u003cspan class=u0022TextRun SCXW92104714 BCX4u0022 lang=u0022EN-GBu0022 xml_lang=u0022EN-GBu0022 data-contrast=u0022noneu0022u003eu003cspan class=u0022NormalTextRun SCXW92104714 BCX4u0022u003eThe publication of HS2 u003c/spanu003eu003cspan class=u0022NormalTextRun SpellingErrorV2Themed SpellingErrorHighlight SCXW92104714 BCX4u0022u003eLtd’su003c/spanu003e u003cspan class=u0022NormalTextRun SCXW92104714 BCX4u0022u003elatest equality, diversity and inclusion (u003c/spanu003eu003cspan class=u0022NormalTextRun SCXW92104714 BCX4u0022u003eEDI) report u003c/spanu003eu003cspan class=u0022NormalTextRun SCXW92104714 BCX4u0022u003ecomes as the company u003c/spanu003eu003cspan class=u0022NormalTextRun SCXW92104714 BCX4u0022u003eis u003c/spanu003eu003cspan class=u0022NormalTextRun SCXW92104714 BCX4u0022u003erecognised with a flagship equality accreditationu003c/spanu003eu003c/spanu003e
HS2 Ltd has published its Equality, Diversity and Inclusion Annual Report for 2022/23.
The report shows that it has achieved 24% for ethnic minority representation, against a target of 23%.
However, the organisation fell just short of its 40% target for females in the workforce, securing a 38% rate – one percentage point higher than the previous year. This is higher than current construction and industry standards, which are between 21% and 23%.
As the project client, HS2 Ltd sets its own targets for workforce representation.
According to the company, its strategic commitment to EDI includes inclusive procurement practices and holding tier 1 suppliers to account for their EDI performance, while they, in turn, do the same for their subcontractors.
As a result, ethnic minority representation in HS2’s tier 1 supply chain increased by 2% in 2022/23 and now stands at 20%. The number of females in the tier 1 supply chain workforce also increased from 28% to 30% in the same period.
Inclusive culture
Dame Judith Hackitt, non-executive director and HS2 board diversity champion, said: “A project of HS2’s scale and longevity presents a unique opportunity for change and I’m determined we capitalise on that.
“Three years into our major civils programme, it’s evident that HS2 is showing what can be done and demonstrating the benefits of addressing the lack of diversity which has been a feature of construction for so long.
“I genuinely believe that if we can set an example at HS2 and show the benefits of a diverse, inclusive culture, then we’ll lead the way for the rest of the sector.”
Encouraging more women to enter and progress their careers in the sector remains a key focus for the organisation.
Females represent 40% of HS2 Ltd’s executive team, while 36% hold director roles within the company.
For 2023/24, HS2 Ltd has committed to focusing on recruitment and retention strategies to increase the female workforce in its delivery directorates, where gender representation remains a challenge.
EDI accreditation
The publication of HS2 Ltd’s EDI report coincides with the announcement that it is the first UK company to achieve and retain the Clear Assured Platinum Standard.
The accreditation, which was first achieved by HS2 Ltd in 2021, recognises exceptional commitment to EDI in the workforce.
Shira Johnson, HR director at HS2 Ltd, said: “We are exceptionally proud of our EDI achievements to date and the commitment shown by the thousands of UK businesses engaged in our supply chain.
“The fruits of our work are really beginning to take shape. More women and ethnic minority groups are stepping forward to play their part in Britain’s new railway, as they recognise the importance we attach to ensuring that HS2 is an inclusive workplace for all.
“Clear Assured provides rigorous assessment and direction, allowing for accountability to be allocated throughout the organisation and consistently measured. There is always more we can do, and that remains our focus in the months and years ahead.”
