Transport for Single Equality Scheme 2012/13

Consultation document May 2012

MAYOR OF for London Contents Foreword Chapter 9 20 Transport planning Chapter 1 4 The purpose of Chapter 10 22 this document Affordability Chapter 2 6 Chapter 11 24 How Londoners Safety and security can get involved Chapter 12 26 Chapter 3 8 MTS Accessibility TfL and the services Implementation Plan it provides Chapter 13 32 Chapter 4 10 Accessible information The Mayor’s ‘Equal Life Chances for All’ Chapter 14 34 Procurement Chapter 5 11 The public sector duty Chapter 15 36 TfL’s workforce Chapter 6 12 London’s communities – Glossary 58 population profile Chapter 7 14 Travel behaviour and key issues Chapter 8 18 How TfL is addressing the issues | Foreword

Transport for London (TfL) is committed Last year, TfL consulted widely on the to providing services that are accessible accessibility issues within the Mayor’s to all and has invested substantial Transport Strategy (MTS). This led to resources in infrastructure, staff training the publication in March 2012 of ‘Taking and engaging with our passengers, forward the Mayor’s Transport Strategy stakeholders and service users. This Accessibility Implementation Plan’. year, following an in-depth external This document sets out TfL’s plans review carried out as part of the Equality for improving access to its services Framework for Local Government, TfL for disabled people, and this will be was awarded the excellence level for incorporated into the SES. Following achievement in equality – an accolade the period of consultation, TfL will the organisation is rightly proud of. publish its SES in October 2012. The scheme will contain an action plan However, this does not mean that TfL which will run until 2015. It will also is complacent. The challenge to provide set out how TfL will keep Londoners accessible services to a growing and informed on progress. changing city, and to attract and retain the best employees from all of London’s I know that a lot of organisations communities, remains. This consultation working in the equalities field receive for our Single Equality Scheme (SES) is many invitations to be involved in a significant element of our planning to consultations such as this. But as build on our successes and to address transport is such an enabling factor in areas where improvements are needed. improving equality of opportunity and broadening people’s horizons, I hope TfL wants to know what you think you will get involved. Your views and it does well, what it needs to do to ideas are crucial if we are going to meet improve and what you would like us our aim of providing transport and to consider in terms of developing our employment opportunities for all. services or employment practices. As part of the process, TfL will engage with our partners in London’s boroughs as well as with other organisations such as the Metropolitan Police Service (MPS), British Transport Police (BTP) and the Authority (GLA). TfL will also involve representatives Michèle Dix from organisations representing the Managing Director, Planning Capital’s diversity on key themes TfL including safety and security, young people and affordability.

TfL Single Equality Scheme 3 Chapter 1 The purpose of this document

This document sets out what TfL has done, and what it plans to do, to ensure equality is embedded into everything it Mayor’s Transport Strategy (MTS) does. It captures key issues that passengers have said are important to them. Equal Life MTS Accessiblity It is critical for TfL to continue to Chances for All Implementation Plan consult with people as this helps the organisation shape and deliver the services they require. TfL’s SES This document sets out: • How legislation and governance How people can influence TfL’s SES influence equality at TfL During summer 2012, TfL will be engaging with London’s communities and • The Mayor’s vision ‘Equal listening to their views through a series of Life Chances for All’ activities. This process will look at: • The equality duty • The transport issues that people in equality groups face • TfL’s understanding of the issues affecting passengers • What TfL is doing to address these across all equality groups issues over the next three years • TfL’s achievements and current • How TfL plans to improve activities against its equality schemes the transport system • How TfL will consult with • Londoners’ views on stakeholders to develop the SES planned future activity • Proposed research to understand the barriers people face when accessing public transport • How TfL’s workforce will represent London’s communities

4 Chapter 1 The purpose of this document |

The ways that TfL will do this include: • Improve decision making and policy • A round table event to look at best development, based on a clearer practice and cross-organisational understanding of customer needs issues, such as personal safety and security and access to employment • Provide services that better meet the needs of all passengers, • Consultation with London-wide particularly in terms of safety, stakeholders and groups security and accessibility • Research in areas where more • Make its workforce more balanced information is needed and representative of London’s communities, thanks to better When research and consultation has policies, targeted recruitment been completed, TfL will: and more highly trained staff • Develop a three-year action plan to address the issues • Improve levels of customer and that have been raised employee engagement, listening to passengers and staff and improving facilities across the transport network

Service improvement circle

Identify user needs through research and customer feedback

Develop proposals Communicate results and services based to customers on user need

Evaluate service Make service improvements improvements through feedback

TfL Single Equality Scheme 5 Chapter 2 How Londoners can get involved

Responses from Londoners will help TfL Anyone who would like to comment address the problems people face when should do so by 20 July 2012. using the Capital’s transport network or, if they are employed by TfL, the issues Email [email protected] they may encounter in the workplace. or write to: TfL endeavours to consider the needs Equality and Corporate Sustainability of the whole community and, in Strategy and Planning particular, those who face barriers or 10th Floor difficulties when travelling on public Windsor House . TfL wants to know what people think about transport in 42-50 Victoria Street the Capital and what it can do to help London SW1H 0TL people get around more easily. Alternatively, complete the online questionnaire at tfl.gov.uk/equality

What do you think TfL can improve? What do you think What else would you TfL does well? like TfL to do?

TfL would like to hear

6 Chapter 2 How Londoners can get involved |

TfL Single Equality Scheme 7 Chapter 3 TfL and the services it provides

TfL is the integrated body responsible Every day, TfL provides transport for the Capital’s transport system. It is services for more than 10 million people part of the GLA Group and develops and across the Capital. implements the MTS. It manages the Capital’s buses, London TfL is committed to being the world’s Underground (LU), , leading transport authority, delivering (DLR) and safe, reliable and integrated transport the trams. It also runs London River for all Londoners.1 Services, and . The Mayor believes that: ‘London’s transport system should excel among As well as running the Congestion those of world cities providing access Charging scheme, TfL manages a to opportunities for all its people and 580km network of main roads, all of enterprises, achieving the highest the Capital’s 6,000 traffic lights and environmental standards and leading the regulates the taxi and private hire trade. world in its approach to tackling urban transport challenges of the 21st Century.’2

8 Chapter 3 TfL and the services it provides |

TfL promotes road safety, cycling safely. On behalf of the Mayor, the and walking initiatives, and works London Transport Community Safety with schools, businesses and other Partnership (LTCSP) – which is made organisations to develop smarter travel up of the police agencies, TfL and a plans. To assist disabled people, it number of other key organisations with operates Dial-a-Ride, a door-to-door an interest in safe and secure transport assisted transport service for people in the Capital – has produced a who find it difficult to use public Community Safety Plan called The Right transport. It also funds local transport Direction. This document recognises initiatives and street improvements the importance of protecting those across the 33 boroughs. who may be at greater risk or are more vulnerable when travelling in the Capital. In 2010, TfL introduced Barclays Cycle Hire, offering public cycle hire for TfL is also responsible for providing short journeys in and around central transport infrastructure for the London. In March 2012, Phase 2 of the London 2012 Olympic and Paralympic scheme was introduced, extending it Games. It is working in partnership to east London. with the Olympic Delivery Authority and the London Organising TfL works closely with the BTP, MPS Committee of the Olympic Games and the City of London Police to ensure to ensure that there is a physical and people can travel around the Capital behavioural transport legacy.

