Network Rail is a public-sector organisation responsible for managing the UK’s railway infrastructure. With over 43,000 staff it is one of the biggest employers in the country. Like many large STEM employers Network Rail can struggle to attract, retain and develop women. Recognising this is a problem, the organisation has made a strong commitment to following the Ten Steps and approaching D&I like any other business project.
This case study explores measures Network Rail has taken to align with this step. These include securing buy-in from senior staff; creating strategies and targets; and collecting qualitative and quantitative data. Alongside this work, the company launched a host of initiatives including a returners programme; work to boost numbers of women on the company’s apprenticeship and graduate schemes; and a Women in Leadership programme.