Why equity, equality, diversity and inclusion matter to us

A blog by Rufus Boyd, Lead Director (Interim)

8 February 2024

At the Great British Railways Transition Team (GBRTT), we’re made up of industry experts from across the country and beyond – and working together with colleagues who have specialist skills, knowledge, and experience from outside of rail, we feel it’s the right environment to help us create a simpler, and better railway for everyone in Britain.

When we consider, collectively, those different experiences, backgrounds and outlooks on work and life, we’re able to achieve a far greater diversity of thought in our work. We’re able to look and think beyond our own four walls so that equity, equality, diversity and inclusion (EEDI) are fundamental components to how we operate and achieve things together.

In building an organisation made up of diverse colleagues and sharing our collective values, we’ve been able to work with partners and stakeholders from across the sector to drive positive change and encourage that inclusive culture beyond GBRTT.

But it’s not all positive. We see more than our fair share of criticism when we focus on, or share, EEDI stories – and this is disappointing – because it’s often seen as a trade-off against getting the day job done, which simply isn’t the case.

The impact of some of our work is starting to be felt across the sector. We’ve been able to deliver a better grasp of costs and revenues within the industry than at any time in the past three decades – and by delivering whole-system thinking, this sort of change wouldn’t have been possible without the sense of belonging, value and purpose our colleagues feel.

An effective railway is one that is attractive to all communities, that connects people and businesses together to ensure nobody is left behind.

As an industry that employs around half a million people across the UK, we not only need to be representative of our communities, but also inspire the next generation to join us. To join an industry made up of colleagues who are comfortable bringing their true, authentic selves to work – and shine as a result, changing our industry for the better.

Our progress with the rest of the sector to embed these values in the work we do, collaboratively, has been particularly pleasing – and by working together on joint measures as an industry, we’ll also continue to challenge our collective behaviours and beliefs.

We’re better when we understand and accept other viewpoints – and we will, together, continue to do as much as we can to tackle barriers to equity in the workplace