1Londoners refers to anyone in London, including permanent and temporary residents, visitors, workers and tourists 2MTS, May 2010

TfL Single Equality Scheme 9 Chapter 4 The Mayor’s ‘Equal Life Chances for All’

In February 2012, the Mayor launched improvements for the city, and reduce his equality framework called Equal Life the economic downturn on the most Chances for All. He has set out a vision vulnerable, disadvantaged and for London to excel among global cities newly arrived communities’.3 by expanding opportunities for all its people and enterprises, achieving the The framework will embed equality at the highest environmental standards and heart of business and corporate planning quality of life, and leading the world and ensure that services delivered by the in its approach to tackling the urban GLA Group are accessible and appropriate challenges of the 21st century. The to all Londoners. framework aims to ensure that the GLA Group implements policies and There are a number of desired actions that will benefit all London’s outcomes and measures, one of which communities. The Mayor wants to set is the delivery of accessible, affordable the standard and encourage others to and safer transport. TfL will meet follow his lead in achieving exemplary these mayoral commitments through equality policies and practices. its business planning process, aiming to deliver value for money and service The Mayor wants this framework improvements across the board. to ‘deliver concrete, sustainable 3Equal Life Chances For All, revised 2012,

10 Chapter 4 The Mayor’s ‘Equal Life Chances for All’ |

Chapter 5 The public sector duty

The Equality Act 2010 (the Act) • Fostering good relations between consolidates and replaces the previous people who share a protected discrimination legislation for England, characteristic and those who do not Scotland and Wales. It covers discrimination on the grounds of age, Prior to the Act, and in compliance disability, gender reassignment, marriage with existing equality legislation, TfL and civil partnership, pregnancy and has produced equality schemes maternity, race, religion or belief, sex and covering gender, race, faith, sexual sexual orientation. orientation and disability. In addition, a range of research and consultation The Act requires public authorities to has been undertaken to better comply with the general equality duty by: understand the travel needs of London’s diverse communities. The • Eliminating unlawful discrimination, protected characteristics in the Act harassment and victimisation and have been highlighted in TfL’s past other conduct prohibited by the Act equality schemes and TfL will continue to understand and address issues faced • Advancing equality of opportunity by all groups who use between people who share the transport network. a protected characteristic and those who do not

TfL Single Equality Scheme 11 Chapter 6 London’s communities – population profile

A key objective for TfL is to make sure Accessible transport ensures that no the Mayor’s Equal Life Chances for All one is excluded from reaching places framework is reflected in its policies. of employment and health, education TfL’s goal is to dramatically improve the and leisure services. Transport therefore experience of travelling in London for plays a key role, alongside other factors, everyone, as captured in the MTS. in ensuring equal life opportunities for all of London’s diverse communities. Many Londoners face multiple and By improving its understanding of the complex barriers to travelling, ranging requirements and barriers faced by from price to lack of information, different groups, TfL can develop a concern about security or physical transport system that enables people infrastructure. TfL needs to work to make the door-to-door journeys that towards removing all types of barriers, meet their needs. not just the physical ones.

35 per cent of Londoners are black, Asian BAME or minority ethnic (BAME)

Women 51 per cent are women

Older 12 per cent are aged 65 or over (and three per cent are over 80) people

Younger 32 per cent are under 25 people

Disabled 11 per cent consider themselves to be disabled people

People on 41 per cent have a household income below £20,000 low income

London is home to the UK’s largest lesbian, gay, LGBT bisexual and Transgendered (LGBT) community

12 Chapter 6 London’s communities - population profile |

As part of this commitment, TfL has • Londoners on low incomes are identified seven groups of Londoners more likely to be women or older, who typically face increased barriers to BAME or disabled people, or those public transport use: not in full or part-time work. Mostly, this reflects working status, though • BAME Londoners have a younger the causes of low income are tied age profile than white Londoners to education, qualifications, health and are more likely to live in and, in some cases, transport low income households • The LGB community has a higher • Women are more likely to be the proportion of men compared primary carer at home so are less with the heterosexual population. likely to be in full-time employment LGBT Londoners also tend to be younger than those who identify • Older Londoners are more likely themselves as being heterosexual to be retired. This may explain why a higher proportion of older • The Capital’s population is forecast Londoners live on low household to increase by 1.25 million by incomes. They are also more likely 2012. Children and older people to be white and/or disabled will make up a greater proportion of London’s overall population • Younger Londoners are less likely in 2031 than they do now to be disabled. Higher proportions of younger Londoners are from a BAME community, reflecting the younger age profile of BAME communities in the Capital • Disabled Londoners tend to be older. They are also more likely to be white and women (with women typically living longer than men), and are more likely to be retired. Due to increased age, and reduced levels of employment, disabled Londoners are more likely to live on low household incomes than Londoners in general

TfL Single Equality Scheme 13 Chapter 7 Travel behaviour and key issues

On average, Londoners make 2.45 trips Satisfaction with public transport per weekday. However, TfL knows that There are few differences in satisfaction for some groups featured in this report, with public transport among the equality the average number of trips is smaller groups. However, younger people with, for example, BAME Londoners are generally less satisfied than older making 2.25 trips per weekday. The people, while BAME Londoners are exception is women who, on average, slightly less likely to be satisfied than make a greater number (2.56) of short white Londoners, even when age is trips per weekday.4 taken into account.5 This may relate to the greater level of concern about The bus is the most commonly used personal security that exists among mode of public transport for Londoners younger and BAME Londoners. in all equality groups. It is particularly important for women, BAME people, The greatest drivers of satisfaction with those on low incomes, disabled people, public transport are journey time and younger and older Londoners.4 For waiting time – this applies across all some, the cost of public transport may equality groups. Not as important, though encourage higher bus use, alongside still contributing to overall satisfaction, the availability of alternative modes of are the extent of overcrowding and issues public transport where they live, and of safety and security.5 travel to/from. For BAME, older and/or disabled Half of Londoners have an Oyster Londoners, there is a slightly stronger card, although this figure is smaller correlation between overall satisfaction for younger, older, low-income and/ and the availability of information (maps, or disabled Londoners. These groups signs, audio announcements and the may be more likely to have a pass or presence of staff) than for other equality card entitling them to free travel or groups. For younger and/or BAME discounted fares.4 groups, overall satisfaction is more strongly linked to personal safety.5

