On 13 June 2024, as part of UIC’s opt-in project Train2BEqual, the UIC Talent and Expertise Development Platform, together with the UIC Sustainability Unit and UIC Security Division, hosted the fourth webinar in its “Change making for gender equality in rail” series, attracting over 70 participants. This online event focused on fostering gender equality in rail recruitment, hiring and work environments.
The webinar explored the crucial role of Human Resources practices in promoting workplace gender equality. It delved into how strategic HR initiatives can be implemented throughout the employee lifecycle, from attracting and recruiting talented women, to developing and retaining them through training and talent management programmes.
Starting off the event, Yuke Li, Junior Advisor on HR Development & International Training, welcomed participants and introduced the agenda, which was comprised of two panels and a 30-minute training session from FS Italiane. Laura Petersen, Senior Security Research Advisor, provided an overview of the Train2BEqual project and its alignment with UIC’s broader global gender equality agenda.
The keynote presentation by Cliona Cunningham, Head of Communications at CER, focused on the Women in Rail (WIR) Agreement. Her presentation covered policy areas outlining eight core principles for a more inclusive rail workplace, with a focus on equal opportunity and tackling unconscious bias. Impressively, 92% of CER EU members are now covered by the agreement, with additional voluntary adoption by non-EU members and partners.
Following the keynote address, the main panel on best practices in gender equality shifted its focus to concrete actions. Representatives from ÖBB, CFL, FGC and Femmes en Mouvement shared their experiences and successful initiatives.
Dr Ursula Bazant, Head of the Training and Advanced Training Division at ÖBB, presented their strategies for promoting gender equality in their young women’s apprenticeship programme, including employer branding, partnerships and highlighting career paths for women. She emphasised the importance of commitment from leadership, clear goals and role models to achieve lasting change.
Jennifer Moreau, Senior Sustainable Development Advisor and Gender Equality Officer at CFL, presented their approach to fostering gender equality. They use existing programmes and a new HR Women@CFL working group to tackle challenges in hiring, careers, preventing harassment, etc. Their policy, signed by leadership, includes targeted recruitment, development programmes for women, and anti-bias training. These efforts have seen an increase in female representation across the company, from job applications to board membership.
Meritxell Salas Pérez, a Strategic Planning Specialist at FGC, presented their approach to gender equality as a “feminist company”. They promote gender equality through internal quotas, targeting women for management, and inclusive language. Externally, they focus on improving the female user experience and promoting rail careers to women, including maintenance roles. They also lead on sexual harassment awareness.
Noémie Bercoff, head of Femmes en Mouvement, presented this network for women in transportation. They believe women are vital for designing user-friendly mobility solutions. Their mission is to increase female representation at all levels, promote role models and advocate for inclusive mobility solutions. They achieve this through events, workshops and social media to empower women in transportation.
The presentations on best practices were followed by a concrete and interactive “Inclusive recruiting & workplace” training session by FS Italiane, which aimed to foster gender equality and diversity through a series of modules led by specialists in different areas.
Mattia D’Adda, a social psychologist and HR generalist, began with an interactive exercise to raise awareness of unconscious bias. Participants identified their own privileges by responding to prompts, leading to reflection on how these might influence decision-making. He then explained FS Group’s established policies and guidelines for Diversity, Equity and Inclusion.
Paolo Di Francesco, a DE&I specialist, used a live poll to help participants recognise not only their own biases but also those of others. He then presented the “Women in Motion” (WIM) programme, an educational initiative targeting students with the goal of promoting gender balance in STEM fields, and how FS contributes to it.
Elisabetta Morabito, Disability & Caring Specialist, highlighted FS Italiane’s programme for supporting employees through unexpected life changes which leave them disabled. She further emphasised best practices by sharing the “7 golden rules” for collaboration with individuals with disabilities.
The UIC opt-in project Train2BEqual aims to establish cultural change that empowers and attracts more women to travel by, and work in, rail. The project brings together companies committed to gender mainstreaming in their operations through knowledge sharing, increasing awareness and actively engaging UIC members and the broader rail community in this area.
Future phases of the project could include further research and a global charter, as well as training sessions and e-learning materials on gender equality for rail. UIC members interested in supporting the project are invited to contact our team for more information.
