The UK’s largest infrastructure project is setting new standards when it comes to reflecting the modern society it is being built to serve.
High Speed Two (HS2), the UK’s flagship high-speed rail project, is setting a new standard for inclusive and equitable infrastructure projects. Infrastructure traditionally has a reputation for being male-dominated and lacking in diversity, and this is a narrative which HS2 Ltd is working proactively to challenge.
The project’s EDI strategy has been carefully developed and rigorously implemented to ensure that the workforce and supply chain reflect the modern Britain the railway is being built to serve. Inclusion isn’t something you do once and walk away from – it has to be baked into every part of the business. HS2’s approach is to integrate inclusive practices across all departments and levels, ensuring it becomes business as usual.
Gender equality
In September 2024, HS2 published its Annual EDI Report 2023/24, which shares how the company has found new ways to develop, support, and retain its talented and diverse workforce. It reveals new programmes helping people to thrive at work and describes how HS2 is championing inclusive leadership and exceeding industry averages in terms of female and ethnic minority representation in its workforce.
Encouraging more women to enter and progress their careers in the sector remains a key focus for the project. According to the 2024 report, 38% of the HS2 Ltd executive leadership team is female, along with 33% of its directors and 38% of its overall workforce. Throughout 2023/24, HS2 Ltd continued to focus on its recruitment and retention strategies to increase its female workforce.
HS2’s internal talent and development team provides programmes and initiatives to support the development of female talent and collaborates with its gender balance staff network to develop events and programmes that share the experiences of women in the workforce. It also highlights how HS2 can continue to develop the culture within its organisation.
In 2023/24, HS2 focused on enhancing its recruitment and retention strategies at directorate level, particularly focusing on the celebration and promotion of internal female talent and offering opportunities to develop and enhance skills through initiatives such as coaching and mentoring. This helps to ensure that the organisation’s talent pipeline has female representation across all disciplines.
An example of HS2’s commitment to gender equality is its Empower programme which helps talented women across the company to overcome challenges and progress in their careers. Eighty-two percent of its attendees have said they were likely to take on additional responsibilities in their roles following the programme, and 100% ended the programme feeling energised to give more to the organisation.
Ethnicity
HS2 and its partners have made measurable progress when it comes to representing ethnic minority groups. Initially setting itself a challenging corporate target of 23% for ethnic minority diversity in its workforce, the company exceeded this target in 2023/24, with workforce representation at 29%. Equally impressive, this was an increase on 24% in 2022/23.
Despite its achievements in this space, HS2 is aware there is more it can do and, over the coming years, will prioritise: (i) increasing the number of senior positions held by colleagues from ethnic minority backgrounds; (ii) the continued use of data to target training and support, so that recruitment, talent, and performance outcomes are evidence-based; and (iii) ensuring its diverse talent pipeline is supported and developed with a range of high-quality learning and development opportunities.
Disability
The number of staff at HS2 identifying with a declared disability under the Equality Act increased in 2023/24, with 6% of employees disclosing their disability status, a 2% rise on 2022/23.
The company uses Clear Talents Diversity, Equity and Inclusion (DEI) software to support its colleagues and their line managers implement requests for reasonable workplace adjustments and support. Of its workforce, 23% receive adjustments in relation to their inclusion profiles and HS2 monitors this to ensure that office and home working arrangements are suitable. The organisation places a particular emphasis on ensuring digital accessibility is met and, through the work of its internal accessibility working group, has continued to develop its digital accessibility hub.
The hub provides information, advice and resources to all staff at HS2 who would like support, or who are experiencing barriers in relation to accessibility; guidance to managers and staff about provisions and solutions to address accessibility requirements; and digital tools that can be used for a range of disabilities and long-term health conditions such as hearing loss, visual impairment, and neurodivergent conditions.
HS2 continues to increase awareness among its workforce about accessibility through lunch and learn events – led by its disability and accessibility network, 2gether.
This inclusivity extends to how HS2 is being built. Innovations in design, consultation, and communication are ensuring that the railway is accessible to all.