4London Travel Demand Survey, TfL (2010/11) 5Customer satisfaction surveys, TfL (2009/10)

14 Chapter 7 Travel behaviour and key issues |

TfL Single Equality Scheme 15 16 Chapter 7 Travel behaviour and key issues |

Barriers to increased public Information transport use To make public transport accessible for People from across the Capital’s all, TfL needs to provide people with communities are more likely to say information in appropriate formats. overcrowding is a barrier to increased In the vast majority of cases this is public transport use than any other already happening, with just 11 per cent single issue. For young and BAME of Londoners reporting that a lack of Londoners, cost is also a significant information is a barrier to them using factor. Women are more likely than public transport more often.6 men to cite fear of crime and terrorist attacks, or concern about antisocial However, some people feel there is behaviour, as issues that limit their insufficient information to help them public transport use, while mobility make full use of the network – this impaired people are more likely to focus is particularly true among BAME on physical accessibility.6 The key issue Londoners, those on low incomes and/ for disabled Londoners is the lack of or disabled people.6 There is evidence step-free journeys, particularly on the to suggest a lack of awareness about rail network and the Underground. the information tools offered by TfL. More publicity about resources that are Safety and security available (for example, information in Concerns about crime and antisocial foreign languages) may help people use behaviour tend to affect the travel public transport more effectively. 7, 8 patterns of women, BAME Londoners, younger people and/or those on lower While the internet is being used more incomes more so than other groups frequently to communicate important (this is particularly evident for BAME and information, it should be noted that younger Londoners). For women, these some equality groups are less likely concerns are more apparent after dark – to make use of it, for instance older during the day they are no more likely to people, disabled people and/or those be affected than men.6 on low incomes.9

6Attitudes to Safety and Security Survey, TfL (January 2011) 7London Underground Customer Insight Report: Accessibility and Inclusion, TfL (2010) 8Information products for people with accessibility needs and people with visual impairments, TfL (2007) 9The Digital Market, TfL (2011)

TfL Single Equality Scheme 17 Chapter 8 How TfL is addressing the issues

This section looks at issues raised The section also highlights activities in across equality groups during the the areas that were focused on during research and consultation. These have the stakeholder engagement, and asks been grouped into themes as people Londoners for their views and comments. from different groups often share similar concerns. (see below).

Transport planning

Affordability

Safety and security

MTS Accessiblity Implementation Plan

Procurement

Workforce diversity

18 Chapter 8 How TfL is addressing the issues |

TfL Single Equality Scheme 19 Chapter 9 Transport planning

For many people using transport is part Transport planning requires a of their everyday activities – going to coordinated approach to transport school or college, visiting the doctor, across a number of levels and includes: getting to work, shopping or meeting family and friends. As a result the • Local travel way TfL plans its services has a huge impact on communities, their choice of • London-wide travel transport and the way they are able to go about their daily lives. The MTS is a • National and inter-regional travel statutory document that sets out the Mayor’s transport vision and looks at • International travel how TfL and its partners will deliver that vision for London. Travel surveys and data analysis are an essential part of transport planning. TfL Transport planning at TfL helps the includes questions in all its household Mayor deliver the six transport goals set interview surveys, the London Area out in the MTS: Transport Survey and the annual London Travel Demand Survey. These help TfL • Support economic development identify people’s travel patterns and and population growth compare habits of different groups. It can then analyse a range of travel • Enhance the quality of variables including trip rates, preferred life for all Londoners modes of transport and passengers’ reasons for travelling. This data is then • Improve the safety and used by TfL’s planners to propose security of all Londoners improvements to the network. • Improve transport opportunities Projects that TfL’s transport planners for all Londoners have been involved with include: • Reduce transport’s contribution • The Emirates Air Line cable car – to climate change and from summer 2012, this will connect improve its resilience North Greenwich Peninsula and the Royal Docks, to provide a much • Support delivery of the London needed additional river crossing 2012 Olympic and Paralympic Games and its legacy

20 Chapter 9 Transport planning |

• Tottenham Court Road and Euston • Exhibition Road – the shared space Road Junction – the new design project in the Capital’s museum will simplify the junction layout district includes measures to help so pedestrians will have to use divide the limited space more fairly, fewer crossings, and will improve reducing the dominance of vehicles access to nearby Tube stations and and encouraging more people to walk University College London Hospital. It will also provide simpler and • Legible London – the pedestrian safer journey options for cyclists way-finding system uses a range of information, including street signs • Brixton town centre – the and printed maps, to help people improved public square includes find their way around the Capital a new water feature, better lighting and more open spaces

TfL Single Equality Scheme 21 Chapter 10 Affordability

TfL knows the cost of public transport • Under 16s get free bus and tram can be a problem for people and some travel with an 11-15 Oyster photocard, perceive it as expensive, especially as well as child-rate season tickets when they compare it to driving a car. However, when you take account of the • Under 18s in full-time education and full costs of owning and driving a car, living in London get free travel on public transport is cheaper for many buses and trams with a 16+ Oyster trips, particularly in Inner London. photocard. Otherwise, a 16+ Oyster photocard allows 16 and 17-year- The Mayor has introduced olds to travel at half the adult-rate concessionary schemes to make public transport more accessible. Most young • Sixteen to 18-year-olds in full-time people benefit from free bus and tram education up to level 3 (A-Level) travel, and discounted travel is available or equivalent, who live in London, for many others: get free bus and tram travel with a 16+ Oyster photocard. Holders of • Under-11s can travel for free on a 16+ Oyster photocard can also buses and trams. On the Tube, DLR buy child-rate season tickets and London Overground, children can travel free when accompanied by an • Students aged 18 and over who attend adult or with a 5-10 Oyster photocard a TfL-registered London school,

