Women are much more likely than men to experience bullying, harassment and discrimination in the rail industry despite an increase in female participation, according to a new report.
Progressing gender equality in the Australasian rail sector: barriers and supportive practices shows that while there has been steady progress in improving women’s experiences in rail, there is still more work to do.
The Australasian Railway Association (ARA) in partnership with National Women in Transport commissioned Diversity Partners to undertake the research to investigate the barriers and challenges hindering women’s entry, retention and progression in the rail industry.
The report explores the benefits of achieving gender parity and supporting women’s leadership within the rail industry and best practice initiatives to foster greater gender diversity, drawing from successful examples in various industries both within Australia and globally.
The research included more than 570 survey responses, as well as in-depth interviews, focus groups and written submissions, and provides a clear understanding of rail employees’ experiences.
The report builds on the ARA’s Gender Diversity Data Report 2024, which found women’s participation in the rail industry has steadily increased to 28 per cent, and makes 10 practical recommendations for organisations.
ARA CEO Caroline Wilkie said while there has been concerted effort by industry in recent years to increase the number of women working in rail, unfortunately this research shows they are experiencing unfriendly behaviour, discrimination and even bullying far too often.
“The feedback from individuals in this research shines a light on the significant challenges and barriers for women working in rail. Hopefully the stories told within this report will focus industry on the need for more urgent effort to position rail as an employer of choice for women,” said Wilkie.
“The rail industry must do more to ensure that women have positive experiences and feel supported in the workplace otherwise we will lose them to other industries at a time when we need women in rail more than ever.”
The report found 81 per cent of women see themselves staying in the rail industry over the next five years.
However, it said that despite notable progress by many organisations in gender diversity, women are still much more likely than men to experience bullying, discrimination and harassment in the rail industry.
Other key findings include:
- More women (56 pr cent) experienced negative gender bias in the past year, compared with men (23 per cent).That was particularly high for women in the freight and heavy haul sector (65 per cent of women.)
- Men more likely agreed that all genders have the same opportunities to develop skills and experience in the rail industry, compared with women (77 per cent men; 35 per cent women).
- A significantly lower proportion of women than men agree/strongly agree they feel safe to challenge inappropriate behaviour at work (62 per cent women; 85 per cent men)
- Women are less likely to agree they can voice a differing opinion to their manager without fear of repercussion (72 per cent women; 85 per cent men)
- During the past 12 months, significantly more women said they had personally experienced discrimination, compared with men (32 per cent of women; 12 per cent men).
- Men are more likely to hold the view that harassment is not tolerated in their organisation compared with women (96 per cent men; 77 per cent women).
Wilkie said the ARA is committed to improving gender diversity and inclusion in the rail industry, as part of its Women in Rail Strategy.
“Having more women in the workplace is essential to the long-term sustainability of the rail industry. Research has shown that having a gender-balanced workplace also leads to better outcomes and innovation,” Wilkie said.
The ARA will seek to coordinate the implementation of the recommendations for industry and continue to progress its program of work to improve gender diversity, including establishing an industry Code of Conduct.
Wilkie said individuals, organisations and industry collectively all have a responsibility to support the transformation to a more diverse and inclusive sector.
“This report provides a platform for organisations to review their practices and look for ways to foster improved diversity and inclusion to ensure a more safe, sustainable and productive workforce and industry,” she said.
Read the report by following the link.
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