freightliner in August 2021 as a trainee shunt driver and immediately wowed her colleagues. While settling into her new role, Bessie also jumped at the opportunity to participate in other activities including playing a role in the Freightliner female Train Driver’s forum.

As well as taking an active role in promoting career opportunities for women in rail, Bessie also supports Samaritans and other rail-related charities. She was the Samaritan’s top fundraiser for Samarathon in 2021 and a key ambassador for Samaritan’s Christmas Star campaign, featuring in all of its

campaign promotional material.

She is also a social media star with a sizeable following on Twitter, which she uses to promote and raise awareness of rail as a great career path for women.

“There’s a real buzz in the room,” said Bessie, on receiving her award. “Not just because we’re supporting so many people, but

because the whole industry is represented here together. The atmosphere is amazing.”

There’s nothing better than seeing people fulfil their potential, and that is what the RailStaff Awards is all about – getting together with peers and celebrating their inspirational stories.

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PEOPLE

RAILSTAFF MAY - JUNE 2023

MTR Elizabeth line announces new train service delivery director

Craig Harrop has been appointed interim regional director for Northern in the North West.

MTR Elizabeth line has announced the appointment of Nick Westcott as its new train service delivery director. manager and client & stakeholder manager.

In 2017 and 2018 he was interim community & sustainability director and regional director respectively, before taking up the position of head of trains and stations for Lancashire, Merseyside and Cumbria in 2019.

Commenting on his appointment, Craig said: “I’m delighted to take on this new role, representing Northern in the region I have always called home.

“I am very proud of the career progression I have made within this organisation, which I think is a great example of the development opportunities that exist within the rail industry.”

Nick has worked in railway operations for the entirety of his career in the disciplines of driver management, control and performance, for train operators including Virgin Trains, First Trans Pennine Express, First Capital Connect and, more recently, Avanti West Coast.

A Fellow of the Chartered Institution of Railway Operators, Nick has a degree in Transport and Business Management from Loughborough University. He will join MTR Elizabeth line on 5 June 2023.

Mike Bagshaw, managing director of MTR Elizabeth line, said: “With an impressive career history in rail, we are delighted to welcome Nick Westcott as our

new train service delivery director.

With a focus on continued improvement, Nick will have a key role in delivering long-term reliability across the Elizabeth line for our customers.

Nick said: “I am excited to join MTR Elizabeth line at an important time in its development.

In addition to its industry-leading train performance, the Elizabeth line has delivered impressive customer journey numbers since opening. I am looking forward to working with my new colleagues and our railway partners to deliver high quality services for our customers.” © MTR Elizabeth line

He took over on Monday 29 May, replacing Chris Jackson, who is heading to TransPennine Express as interim managing director.

Harrop, who was born in Blackpool and lives in Manchester, was previously the head of trains and stations for Northern across Lancashire, Merseyside and Cumbria.

He joined the rail industry in 1991 working for British Rail, before further developing his career through the senior management training scheme in 2002.

His progression at Northern has seen him undertake a number of roles across operations and stakeholder relations, including depot manager, area traincrew manager, operations delivery

© Northern

Northern names new regional director in the North West

Atkins’ Colette Carroll joins RIA Board Colette Carroll, market director for strategic rail at Atkins, has been appointed to the Railway Industry Association (RIA) Board.

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

© RIA

She will play a key role in the strategic direction and governance of RIA – the UK’s national trade body for suppliers to the railway industry, as one of the organisation’s 13 RIA Board members.

Commenting on her appointment, Colette said: “This is a pivotal time for the rail industry with priorities such as decarbonisation and digital transition, presenting both opportunities and challenges.”

“Joining the RIA Board gives me an opportunity to help shape the future of UK rail and provide member companies with the

support and representation they need to succeed.”

Colette who was awarded an OBE for services to the rail industry in 2013, brings over 20 years’ senior experience to the RIA Board. She joined Atkins in 2022, and in her role, oversees the consultancy’s offering to the UK rail market, which ranges from strategic advisory services to the delivery of large, complex engineering projects.

Prior to this, Colette held senior roles at HS2, including that of Land and Property Director, and in Government, where she led a +£7 billion rail franchise portfolio and worked on operational planning and infrastructure development for the London 2012 Olympic Games.

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RAILSTAFF MAY - JUNE 2023

Pandrol promotes John Dowie to head of commercial and sales As an accomplished international rail executive with over 20 years leadership and management experience, John has a background in operations, service delivery, strategic planning, sales, and business development.