22 Chapter 10 Affordability |

college or university receive a third off • Twenty-five per cent are retired (14 standard adult rates on 7 Day, monthly per cent) and longer period season tickets with a 18+ Student Oyster photocard • Seventeen per cent are disabled (nine per cent) • Others receiving employment benefits may be eligible for discounted bus Cost is a particular barrier to increased and tram travel and reduced rate public transport use among BAME season tickets through the Bus & Londoners (69 per cent compared Tram Discount and Jobcentre Plus with 40 per cent of white Londoners). Travel Discount Card schemes However, there is little evidence that BAME Londoners are unaware of, or are • The Freedom Pass and Oyster not using, the various concessionary photocard give free travel on buses, schemes. ‘Cheaper fares’ is the only the Tube, trams, DLR, London factor to encourage greater Tube use Overground and some that differs between ethnic groups, with services in the Greater London area 31 per cent of BAME Londoners citing this compared with 21 per cent of white People on low incomes Londoners. This may reflect differences Londoners in low income households in household income with BAME people are more likely to be women, from a tending to have lower household minority ethnic group, older, retired and/ incomes than white Londoners. or disabled. Of those in households with an annual income of less than £20,000: Concessionary photocards may help alleviate the burden of travel costs, and • Fifty-seven per cent are women may also reflect a greater reliance on compared with 51 per cent of travelling by less expensive modes, such all Londoners as the bus. • Forty per cent are BAME (33 per cent People with lower household incomes of all Londoners) are more likely to cite barriers to increased public transport use that relate • Twenty-three per cent are aged 65+ to crime and safety (although these (12 per cent) differences are not as acute as those seen among other equality groups).

TfL Single Equality Scheme 23 Chapter 11 Safety and security

It is clear that personal security is a Investment in policing concern for many people, and this has TfL invests considerable resources in important implications for London’s policing to create a transport system that transport system. It may influence the is, and feels, safe. route taken, the time of day people travel, and whether they travel after dark There is now a local policing team or instead go by car. covering the public transport system in every London borough. MPS Safer TfL and the Mayor are committed to Transport Teams focus primarily on improving safety and security on the the bus and road networks, while BTP transport system and tackling issues Neighbourhood Policing Teams work on that matter most to passengers and the rail, Tube and DLR networks. These staff. The network is very safe and teams provide a visible and familiar the risk of being a victim of crime is presence and engage with the public, extremely low. Recorded crime on both TfL staff and communities to identify rail and bus services has been dropping local concerns and deal with any issues year-on-year with around 10 crimes per affecting the transport system. million passenger journeys made. The partnership approach Although actual crime is low, fear or The Right Direction is the Mayor’s three- concern about crime and antisocial year strategy to improve transport safety behaviour can act as a barrier. In and security in the Capital. passenger surveys, many Londoners still cite ‘concern about antisocial behaviour’ Produced by the LTCSP, it sets the as a deterrent to using public transport. strategic framework for how members These surveys also reveal that fear of of the partnership will work together to crime prevents a large proportion of tackle transport-related crime, antisocial women and BAME residents from using behaviour and fear of crime so that the network more often. everyone feels safer and more confident when travelling around London. These perceptions can have a disproportionate impact on some groups The Community Safety Plan for transport of Londoners such as BAME people, and travelling in London outlines how the older people, women and even young partnership intends to further improve people. This further exacerbates social safety and security on the Capital’s exclusion and denies people access transport network. to employment, education, services, cultural opportunities and activities.

24 Chapter 11 Safety and security |

It is produced by TfL’s Community • Environment including measures Safety, Enforcement and Policing such as CCTV and lighting to Directorate in partnership with the BTP, help design-out crime City of London Police and the MPS. • Evaluation to assess the impact of Priorities and approach all activities and learn from them The plan identifies four main priorities: Activity • Improving the perception TfL and its partners continue to run of safety and security campaigns on women’s safety. These include the award-winning Safer Travel • Reducing antisocial behaviour at Night initiative to highlight the dangers of using illegal cabs in London. • Reducing priority crime including violent crime, hate crime, criminal Under the banner ‘Safe Travel for All’, damage, touting and theft the needs of a number of groups are addressed. These include disabled • Reducing the number of people passengers plus people from the BAME killed or seriously injured in collisions or LGBT communities. on London’s roads as a result of crime or antisocial behaviour The needs of young and older passengers have also been dealt with To tackle the main priorities, the plan through various operations run by local has set a five-point approach: policing teams. • Enforcement of the law and For further information or to view a copy transport regulations to tackle of the plan, visit tfl.gov.uk/corporate crime and antisocial behaviour and click on ‘Safety and security’ in the ‘About TfL’ section. • Education including work in schools, media and public awareness • Engagement, for example uniformed officers from local policing teams engaging with passengers and staff to fully understand and address their concerns

TfL Single Equality Scheme 25 Chapter 12 MTS Accessibility Implementation Plan

The MTS includes an Accessibility public to use their everyday experience Implementation Plan (AIP) that outlines to test, in some detail, its plans and what is being done to make transport policies. In the same way as a trial, services accessible, what is due to evidence is heard and the jury arrives be delivered and what TfL’s priorities at a verdict. should be. Following a review by the London Assembly, TfL has set out Improving the accessibility of London’s in more detail the aims of the AIP transport system not only benefits and has involved stakeholders from disabled people, it makes the network across London, including boroughs and easier and more comfortable for everyone. disabled people’s organisations. It also reconvened the Citizens’ Jury, which it Much of London’s transport established in 2009 for the development infrastructure was built when there was of the Disability Equality Scheme, to no legislation on accessibility standards. examine the proposals in detail. The AIP As a result parts of the network, is summarised on the following pages. especially the railways, are inaccessible For more information, and to read the to some people and not as easy to use. full report, visit tfl.gov.uk/mts and click Schemes to retrofit modern standards on ‘transport system accessibility’. are often expensive, disruptive and technically challenging. Therefore, it is a A Citizens’ Jury enables an organisation, long-term project that will extend through such as TfL, to invite members of the and beyond the MTS timescales of 2031.

26 Chapter 12 MTS Accessibility Implementation Plan |

Recent improvements, committed investment and further schemes Significant improvements to transport accessibility have been achieved in the past 10 years. These include the introduction of new low-floored bus and train fleets that meet latest accessibility standards, street improvements, an ever-increasing number of accessible bus stops and step-free stations, new journey planning and real-time travel information tools and a popular travel mentoring scheme. TfL has also established strong links with representative disabled groups. Well-established engagement forums have guided the design of transport schemes and had a strong influence over staff training and the operation of the network. Further significant improvements will be achieved through a committed programme of investment. For example Beyond the committed programme, , the Tube line upgrades and further investment in the transport station schemes at Bond Street, system will be required to cater for Paddington, Victoria, Tottenham Court London’s population and employment Road and Vauxhall will transform growth, despite the very constrained accessibility on rail-based public transport financial situation. The MTS identifies a to and within central London. The number of major infrastructure projects, continuing programme of urban realm such as the Northern line extension schemes, such as better information to Battersea and , which provision plus additional step-free will transform access to some public stations and accessible bus stops, will transport corridors. To ensure accessible ensure improvements continue across transport across all areas, local the Capital. The committed programme accessibility initiatives will continue to of investment generally covers the play a vital role. These include public period to 2015, with the exception of realm, accessible bus stop and individual major infrastructure schemes such as step-free station schemes. Crossrail where the commitment extends to completion of the project.

