Insights Does your workplace do this for women?

Last month (June 2024) we were thrilled to attend the Women in Rail ceremony where AtkinsRéalis won the prestigious Employer of the Year award! And what a night it was, celebrating our commitment to shaping an inclusive culture in the rail industry.

We couldn't be prouder.

Join us as we share 8 ways we show our commitment to gender equality, diversity, and inclusion (ED&I):

1. Our employees are driving the change

Our ambitious EDI strategy, #DifferentMakesADifference, is sponsored by the executive board and powered by over 300 trained allies from our ED&I employee resource groups (ERGs). Together, we're building a workplace where everyone can thrive as their authentic selves.

Proud of our progress

Female Employees Growth:

• 2021: 19.78%
• 2023: 23.7%

Early Careers Intake (2023):

• Female Graduates: 33% (+6% from 2022)
• Ethnic Minority Graduates: 44%

2. We have a culture of sponsorship and mentorship

Our senior leadership team actively sponsors and supports 34 women, enhancing their career paths with robust mentorship programmes, including global coaching, Senior Women's Network mentoring, and speed-mentoring events that strengthen personal and professional development.

3. We have female-specific training and development

Our tailored training initiatives, like the 'Creating Your Career Development Plan' webinars, have supported over 200 female middle managers. And INSPIRE is our signature programme that helps women achieve their career aspirations across all roles and grades. To date, it has impacted nearly 600 participants!

4. We're increasing gender diversity in leadership

Launched in 2012, our Senior Women's Development Programme removes barriers for women moving into leadership. We've also linked executive bonuses to increasing the number of women in senior positions. It shows our shareholders how seriously we're committed to attracting and keeping female talent!

"The programme helped me see my potential and strengths. It gave me the tools to reflect on where I was with my career and to go forward and confidently take action."
—Senior Women's Development Programme participant

5. We design our policies around lived-experiences

Collaborating with our ERGs, we've significantly improved our workplace policies. The overhaul included extending maternity leave from 12 to 26 weeks, updating our flexible working benefits, introducing home and hybrid working policies, and introducing inclusive workplace principles. We've also introduced toolkits for pregnancy loss and fertility awareness to help line managers provide better support.

6. We have an active Menopause at Work ERG

Sponsored by Scott Kelley, one of the most senior rail OLT members. The ERG's more than 315 members are supported by 30 trained female and male Menopause Advocates who provide employees and their families with one-to-one support and line manager guidance.

"Only by talking about menopause openly, challenging the stigma, raising awareness, and putting good support in place will we reach a point where menopause and its impact are well understood in our workplace."

—Colleague experiencing menopause

7. We're working for industry-wide change

As a founding member of the Railway Industry Association (RIA) and Women in Rail (WR) Charter Working Group, we're known for our leadership in ED&I. We frequently share insights at major forums, including speeches at the Houses of Parliament.

8. We're removing barriers for girls in STEM

In 2023, AtkinsRéalis partnered with the national education charity Governors for Schools. After committing to placing 44 STEM governors in underrepresented schools, we placed 55. We've already made a difference to 18,000 students by raising awareness of career paths, breaking down barriers, and changing mindsets.

Work where you'll be valued. Explore our roles today.