Why are we doing a culture review?

Having an inclusive culture is critical to the success of any business. It could be the difference between whether people stay with the company, choose to delight that customer, pick up extra shifts or get the opportunity to progress.

We have delivered a huge amount when it comes to improving equality, diversity and inclusion (ED&I) and are committed to doing even more.

Who is conducting the review?

In working with the trade unions, we felt it would be helpful to work with an external company to identify good practices and the positive impact of these practices, opportunities to improve, gaps, and focus areas which we can use to set the agenda.

As a result, we’ve asked Inclusive Employers – a specialist consultancy which works with employers – to carry out the review and help us learn from their experience.

What will the review involve?

Inclusive Employers have asked to look at our diversity statistics, key employment policies and training materials. They will also be holding a minimum of eight listening groups to understand better what working at Arriva Rail London is like. After reviewing the documents and feedback from the listening groups, they will produce a report which will give important pointers for the EDI steering group for 2024 and potentially beyond.

How long will the process take?

The work has already started, and the listening groups were due to take place in the second half of June. We expect to learn the findings of the review in July.

Will results be shared with ARL employees?

Yes. We are committed to sharing results, and this will be done as soon as possible after the review has been completed.