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Improving Diversity in the Rail Industry | #SkillsOnTrack

Jessica Tabinor thought leadership

Pride Tram

With Manchester Pride weekend around the corner, we take a closer look at Diversity in the Rail industry and the effect that improving diversity may have on the challenging skills gap.


HS2 will create sustainable job opportunities for local people, young people and those from diverse groups. Providing rewarding jobs and careers that are open to all in society, setting new standards for equality, diversity and inclusion and providing a legacy of skills, learning, expertise, and experience.

Changing the perceptions of engineering and removing the barriers that people face, especially females, will make the workplace more inclusive, equal and deliver a stronger, more sustainable industry. Currently, just 4% of UK rail engineers are                                                                                        (Image sourced via Manchester Metrolink)
female, the lowest rate in Europe. HS2 Ltd specifies a number of equality, diversity and inclusion (EDI) requirements that its supply chain must adopt including:

  • Developing a diverse supply chain
  • Advertising roles and supplier opportunities more widely
  • Delivering tailored training opportunities
  • Promoting workforce welfare
  • Removing barriers to inclusive employment practices

The project aims to inspire groups traditionally lacking in STEM subjects and enable the take up of roles within the supply chain for local, diverse and under-represented groups. 

THE SOLUTION                                                                                                                                                                                                        

EDI is part of the solution to address the skills and talent shortage as a diverse workforce is proven to boost creativity, promote innovation and increase profitability. 

If we are to compete with other industries and attract the best talent then EDI must be at the heart of the decision-making processes of the entire supply chain, not just the few. We already employ a number of techniques to improve diversity and inclusion within Morson International and those of our clients including unconscious bias training for our recruitment teams and CV anonymisation.

Download our whitepaper to read more about the solutions that are needed if we are to achieve HS2’s vision of being a catalyst for growth across Britain. Or click here to find your opportunity on HS2.