He joined the business in May 2022, as head of business development for the APAC region.

Before joining Pandrol, John worked for Wabtec Control Systems (WCS) where he spent seven years in senior roles, most recently as general manager for business development and sales.

Nicolas Groult, CEO of Pandrol, commented: “I am delighted to congratulate John on his new role.

This position will see him lead our commercial and sales functions. He will also take marketing under his wing, working with our specialist team.

“John has a great deal of leadership experience and a proven track record in delivering business growth internationally.”

John added: “I am excited to be accepting this new position at Pandrol and look forward to seeing the company continue to thrive and grow as a leader in the rail market.

“My wife and I are also looking forward to our relocation from Australia to France later in the year.” © Pandrol

John Dowie has been appointed chief commercial and sales officer of Pandrol.

DON'T MISS OUT!

Andy said: “Transport for London is an incredible organisation, full of highly committed people who come to work each day to serve our customers and to make the capital a better place. I would like to thank them all for the incredible support they have given me. I am hugely honoured and proud to do this job and to have the opportunity to continue to steer TfL as we move forward with the work of supporting London’s recovery from the pandemic, ensuring TfL better reflects the diverse city we serve whilst becoming the green heartbeat of the capital.” © TfL

Andy joined TfL in November 2019 as managing director of London Underground and became chief operating officer for all of TfL’s operations in 2022.

He took on the role of Commissioner of TfL on an interim basis from 25 October 2022, following the departure of the former Commissioner Andy Byford. Since then, his focus has been on attracting customers to public transport, rebuilding TfL’s finances, advancing TfL’s work to decarbonise and improve London’s environment, and developing plans to further support TfL’s diverse staff and customers.

Andy has overseen the completion of the transformational Elizabeth line railway, the completion of the Bank station upgrade, the development of the plans for new bus provision in outer London, the delivery of new cycleways, and TfL’s work to support safe and successful events to mark the coronation of HM King Charles III and Queen Camilla.

As managing director of London Underground, Andy led the transport network’s operational response to the Covid pandemic. He has been responsible for the safe and reliable introduction of Elizabeth line services, the Northern line extension, and the extension of London Overground to Barking Riverside. As TfL’s Chief Operating Officer, Andy led the operational transport response for key events across the city, most notably The Platinum Jubilee and the ceremonial events marking the passing of HM Queen Elizabeth II.

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Holger Schmidt becomes head of technical innovations at VTG Dr. Holger Schmidt has taken up offer as head of technical innovations at VTG.

Andy Lord confirmed as London’s Transport Commissioner The Mayor of London, Sadiq Khan, and the Board of Transport for London (TfL) today announced that Andy Lord has been appointed as London’s permanent Transport Commissioner following a rigorous international search and selection process.

PEOPLE

In this role, he will oversee the continuation and further development of innovation projects concerning modular freight wagon concepts, sensor technology and telematics on wagons as well as technical innovations for the New Energies department.

In his new role, he will report to Dr. Niko Davids, head of innovation at VTG. “In Holger Schmidt, we have been able to recruit an experienced industry expert,” said Niko. “We have already worked together very closely and constructively in the m² project, demonstrating together what a forwardlooking rail freight transport system geared to customer needs can look like. So I’m all the more pleased to be welcoming him to VTG now.”

Holger, who holds a doctorate in mechanical engineering, has more than 25 years of professional experience in the transportation and rail freight sectors. After holding positions at Siemens and Alstom, Schmidt was most recently director technical management wagons at DB Cargo. In his new position as head of technical innovations, Schmidt succeeds Dr. Hanno Schell, who assumes new responsibilities within the company.

SUPPORTED BY

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PEOPLE

RAILSTAFF MAY - JUNE 2023

Linbrooke Services appoints Arriva Rail London new chief executive welcomes new head of Linbrooke Services Ltd, is pleased to announce the appointment of Will Wilson as chief executive officer.

Linbrooke is a leading UK engineering company specialising in the design and integration of multi-sector power and telecom solutions, combined with Rail related signalling, telecoms, and power systems and multi sector, multidiscipline consultancy.

Lee Hallam, executive chairman said ‘We are pleased to welcome Will Wilson to Linbrooke and he will lead the company into the next phase of growth, bringing into his new role a wealth of experience in the engineering and rail industries’.