TfL Single Equality Scheme 27 Summary of improvements in the long term. All signalised road The following sections provide an overview crossings will meet latest standards of how TfL will further improve accessibility and the Pedestrian Countdown system beyond committed investment. will be expanded. Wayfinding will be improved through expansion of the Travel mentoring Legible London scheme and there Travel mentoring will continue to be will be further investigation into the developed and will be vital in equipping potential of Talking Tags, which provide people with the skills and confidence verbal wayfinding information for sight- required to travel independently. impaired people. Journey planning Buses Technological developments will create The proportion of bus stops across the opportunities to improve the accuracy Capital that meet accessibility standards of passenger information and tailor it will continue to rise. Countdown to the individual. With an increasing screens will be installed at more bus number of formats and channels, the stops and there will be measures to challenges will be to ensure consistency, increase awareness of the internet that interfaces are as accessible as and the text message live bus arrivals possible and that people without service. Reviews of the bus network internet access are not excluded. will continue to include wide-ranging stakeholder engagement involving Current improvements include the disabled user groups, and will take into provision of real-time information on account new developments, transport public transport services, including changes and access to health services. whether lifts are in service. Videos are now also provided to show how to use Tube and rail service standards various features of the network, for The continuing programme of instance bus boarding ramps. Underground station upgrades will increase accessibility with, for instance, Streets, walking and cycling wide-aisle gates introduced at all The extensive programme of public Tube stations, where feasible. A vast realm improvements, such as the improvement could be realised through Mayor’s Better Streets initiative, will the introduction of London Overground continue to enhance the accessibility of service standards across the Capital’s key London locations. Maintenance of suburban rail network. This could be road surfaces and enforcement against achieved through devolution of franchise obstructions and illegal parking will specification powers for these services make sure the benefits are sustained from national Government to the Mayor.

28 Chapter 12 MTS Accessibility Implementation Plan |

Interchanges The Tube Interchange improvement works will be All new and refurbished rolling stock integral to improving public transport. will meet RVAR specifications and will Schemes will be designed according include space for wheelchair users, to TfL’s Interchange Best Practice areas for luggage and baby buggies, Guidelines. The coordinated Interchange audible and visual information, Management Programme, which improved lighting and colour- looks to provide a seamless journey contrasted handrails. experience across Tube, bus and rail, will ensure all staff are well informed, Staff availability, training and and able to provide assistance across an customer attitudes entire interchange. Disabled user groups will continue to be closely involved in the design and, Step-free station access where feasible, delivery of staff training (from street to platform) programmes. By lobbying for devolution Committed improvements will of the franchise specification for the significantly increase the amount of Capital’s suburban rail network, the step-free stations in the Capital and Mayor and TfL will seek to ensure a transform accessibility to and within greater consistency of staff availability central London. Beyond this, major and training across the system. Mystery schemes such as new lines, extensions traveller surveys, including the disabled and station capacity upgrade projects mystery traveller survey, will continue will further increase the coverage of to monitor customer service standards. step-free stations. In addition, a number The 2012 Games will provide a once-in- of individual schemes will be required a-generation opportunity to positively to ensure step-free access to the rail influence public attitudes towards network is more evenly distributed disabled people. across the Capital. The full document, ‘Leaving a Transport Platform-to-train accessibility Legacy’, which is the Mayor’s Olympic On the Tube network, the introduction and Paralympic Transport Action Plan, of new or refurbished rolling stock is available at the GLA’s website. Visit will ensure compliance with Rail www.london.gov.uk/priorities and Vehicle Accessibility Regulations click on ‘transport’. (RVAR) platform-to-train standards (where there is either step-free access between the street and platform or step-free interchange).

TfL Single Equality Scheme 29 Door-to-door transport and cyclists to cross the Thames within The provision of dedicated door- five minutes, from terminals at Emirates to-door and subsidised transport Greenwich Peninsula and Emirates services will continue for those who Royal Docks. are unable, or find it very difficult, to travel independently. The potential for The 2012 Games will provide an improved customer service through opportunity to raise awareness of closer coordination with operators will the travel needs of disabled people be examined further. and promote considerate behaviour among others. The GLA London Plan Car driving and parking contains a number of policies to ensure The range of privileges and exemptions that new building development in the available to Blue Badge holders will Capital contributes to creating a more continue to be supported. The 2011 accessible city. London Plan provides clear guidance for provision of disabled parking spaces at Outcomes new developments. Where feasible, the Initiatives to improve transport Mayor and TfL will take action to ensure accessibility will have a broad range of car parks, petrol stations and new positive impacts across all the goals vehicle technologies are as accessible as and outcomes identified in the MTS. possible for disabled people. The coverage of stations with step-free access between street and platform will Other areas expand significantly, with the number New licensed taxis (black cabs) will of people living within 480 metres of a continue to be wheelchair accessible step-free station expected to double and drivers will not charge for providing by 2031. As a result, the average assistance to disabled people. The difference in public transport journey riverboat fleet will become more time between using the entire network accessible through refurbishment and using only buses and stations with and replacement. step-free access is anticipated to halve. The accessibility of public transport The Emirates Air Line cable car will to and within central London and its provide London with a new accessible town centres will improve significantly, river crossing. When it opens in summer enhancing access to opportunities at 2012, it will be the first urban cable these locations. car system of its kind in the UK and will allow pedestrians, wheelchair users

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TfL Single Equality Scheme 31 Chapter 13 Accessible information

TfL recognises that a lack of readily Different formats and languages accessible information is one of the TfL also understands that people require greatest barriers to using the public and use information in different ways: transport system. It provides travel information in a wide variety of ways to • Large print, audio and tactile help people arrive at their destinations: format travel information documents are available by • The TfL website tfl.gov.uk provides calling the 24-hour helpline live and static travel information • Dial-a-Ride now provides a telephone • TfL’s online Journey Planner helps translation service so that people passengers plan their journey who do not speak English can make around the network, using any mode enquiries or request bookings (including walking and cycling) • Dial-a-Ride also provides printed • At Travel Information Centres, information in other languages, passengers can get advice as well as alternative formats and information in person such as Braille and audio tape or via printed materials • Guides are available that describe • In local newspapers and on the accessibility features on the Teletext, TfL provides information Tube, buses, DLR, Overground and about Tube upgrade works, trams and inform people about closures and diversions TfL’s assisted transport services, including which one best suits their • Passengers can also get information mobility and travel requirements. from the 24-hour travel information These guides are available from helpline by calling 0843 222 1234 the ‘transport accessibility’ section at tfl.gov.uk/gettingaround • Travel information documents are published in a range of languages, and cab be obtained by calling the 24-hour helpline or visiting the TfL website

