Cultural Fusion: embracing differences to make a difference

Cultural Fusion: embracing differences to make a difference

Published 3 February 2021 | Average read time
3 min read
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“The best way to spread any kind of word is to have dedicated volunteers like myself who are passionate about change.”

Sharon Salmon is co-chair of Cultural Fusion, Network Rail’s Black, Asian and minority ethnic (BAME) employee network aimed at recognising the benefits of a diverse workforce. She believes personal and shared experiences can help foster a more open and inclusive working environment.

Diversity and inclusion lead to fresh ideas, particularly when people feel comfortable challenging the status quo. Sharon, a commercial analyst at Network Rail, joined Cultural Fusion, which says it is “embracing differences to make a difference,” having felt a need to effect positive change at the organisation.

She said: “This was an opportunity to have my voice heard and be supported by the business in doing that.”

Cultural Fusion is marking Race Equality Week, which seeks to address race in the workplace. It’s a UK-wide event that aims to unite, hundreds of people and organisations and individuals to discuss the barriers facing race equality at work, backed by community interest company Race Equality Matters.

The events of last year, including the Black Lives Matter movement, have “heightened public consciousness of race inequality,” Race Equality Matters says on its website.

Cultural Fusion is supporting Diversity and Inclusion and our wider business throughout the week, and is inviting colleagues to take part in a live event, which will include discussions on micro-aggressions, white privilege and how to be anti-racist.

Five years of progress

Cultural Fusion is one of six employee networks at Network Rail. It began with just two members in 2013 and by last year had grown to a membership of about 540.

It’s an important part of our diversity strategy, helping it reach about 40,000 employees across Britain. Sharon said Cultural Fusion aimed to help “create an organisation that fully embraces diversity and equality in which everyone feels valued and feels the opportunity to excel without limitations”.

It’s making headway, working alongside Loraine Martins (pictured right), Network Rail’s director of diversity and inclusion, who was awarded an MBE in the Queen’s Birthday Honours lists 2012, for her work at the Olympic Deliver Authority. At the ODA she led the equality, inclusion, employment and skills during the development, design and construction of the Olympic Park and venues and facilities for London 2012.

Loraine Martins, director of diversity and inclusion at Network Rail

“The BAME Network is for everyone who wants to join and you do not have to be from a BAME background to join. The power of coming together really helps us to create a community and help support each other.” – Sharon Salmon, Cultural Fusion co-chair

One of Cultural Fusion’s objectives is to improve discussions surrounding promotion, retention and career progression, particularly regarding the representation of BAME employees.

It marked its five-year anniversary with a leadership meeting that included a presentation from guest speaker Olive Essien, a barrister from The Crown Persecution Service (CPS). Olive worked with the Metropolitan Police on institutionalised racism surrounding the Stephen Lawrence murder case. During her presentation she spoke of her role as chair of the CPS Black & Minority Ethnic network.

The next generation

Aiming to attract a diverse next generation of railway employees, Cultural Fusion’s next generation lead Nicola Benjamin meets with apprentices and graduates.

Cultural Fusion has worked closely with the HR teams to support improvements to the talent schemes, ensuring they appeal to all young people, regardless of ethnicity, race, or social background.

By actively putting members forward to partake in interview panels and selection centres, the network can demonstrate its commitment to a fair, and unbiased recruitment process.

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Life at Network Rail

Diversity and inclusion

Everyone strategy