Prior to joining Linbrooke, Will held senior leadership positions at a number of global companies including Siemens, Alstom and GE Transportation. He was formerly the CEO of Siemens

Mobility in the UK. On joining Linbrooke as chief executive, Will said: “I am delighted to be joining Linbrooke at such an exciting time in its evolution. With many sectors growing, especially around the global de-carbonisation agenda, we are so well positioned to deliver innovative bespoke solutions as well as growing our unique position within the rail sector as the only multi-tier signalling integrator.”

“The company has an outstanding reputation in the industry and a talented team of engineers, project managers and hugely dedicated staff in all areas.

We are already building on this strong foundation, continuing to deliver high-quality projects for our clients, while also expanding our capabilities and exploring new growth opportunities. A renewed focus on the customer and delivery will be implemented due to Linbrooke’s culture based upon safety and integrity.”.

performance delivery

Arriva Rail London has appointed Jon Bradley as head of performance delivery, a newly created role in the Operations team.

Jon brings a wealth of experience to this new role, having worked in operations and performance at a number of UK train operating companies, including c2c, London Overground (LOROL), and MTR-Elizabeth Line.

“We are delighted to have Jon join the ARL family, said Matt Pocock, operations director at Arriva Rail London. “As a seasoned performance professional with over 10 years’ experience working in the UK rail industry, Jon will be an incredible asset in driving performance improvement. This new role is just one of the steps we are taking to ensure effective operations that provide the best possible service for our customers.”

© Northern

Kerry Peters named as new Northern regional director Kerry Peters has been appointed regional director for Northern in Yorkshire, Humberside and the East Midlands.

She takes up her new post at the end of the summer, when the current regional director, Tony Baxter, leaves to become operations director at Chiltern Railways.

Kerry, who was born in Lancashire and lives in Sherburn in Elmet in North Yorkshire, is currently the regional director for Northern in the North East.

She joined the rail industry as a catering stewardess for British Rail in 1994, eventually leading the team responsible for training the on-board crew on the new Pendolino fleet.

In 2005, she moved to Virgin Cross Country as its customer service manager and later became business manager with a responsibility for the train operator’s services in Edinburgh, Leeds, Manchester and Newcastle.

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Joining Northern in 2017 as head of trains and stations for the North East, Kerry was promoted to regional director in 2020.

In 2022, she was named on Northern Power Women’s ‘Power List’ for her work to help accelerate gender equality in the North of England. She is also a member of the Rail Delivery Group’s steering group tackling sexual harassment in the industry.

Commenting on her new role, Kerry said: “I look forward to joining the team in Leeds and working with them to ensure Northern continues to deliver for people across the region.

“As a Yorkshire adoptee, it’s great to be ‘coming home’ and helping contribute to the success of the region through its rail connectivity.

“I still have a few months in the North East and will be working hard to ensure a smooth transition to my successor - who will be inheriting a great team from Carlisle on the west to Whitby in the east.”

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RAILSTAFF MAY - JUNE 2023

Network Rail Southern region has appointed David Davidson to lead the operation of one of the busiest rail networks in the country.

David joined the Kent route today on 12 June, succeeding Fiona Taylor and Adrian Hanstock, who were the first in the company’s history to share the directorship.

David joins from Network Rail’s Western route where he has been interim route director since October 2022, overseeing efforts to improve train performance and prepare for the introduction of two timetable changes.

Prior to this, David was operations director for the Anglia route, leading the team through Covid, industrial action

© NWR

David Davidson to run the railway in Kent and South East London

and recently Operation London Bridge.

Network Rail’s Kent route is one of the busiest and most congested routes in the country, with Southeastern running over

1,600 trains a day and carrying more than 400,000 passengers.

David said: “I’m delighted to be joining Kent route, which is a critical part of the network connecting passengers in London, Kent and the wider south east of England. This route plays an important role in supporting commuters, leisure travellers, connecting the country with Europe as well as key freight services.

“I’m eager to continue building on my most recent experience as interim route director of Western route and I’m looking forward to working with the fantastic and hardworking colleagues in Kent route as well as our many partners across the route, particularly Southeastern.”

Network Rail and Arriva Rail London team up on job swap Network Rail and Arriva Rail London have joined forces on a ground-breaking industry move to facilitate a senior level industry job swap.

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operations. This new, increased understanding will further enhance both organisation’s long-term decision making that truly puts passengers at the forefront of their activities and decision-making processes.

