Behaviours and benchmarking

Feedback from diversity and inclusion experts shows us how we’re doing – and how we can improve

We collaborate with a number of charities who offer benchmarking to help us measure our performance against other organisations and sectors so that we can become a leader in diversity and inclusion for the rail industry.

Best Employer for Race

In 2017 Business in the Community named us one of the UK’s best employers for Black, Asian and Minority Ethnic (BAME) people. There are 66 public and private sector organisations named in the first ever Best Employers for Race list, collated as a direct call to action made in the 2017 McGregor-Smith Review of race in the workplace to showcase best practice on race equality in UK workplaces. The list is unranked with organisations in alphabetical order.

Successful organisations had to evidence that they are putting leadership on race into place within their organisations, creating inclusive workplace cultures and taking action in at least one of three areas – leadership, progression and recruitment. They also had to be able to demonstrate the impact of these policies on BAME employees.

In 2014 we were awarded a Silver benchmark by Business in the Community’s Race for Opportunity and Opportunity Now schemes.

Workplace Equality Index

We were ranked 237 (out of 325) in Stonewall’s 2014 Workplace Equality Index which looks at how inclusive organisations are for lesbian, gay, bisexual and trans (LBGT) employees and potential employees.

Disability Standard

In 2016 we scored 55 per cent against the Business Disability Forum’s Disability Standard and have been given a clear set of recommendations for how to improve our performance in this area.

Measuring progress

We worked with Deloitte to design a set of Key Performance Indicators (KPIs) that tell us if the work we are doing is progressing against our objectives.

The KPIs were developed over 12 months of research, including:

  • identification of the factors most important to our external stakeholders
  • global benchmarking against other similar organisations and standards
  • creation of a long list of a possible 125 indicators
  • shortlist of KPIs that were most feasible, appropriate, aligned and valuable
  • internal stakeholder consultation.

As the work on diversity and inclusion matures, so will our KPIs. For example, we’ll move from measuring the number of diversity champions to the time they spend engaged with the business. Our KPIs are measured using an online dashboard and national and local scorecards; they will be privately and then publicly assured.

Further details of our benefits and KPIs can be found in our diversity and inclusion benefits map.