Rail jobs, staff issues and training

07.08.20

HS2 publish annual equality, diversity and inclusion report

Today (8 Aug) HS2 Ltd have released their annual report which details their equality, diversity and inclusion (EDI) work.

The report also illustrates the impact of their work across their workforce, supply chain, design and operations, and communities.

In the report HS2 have said their gender balance is largely unchanged since last year, with women representing 36% of core staff and 33% of the executive team.

They are also working to tackle their gender pay gap by evolving EDU requirements for executive search firms, equality analysis of their talent management process and equality analysis of their succession planning process.

Their efforts are mirrored in a small decrease in their gender pay this year. The median pay gap has decreased from 28% to 26%, while the mean pay gap remains the same at 25%.

With regards to ethnicity, nearly one in five our HS2’s staff identify reportedly as Black, Asian or Minuity Ethnic (BAME), the same as last year.

Over the past year they have been working with their supply chain to attend recruitment events targeted at ethnic minorities, to inspire young talent into the infrastructure sector, sending members of the Equality, Diversity and Inclusion, and Skills, Education and Employment teams to attend two half-day sharing skills events, growing their blind auditioning recruitment model and working with diversity boards.

Also, one in 50 of their core staff meet the Equality Act’s definition of declared disability, which is unchanged from last year.

HS2 declared they have worked collaboratively with Clear Talents, one of their suppliers, to advance their adjustments management system. This system records requests for equipment and support related to health and safety, wellbeing, mental wellbeing and disability. Since implementing these improvements, they have fulfilled 680 adjustment requests. The system has about 1,860 active users.

Furthermore, the majority of their core staff are reportedly between 30-39 years old, while the number of staff under 30 has decreased from 12% to 8%.

Christianity is the most widespread religion among employees and the percentage of staff who identify as lesbian, gay, bisexual or transgender (LGBT+) is 3% overall.

HS2’s LGBT+ Network, Onboard, has helped to update policies and documents to make HS2 Ltd more inclusive. Changes include a more comprehensive trans inclusion policy and gender-neutral toilets.   

These changes have been accompanied by a rise in the Stonewall Workplace Equality Index, which assesses the impact of organisational practices on LGBT+ inclusion in the workplace. Since 2018, HS2 have risen from 392nd to 312th place out of 500+ organisations, displaying their commitment to the LGBT+ community.

To read the full report, click here.

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