This is the first senior level industry job swap between Network Rail and ARL and is hoped to be rolled out more widely in the future. © Network Rail / Arriva Rail London

From August 2023, Matt Pocock, ARL’s operations director will join Network Rail’s Wessex route as operations director on an 18-month secondment. In turn, Gunnar Lindahl, Network Rail’s Wessex route operations director will join Arriva Rail London (ARL) as operations director for the same period of time.

This partnership between ARL and Network Rail is a demonstration of both organisations investing in and developing their teams, and a recognition of the need for track and train to work more closely as the rail industry moves towards Great British Railways (GBR) where infrastructure and train operations will work as one, under a single guiding mind.

Matt and Gunnar’s strong skillsets are expected to greatly benefit their new temporary organisations, sharing new insight and ways of working. The experience they will gain will also be hugely beneficial once they return to their substantive roles, enhancing Network Rail and ARL’s executive-level knowledge of managing both infrastructure and train service

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Rail Forum welcomes Dave Ellis

Rail Forum has announced that David Ellis will join its team on 3 July.

David will be responsible for developing the relationships with and providing support to a number of Rail Forum members. He will also be supporting the wider team with the delivery of various events and activities.

David said: “Some of you may know me through my previous role at Railway Children and as such I’m looking forward to seeing some familiar faces, but also meeting many members I haven’t yet had the opportunity to work with.

“I’m really looking forward to my new role as engagement manager, having seen so much of what is good about our industry and the people and companies operating within rail. The fact I won’t be leaving the industry behind and instead will be building on relationships and developing new ones is so exciting. I am delighted to join and become part of what is already such a great team at Rail Forum.”

Elaine Clark, CEO at Rail Forum said: “We are delighted Dave has agreed to join us, and I know he will make a fantastic addition to our existing team. Dave brings many years of experience building successful relationships not just in the charity sector but also previously in the private sector with the likes of Heineken and Coca Cola. Our members will benefit from his proactive and supportive approach; reinforcing our philosophy that members are at the heart of everything we do.”

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With the top career opportunities updated daily, your next move is a fingertip away.

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Visit RailwayPeople.com today to find your next role and become an essential part of the UK’s rail industry to help the nation build back better.

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DRIVEN BY CHANGE Join Our P-Way Engineering Team We are constantly looking for new talent to strengthen the Colas Rail UK team.

Our people are our strength, and everyone working for Colas Rail UK plays a vital part in the company’s success.

P-Way Engineer – Anglia We are expanding and with more work comes more opportunities.

As a P-Way Engineer, you will have the opportunity to work on the South Rail Systems Alliance work bank, maintaining and transforming vital UK Infrastructure across Anglia. Based out of our new Chelmsford office, your work will help deliver S&C, Plain Line, Re-rail, and Level Crossing projects!

You will be a key player, in ensuring our works are completed on time, safely, to standard and budget.

You will be empowered to provide technical expertise on the planning and execution of works.

In joining Colas Rail, you will be joining a company that values your expertise and offers opportunities to broaden them.

You will have: •

Solid P-Way Engineering (Tech) experience

•

Dozing using 2D lasers and 3D UTS

•

Tamping

•

Stressing all levels is preferable

•

Knowledge of Track Renewals / Rail Projects.

•

A full UK driving licence

•

Flexibility with working shift patterns.

And what do we offer?

At Colas Rail we know how important job satisfaction is for everyone to support with life at home, your health and financial well-being, that’s why in return we offer a competitive salary and benefits package.

Please register your interest by sending your CV to recruitment@colasrail.com and we will provide you with further information.

In your role, you will work within a team of P-way Engineers and a Delivery Team dealing with all technical matters on our multi-disciplinary sites, monitoring and ensuring technical compliance. Assist our Construction Managers with the production and planning of documents namely, Work Package Plans and Task Briefs.

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People for Infrastructure McGinley hires workers or finds permanent employees for companies in the infrastructure sector of the construction industry, building and managing workforces all over the UK. Whether you are looking for a job or a supply chain partner, we have the knowledge and expertise to help you succeed.

As true infrastructure experts we have over 40 years' experience and an unparalleled network. This combined with a large number of accreditations, memberships and awards give you the confidence you need to engage with us.

WE ARE RECRUITING • PTS & safety critical contingent labour • Signalling & telecoms • Overhead line electrification • Track welding • Minor works packages • Flexi-jobs apprenticeships

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Call now 0845 543 5953 info@mcginley.co.uk