We've joined over 140 businesses across the UK and pledged for Equality, Diversity and Inclusion (EDI) across the UK railway industry.
We are promoting equality, diversity and inclusion at Linbrooke by:
To lead by example and make a difference, we will publicly report our progress.
Providing opportunities for training and education of employees to help tackle unconscious bias and negative behaviours within the workforce.
We are redeveloping our People Services hub, where colleagues can easily tap into training such as unconscious bias, conflict management, self-development and soft skills. There will be a section dedicated to the learning of managers and leaders to ensure positive changes are backed from the top down and commitment is reinforced by the senior leadership team. In addition, we are enhancing a further suite of training to complement our policies in areas such as IT, H&S and HR covering the prevention of harassment and manual handling. We are in the development phase of an exciting graduate recruitment scheme and apprenticeship scheme, focusing on upskilling our current colleagues and also introducing opportunities for those who wish to move into our sector at any point in their life.
Creating a culture that fosters inclusion and encourages “quiet voices”, including at industry events and in meetings, for instance, through 360 feedback on senior and executive teams and reverse mentoring, thus providing a safe space for all employees to talk openly.
We will be rolling out our annual 'Employee Engagement' survey to allow those who feel uncomfortable about publicly sharing their thoughts an alternative outlet, and we will constantly monitor our progress with regular pulse surveys to see how effective our engagement within the business is. Our RESIST campaign gives an opportunity for our employees to speak out by submitting their feedback via email to our Senior Leadership Team, who take every suggestion for a change into consideration. Linbrooke quarterly company-wide briefings covers the 'You Said, We've Listened' feature, where issues raised by Linbrooke employees are openly discussed during a live online session led by Group Managing Director and Senior Leadership Team.
Additionally, we will be communicating to all colleagues any feedback or development towards anything that has been raised. Part of our soft skills and development training will focus on assertiveness, allowing quieter employees to put their points across comfortably and reasonably. In the medium to long-term, we will be redesigning our appraisal and development system to ensure that people are receiving the right level of development, their career aspirations are heard, and senior managers are able to receive honest, quality feedback on their performance.
Making recruitment and progression processes accessible and attractive to all to attract, retain and develop people of all backgrounds, ages, genders and identities.
We are looking at the overall onboarding process and client experience, our market positioning and how we can ensure our opportunities are pitched equally to all. This involves us ensuring our job adverts are inclusive, our recruitment process has a structured interview, and we are recruiting the right competencies our business needs to succeed. We are forming partnerships with local colleges and universities to educate learners on what a career at Linbrooke can look like, and these talks are being delivered by a diverse mix of our colleagues to show that it is possible to succeed at Linbrooke if you are talented and committed, irrespective of your background.