32 Chapter 13 Accessible information |

Buses, trains and stations • There are passenger information • The iBus system provides on- displays and audible information bus, ‘next stop’ and ‘alight here’ announcements at London’s rail information to help passengers get stations. Passengers can also get around London more easily. The next live information about services via generation of Countdown signs that text message and Twitter updates display more accurate bus arrival times are being introduced at bus stops • Before starting their journey, passengers can call TfL travel • Public address systems have been information services on introduced on some buses so drivers 0843 222 1234 for timetable can make passenger announcements details. Plasma screens with travel that are clear and audible information are now in place in the foyers of some local residential blocks • The Tube now has automatic audio announcements on all trains Customer experience TfL is working to improve responses • Visual information (dot matrix to customer queries and complaints. displays) is provided on Jubilee, It is also looking to enhance the Northern, Piccadilly, Victoria and way it brings together information it District line trains and is also being receives from Londoners (whether introduced on Metropolitan, Circle by telephone, letter, email, web, or and Hammersmith & City line trains face-to-face), to better understand people’s requirements. This means TfL • All stations will have public address can provide passengers with a more and visual information systems, such comprehensive service and an excellent as dot matrix screens, as part of the customer experience. station enhancement programme TfL’s Taxi and Private Hire Directorate • Information posters and panels are investigates complaints related to displayed across the Tube, bus, rail, taxis (black cabs). Private hire issues tram and river networks, as well as in are managed by the operator, but the shelters and at new taxi rank poles complainant can contact TfL if they think the matter has not been looked into properly. TfL’s complaints and feedback policy is available on its website.

TfL Single Equality Scheme 33 Chapter 14 Procurement

Every year, TfL spends approximately industry and running community £6.7bn buying goods, works and engagement programmes. This has services from businesses and other been a direct result of TfL’s approach to organisations. It is important that responsible procurement. everyone has the opportunity to do business with TfL. For this reason, the TfL advertises its contracts via organisation works hard to make sure CompeteFor, a free web-based portal that all businesses owned or operated that matches buyers with suppliers. by diverse suppliers are given equal This makes the contracts accessible to opportunities to tender for work. small and diverse businesses. TfL also asks its suppliers to advertise their sub- TfL has developed a comprehensive contracts on CompeteFor. and award-winning approach to equality and inclusion in procurement and Through its Strategic Labour Needs has applied this to a number of key and Training (SLNT) programme, TfL has projects. The approach asks potential made significant progress in ensuring suppliers to show how they would skills and employment opportunities work with TfL to deliver its equality exist across its supply chain. So that objectives in relation to employment the programme achieves meaningful and service delivery, and liaise with results, the Mayor set an ambitious contractors to encourage them to target of securing 2,550 apprentices for diversify their own supplier base. It also TfL and its supply chain between 2009 ensures that their employees and sub- and 2012. contracting staff are equipped to work in accessible and inclusive ways. To meet this target, the SLNT programme uses a two-pronged The success of this approach is shown approach – contractual requirements by TfL’s six-year highways maintenance and direct support from TfL’s Supplier contract worth £1.2bn. The three Skills Team (SST). For relevant major companies providing the service have contracts, bidders are required to create independently established an equality apprenticeship posts using the ratios and diversity forum with others in of one per £3m spent in a construction the industry to share experiences contract and one per £1m for service and challenge each other to improve contracts, based on anticipated value. diversity practices. The suppliers have The SST successfully brokers activity undertaken a number of activities linking demand (job opportunities) with including offering work placements supply (Londoners) through a myriad of to local students, holding events partnerships. Due to successful delivery to attract minority groups into the on more than 30 high profile projects

34 Chapter 14 Procurement |

and contracts, most notably the the Museum where they can improve Barclays Cycle Hire scheme, the SLNT their skills before meeting TfL suppliers approach to skills and employment is to match their interest with current now regarded as business as usual and vacancies. Vital Rail, a TfL supplier, TfL is on track to exceed the target set recently recruited 33 apprentices through by the Mayor. this project. With the support of the SST there is The SST also works closely with public now a range of activities underway sector partners, funding providers, with TfL’s suppliers that are generating The Probation Trust and community employment, skills and training organisations to ensure that those with opportunities for Londoners. The Routes additional barriers to employment, for into Work initiative was developed by instance ex-offenders and the long- TfL and the London Transport Museum term unemployed, have opportunities to support young people not in to gain work via the TfL supply chain. employment, education or training with their future career aspirations. Tailored As a result of this procurement towards careers and apprenticeships approach more than 2,000 unemployed within engineering, transportation and Londoners, including 80 ex-offenders, construction, participants benefit from have secured sustainable employment an interactive learning environment at since 2010.

TfL Single Equality Scheme 35 Chapter 15 TfL’s workforce

TfL has a long-standing goal of ensuring • Introduce placements, where its workforce reflects the communities it necessary, to provide an serves. London is the most diverse city in opportunity for work experience the world and it continues to attract new groups of people in every successive • Continue work on apprenticeships generation. This constant change in the and pre-apprenticeship programmes Capital’s profile is both an opportunity and a challenge, and TfL recognises • Design programmes for leadership it must continually adapt both as an and specialist development that employer and a service provider. encourage greater diversity at senior levels, and continue work The Mayor’s equality framework – on mentoring programmes Equal Life Chances for All The Mayor updated his equality • Complete and publish Equality framework in February 2012. For TfL the Impact Assessments for any key employment-related objective is ‘to restructures and workforce changes achieve a workforce across the GLA Group to make sure any disproportionate which reflects London’s diversity’. In order and negative impacts are reduced to meet this objective, TfL will: • Analyse staff survey outcomes and respond where necessary

36 Chapter 15 TfL’s workforce |

Who works for TfL? TfL is a large employer offering a wide range of career opportunities across the Capital. It wants to reflect London’s diverse communities and aspires to be the first choice as an employer for all groups of people. The jobs at TfL vary greatly, with frontline roles ranging from Customer Services Assistants on the Underground, to Revenue Inspectors on buses and Train Operators. TfL also employs a large number of office-based staff including lawyers, engineers and designers. In 2011/12, TfL employed 23,453 people. Of these, 22 per cent were women and 29.1 per cent were from a BAME group. A total of 551 employees told TfL they had a disability. (Data used in the following tables is from 31 March 2011 and 2012).

