Research shows that the more diverse and inclusive an organisation, the better positioned it is to attract and retain talent, and the more productive, creative, and, ultimately, profitable, it is likely be. This is of huge importance to the traditionally male-dominated transport sector as it faces a future in which constant innovation is crucial to ongoing success.
Transport
There are currently 1.7 million jobs in transport and logistics in the UK. Source
But the latest figures (2016) show just one-fifth of UK transport workers are women. Source
Across Europe, the figures are similar. Only 22% of those employed in the transport sector are women. Source
The majority of these women are in low paid positions. In the UK’s rail sector, just 0.6% of women employees progress to director or executive level. Source
The gender balance of the rail sector, however, is steadily improving. Over the last five years, the percentage of women employed in rail jobs has increased from 8% to 17% in 2021. Source
The latest report from the Strategic Transport Apprenticeship Taskforce from October 2020 shows female representation in transport apprenticeships is increasing but slowly (12 per cent of engineering and technical apprentice starts are female, up from 10 per cent in 2016/17). Source
However the report found despite overall female representation decreasing slightly to 21% in 2019/20 from 23.5% in 2018/19, the levels have remained broadly consistent over the four-year reporting period. Source
At Network Rail, an apprentice scheme was introduced to meet a target of 20% women across its organisation by 2020. They managed to increase the proportion of women from 14.2 per cent in 2014 to 18.9 per cent by the end of 2020. They have now set a target to achieve a 26 per cent female workforce by the end of 2024. Source
In 2015/16, women made up 23% of Transport for London’s workforce (in 2018/2019 the figure was still only 23.5%) and 25.3% of senior management positions. Source By way of comparison, 60% of the UK’s retail sector workforce is female, but only 12.5% of its FTSE leaders are women. Source And in the male-dominated technology sector, only 17% of the entire workforce is female. Source
The Department for Transport’s (DfT’s) Infrastructure Skills Strategy set out how 30,000 apprenticeships will be created in the road and rail sector by 2020. The Strategy set an ambition for at least 20% of new engineering and technical apprentices to be women by 2020. The strategy failed to reach this number with the number reaching only reaching 12% in 2020. Source
Infrastructure, construction and engineering
Similarly, women are severely under-represented in the construction and engineering workforces. Women make up just 12% of the construction sector workforce (source: ONS, 2018) and hold only 13% of executive roles in the sector Source
Research from the GMB union estimates it will take almost 200 years to achieve gender equality in the construction industry. Source
The proportion of women in the UK’s engineering workforce has increased from 10.5% reported in 2010 to 16.5% in 2022 but is still far below parity with the overall population. Source
Gender Diversity and Pay Gap
Closing the UK’s gender gap could add an additional £23 billion to the treasury. Source
Increasing female employment and productivity to the levels of men is estimated to be worth 35% of GDP. Source
The WomenCount2020 report has found London-listed companies are more profitable when women make up more than one third of executive roles. Source
McKinsey (2017) research shows companies with the highest levels of ethnic diversity are likely to outperform their peers by 33%. And companies with the highest levels of gender diversity are likely to outperform their competitors by 21% Source
Government regulations launched in 2017 require all businesses employing at least 250 staff to publish set data on their gender pay gaps. The move has been hailed as an important step in eliminating the UK economy’s 18.1% gender pay gap. Source
The number of women on boards and in the leadership pipeline continues to be an important issue and is increasing. In 2021 more than a third (34.3%) of FTSE 350 board positions were held by women. Source
The COVID-19 pandemic forced many companies to adopt more flexible working patterns and the option to work from home. These changes are here to stay and this is likely to be more beneficial for women’s career progression. Source
A Centre for Economics and Business Research study shows a ‘work from anywhere’ culture could add an extra £11.5bn a year to the UK economy. The research shows British employees could save £3.8bn and 533 million hours a year in commuting time if they adopted flexible working. Source
The Women’s Business Council has produced a helpful guide outlining #100WaystoWorkFlexibly. The guide features case studies of over 100 men and women of different ages and job roles who are working flexibly. Case studies include: flexi-time, staggered hours, compressed hours, term-time working, remote working and much more.
Studies have shown that companies with more women on their boards outperform their rivals with a 42% higher return in sales, 66% higher return on invested capital and 53% higher return on equity. Source