Transport UK Social Values Charter - Pillar 2: Engaging People
The second pillar of our Social Values Charter is Engaging People. Developing our people is critical for the company's long-term success. Proactively developing talent fosters a culture of growth and development. Our aim is to create an engaged, motivated, healthy and safe workforce which drives performance and improves our customers’ experience.
One of our key objectives is to inspire the next generation. We actively engage with schools to define career pathways supporting professional development. By doing so, we prepare young minds for future careers and ensure a steady influx of fresh talent into the transport industry.
We believe a motivated, healthy and safe workforce is the cornerstone of high performance and excellent customer experience. To achieve this, we implement best-in-class employment practices validated by third-party benchmarks and accreditations. These practices focus on safety, health and well-being, diversity, equality, and inclusion.
Through these efforts, we aim to create an environment where our employees feel valued and empowered.
Case Studies
Greater Anglia has invested in several programmes to foster employee engagement and development. Their apprenticeship programme offers a structured path for individuals to start their careers in the rail industry. They also focus on leadership development, providing training to help employees advance within the company.
West Midlands Trains conducts regular employee surveys to gather feedback and make improvements. Employees are also encouraged to nominate colleagues for a ‘Game Changer Award’ to help us recognise great performance.
As part of East Midlands Railway's strategic plans to develop leaders and managers within the organisation, a range of programmes are provided to employees to develop the skills and behaviours of current and future leaders. EMR also regularly reviews family-friendly policies such as menopause, hybrid working, adoption and fostering leave, parental leave, time off for dependents, shared parental leave and career breaks. This ensures good talent is retained, promoting a supportive and inclusive work environment where all employees can thrive.
At Merseyrail, quarterly meetings are held throughout the year with staff who are passionate about all areas of diversity, including race, religion, disability, age, gender and sexuality. Thoughts and ideas are shared on how the business can best offer support. This collaborative approach helps build a better working environment ensuring that diverse perspectives are integrated into company policies and practices.
Transport UK London Bus prioritises the health and well-being of its employees through various initiatives. These include mental health support programmes, wellness workshops and access to employee assistance programmes.