One example is the inclusive design principles being applied to station planning. Architects and engineers are working with accessibility experts and disabled stakeholders to ensure that future HS2 stations go beyond compliance, offering genuinely barrier-free environments. This includes intuitive wayfinding systems for neurodiverse passengers; step-free access throughout; quiet spaces for people with sensory sensitivities; and easily accessible customer service touchpoints.
Employee networks
HS2’s strategy is supported by eight official, employee-led staff networks, which allow anyone interested in various aspects of EDI to contribute to its development within the organisation. The objective of these networks is to promote activities which support HS2’s EDI policy; encourage engagement with EDI across all functions of HS2; deliver activities aligned to the key goals of its EDI strategy; and provide support to staff groups within HS2.
The Race, Ethnicity and Cultural Heritage (REACH) network, for example, celebrates key events like Black History Month and Race Equality Week and encourages allyship across all levels at the company. The network promotes and celebrates ethnic minority staff and explores issues and opportunities to improve inclusive recruitment and promote career progression for diverse talent.
The Gender Balance network advocates for gender equity in HS2’s workforce and supply chain. The network promotes the development of a more inclusive culture at HS2 and provides a platform of support and encouragement for men and women across the organisation.
2gether is HS2’s access and inclusion Network, which provides support to staff with experience of disability, access, and inclusion challenges. It raises awareness of disability, provides information on events, shares and promotes best practice and aims to support the achievement of HS2’s EDI objectives.
The company’s Onboard network is for LGBTQ+ staff and allies and supports and promotes the belief that ‘everyone has the right to be who they want to be’ in the workplace.
Additional associations include the Armed Forces support Network, the Early Careers Network, the Professional Development Network, and the Green Network.
Accolades
HS2’s commitment to EDI has been recognised through multiple awards, including Employer of the year at the Multicultural Apprenticeship Awards, Top Employer at the Women in Rail Awards, and the Inclusive Procurement Award from the Minority Supplier Development UK (MSDUK) network.
In addition, the organisation has gained recognition as a Level 3 Disability Confident Leader from the Department for Work & Pensions scheme, is a member of the Employers Network on Equality & Inclusion (enei), and a member of the Women in Science and Engineering (WISE) campaign.
Furthermore, HS2’s commitment to EDI is demonstrated by its Clear Assured Platinum Status, which was first achieved in 2021 and retained in 2023. Indeed, HS2 was the first organisation in the UK to achieve and retain this prestigious accreditation standard which recognises an exceptional commitment to EDI in the workforce. Construction partner Balfour Beatty VINCI (BBV) also received Clear Assured Gold standard accreditation in 2021 and received Platinum accreditation in January this year.
“Achieving this accreditation is testament to the commitment and dedication of our team to delivering sustainable outcomes,” said Steve O’Sullivan, project director for BBVS.
“Senior leadership support is delivered by being proactive, authentic, visible and accountable. Our team has followed their lead to embed an inclusive culture, which shapes and influences the EDI narrative both across the project and in the industry.”
Setting new standards
As the UK’s largest infrastructure project, HS2 has the opportunity and the scale to set new EDI standards across the industry. It is ambitious about attracting a diverse group of people who are new to construction and engineering, and it aspires to create an inclusive and safe culture where people can progress and be their best.
HS2 should be exceptionally proud of its EDI achievements to date, along with the commitment shown by the thousands of UK businesses engaged in its supply chain. The fruits of its work are really beginning to take shape, with more women and ethnic minority groups stepping forward to play their part in Britain’s new railway, as they recognise the importance HS2 attaches to ensuring it is an inclusive workplace for all.
Now at peak construction and with over 31,000 people working to design and build the high-speed railway, attracting and retaining diverse and talented people is critical to HS2’s success. And once the project is finally complete, it will leave a legacy of a diverse and skilled workforce which will benefit the construction, infrastructure, and rail industries for years to come.
Image credit: HS2