All TfL staff Year Total Per cent Per cent Per Per cent Per cent Number staff women men cent white unknown of BAME /prefer disabled not to staff say 2010/11 23,478 22.3 77.7 29.5 58.9 11.6 603 2011/12 22,452 22 78 29.1 57.8 12.9 551

TfL Single Equality Scheme 37 The table shows that TfL broadly their disability status, and data shows reflects London’s BAME population in that only a relatively small number of its workforce but has a significant way disabled people are employed by TfL. to go to mirror the Capital’s gender The representation of disabled staff diversity. However, it is roughly in line has decreased from 603 in 2010/11 with women’s representation within the to 551 in 2011/12. Of the 52 disabled transport industry and compares well employees leaving the organisation at with other organisations, including the the end of March 2012, more than half Train Operating Companies. Around half took voluntary severance as part of an of staff have provided information about organisational change programme.

Percentage representation of staff across TfL

80

70

60

50

40

30

20

10

0 Women Men BAME White Unknown/ prefer not to say

2010/11 2011/12

38 Chapter 15 TfL’s workforce |

Senior managers in TfL of their overall representation. There The table below shows the proportion has been a decrease in the number of of women at senior level reflects that of disabled people in senior management the total workforce, but the proportion positions. of BAME senior managers is only a third

Year Total Per cent Per cent Per Per cent Per cent Number senior women men cent white unknown of managers BAME /prefer disabled not to senior say managers 2010/11 1,232 22.3 77.7 9.3 77.2 13.5 35 2011/12 1,114 20.8 79.2 9.5 75.3 15.2 28

Percentage representation of senior managers across TfL

80

70

60

50

40

30

20

10

0 Women Men BAME White Unknow/ Number of senior senior senior senior prefer not disabled senior managers managers managers managers to say managers 2010/11 2011/12

TfL Single Equality Scheme 39 Transgendered employees 2010/11 2011/12 Transgendered women 9 8 Transgendered men 12 11

TfL monitors data regarding gender reassignment. However, it recognises that some transgendered people prefer to identify themselves as a man or woman.

TfL staff by faith/belief 2010/11 2011/12 Buddhist 81 73 Christian 4,811 4,530 Hindu 413 393 Jewish 59 55 Muslim 561 526 Sikh 133 128 Other 318 303 None 2,063 1,929 Prefer not to say/unknown 15,039 14,509

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The pie chart below shows the numbers of employees who have shared their faith information with the organisation in 2011/12:

73 1,929

303 128 526

55 393 4,530

Buddhist Christian Hindu Jewish

Muslim Sikh Other None

TfL Single Equality Scheme 41 TfL staff by sexual orientation Around 60 per cent of TfL staff have shared information about their sexual orientation. Latest information shows that around 2.4 per cent are members of the LGB community. The table below shows that the majority of these staff have not provided this information.

2010/11 2011/12 Lesbian 101 99 Bisexual women 29 29 Heterosexual women 2,261 2,123 Gay men 386 363 Heterosexual women 5,389 5,125 Prefer not to say 852 738 Unknown 14,378 13,918

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The pie chart below shows the number of TfL employees who have shared their sexual orientation information with the organisation.

99 29 738 2,123

5,125 363 57

Lesbian Bisexual woman Heterosexual woman

Gay man Bisexual man Heterosexual man

Prefer not to say

TfL Single Equality Scheme 43 TfL staff by age The table below gives a breakdown of all TfL staff by age group. The two largest are the 35 to 44-year-old band with 6,657 employees, and the 45 to 54-year-olds with 7,281.

Age classification 2010/11 2011/12 16-24 3 2.4 25-34 21.7 20.2 35-44 30.4 29.6 45-54 30.5 32.4 55-64 13.8 14.4 65 plus 0.7 0.9 Total 23,478 22,452

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Recruitment at TfL A new recruitment system was The current economic downturn and the introduced at TfL in 2011, providing an need for TfL to protect frontline services opportunity to change some aspects mean there may be fewer employment of the previous process. Improvements opportunities in the future. This is an included the way in which equality additional challenge faced by people in and inclusion data is captured, with the job market, some of whom will be a number of questions being made looking for their first career opportunity mandatory and applicants having to and will be competing with others who select ‘disabled’, ‘not disabled’ or ‘prefer have a great deal more experience. not to say’. As part of the previous system, used up until March 2011, TfL seeks to employ the best people it the questions on disability could not can to design and provide services for be mandated, so any questions left all Londoners. It will do this by ensuring blank were automatically defaulted to every candidate has a fair chance to show ‘prefer not to say’. This has resulted in a themselves at their best and that those significant increase in the ‘not disabled’ who are recruiting make sure there are no figures and a corresponding decrease unnecessary barriers put in their way. in the ‘prefer not to say’ data for the last year. The tables below contain all recruitment data for both internal and external vacancies.

Disability Year Stage of Per cent Per cent Prefer not Total recruitment disabled not to say disabled 2010/11 Applications 1.9 73 25.1 33,518 Shortlist 2.2 74.4 23.4 4,929 Appointment 1.2 50.3 48.5 2,319 2011/12 Applications 2.1 93.4 4.2 8,726 Shortlist 2.3 92.7 4.8 2,602 Appointment 2.2 67.3 7.9 650

TfL Single Equality Scheme 45 Ethnicity

Year Stage of Per cent Per cent Prefer Total recruitment BAME white not to say 2010/11 Applications 44.5 42.2 13.3 33,518 Shortlist 38.4 49.8 11.8 4,929 Appointment 25.1 51.2 23.7 2,319 2011/12 Applications 47 46 7 8,726 Shortlist 34.5 53.7 6.8 2,602 Appointment 24.8 67.3 7.9 659

TfL attracts a significant number of BAME applicants, but fewer go on to be appointed. In the past year, following a review of all recruitment processes and implementation of recommendations to improve the process, this ‘funnelling effect’ has been reduced.

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Gender

Year Stage of Per Per Transgender Transgender Prefer Total recruitment cent cent women men not to women men (number) (number) say 2010/11 Applications 23.3 42.2 4 2 8.2 33,518 Shortlist 29.4 64.6 1 1 5.9 4,929 Appointment 27.5 57.5 1 1 15 2,319 2011/12 Applications 25.7 71.3 1 1 2.8 8,726 Shortlist 29.9 67.1 0 0 2.8 2,602 Appointment 34.3 62.9 0 0 2.6 650

TfL Single Equality Scheme 47 Equal pay audit – 2009 findings that have not declared sexual To ensure visible and more rapid orientation prevent any meaningful progress towards salary equality, TfL conclusions being drawn undertakes an equal pay audit every two years. The most recent report, in 2009, • The majority of non-operational showed that: employees within TfL were aged between 35 and 44. Evidence • Overall, gender workforce indicated that the older the employee, composition remained unchanged the higher the base salary since the previous report in 2007. The overall gender pay difference • Average length of service was 11 years fell to 16.3 per cent (it was 19 per for men and eight years for women. cent in 2006). At director level, the Base salaries showed a general gap had been closed but it continued upward trend that reflected length to exist at first line manager level of service, apart from at the top and across non-operational parts of TfL bottom levels of the organisation (13.8 per cent compared with 12 per cent in the previous report) • Only 3.8 per cent of non-operational staff worked part-time. In general, • The number of staff from a BAME full-time employees earned slightly group increased from 22 per cent to more than part-time staff 24.2 per cent. The pay differential between white and ethnic minority Pay and performance employees had decreased since the The report showed that any differential in previous report. The differential annual salary increases between men and between white and Asian employees women employees had almost was 10.1 per cent, and 13.6 per been eliminated. cent between white and BAME employees (excluding Asian) Performance-related pay distributions Every year, permanent TfL employees • The overall pay difference have their performance assessed by their between disabled and non- line manager during a formal end-of- disabled staff was six per cent year review. As part of this they are given a rating depending on whether they • There was a general trend have missed their objectives, achieved of heterosexual men earning them, exceeded them, or performed more than employees of other outstandingly over the course of the year. sexual orientations. However, This rating then goes on to determine the high numbers of employees the individual’s annual pay increase.

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The distribution of performance Ratings by ethnicity ratings in 2010/11 showed a slight The rating distribution by ethnic group skew towards ‘exceeds the required indicates a small disparity with 95 per performance’, with 16 per cent of cent of white staff, compared with 93 employees given this rating compared per cent of BAME employees, awarded with the maximum 15 per cent either an ‘achieves’ or ‘exceeds’ anticipated by TfL. However, this performance rating. represents a reduction from 2009/10 when 18 per cent of employees were Ratings by disability awarded an ‘exceeds’ rating. The report showed no significant disparity, with disabled employees Ratings by gender slightly more likely to be awarded an There was no overall disparity in the ‘achieves’ or ‘exceeds’ rating (96 per rating distribution by gender, with 94 cent) compared with non-disabled per cent of both men and women employees (93 per cent). awarded an ‘achieves’ or ‘exceeds’ performance rating. Additionally, two Following a major restructure of the per cent of women compared with organisation, TfL will be conducting one per cent of men were awarded an a new equal pay audit in September/ ‘outstanding’ rating. October 2012. The latest annual performance review was undertaken in April 2012.

TfL Single Equality Scheme 49 Issues raised through staff engagement and inclusion metrics to ensure the As a large employer TfL is committed to workforce is representative of London. ensuring that all levels of its workforce reflect London’s diverse communities. It Mentoring and coaching recognises there is still work to do and TfL has participated in a number of the approach is to develop action plans peer-to-peer coaching programmes in following engagement with employees. partnership with external organisations Ongoing dialogue with all Staff Network including the Ministry of Justice, the Groups (SNGs) - see page 55 - gives the MPS and Price Waterhouse Cooper. organisation a valuable insight into the These are designed to match candidates issues faced by its people. In addition, with a similar level of experience to form biennial staff surveys, issues-based partnerships, supported by an external focus groups and consultation gives the organisation that provides bespoke organisation a better understanding of development programmes. what is working well and what could be improved. The issues below have been TfL has run programmes specifically raised during the development of TfL’s for BAME and LGBT employees, individual equality schemes, and the women and disabled staff, with positive SNG forums. feedback from all involved, and is looking at offering more programmes in the Staff development/career progression future. In addition, TfL is exploring This issue is raised particularly by BAME a partnership with the Women’s employees, women, disabled staff and Transportation Seminar, a membership older employees. organisation that provides networking opportunities, knowledge sharing and Over the next few years, TfL’s Human best practice, and offers year-round Resources (HR) department will work professional development events and closely with the business to produce mentoring opportunities. detailed career paths to enable effective career planning and mapping. The Talent management requirements of what ‘good’ looks like at TfL is working on leadership and each level will help employees identify development programmes to support development gaps and discuss how to high performers with the potential to address these with their line managers. progress. The ultimate aim is to enhance TfL’s internal supply of candidates In addition, HR will work with the for senior roles, enabling succession business to identify critical roles in the planning and greater diversity at this level. organisation and develop succession A recent pilot in TfL’s Surface Transport plans for filling these positions. TfL Directorate will help with developing will also identify appropriate equality wider programmes in the future.

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Line manager training also learn more about delivering for All new managers across TfL are customers. This is a valuable course that encouraged to attend a one-day helps managers understand their role induction workshop during the first and responsibilities. Local inductions month of either joining or being are also organised and separate courses promoted. Delegates are given the provide more in-depth information on opportunity to discuss TfL’s strategy, specific policies. In addition, support is values and Business Plan, and look available from TfL’s People Management at what they mean for staff. They Advice team, which is part of HR.

TfL Single Equality Scheme 51 Equality and inclusion training TfL also provides two-hour leadership All TfL staff are given equality training, workshops for senior managers to with most attending either the one- increase their understanding of how day Valuing People through Fairness equality legislation relates to their and Inclusion course or, for operational role within TfL, and the contribution staff, the Managing Equality, Diversity they can make. The workshops set out and Inclusion course. An e-learning senior management’s responsibility course, covering the same topics, is for delivering equality and look at the also available and is used as a refresher implications of the Equality Act and tool. This training helps staff better the public sector duty, how Equality understand diversity, equality and Impact Assessments can inform policy inclusion at TfL and sets out how and service development and how the everyone has a role to play in creating Mayor’s Equal Life Chances for All an inclusive work environment. It also framework is being integrated into outlines how equality and inclusion TfL’s activity. at TfL is defined and how equality legislation and TfL’s policies impact Performance and development the organisation. In addition the TfL’s performance and development courses raise awareness and increases process provides an opportunity for knowledge of different cultures, managers to acknowledge good overall faiths and ethnicity issues. This performance and behaviours, discuss training is reinforced through regular an employee’s impact on their team departmental team talks and, where and the organisation, and review the necessary, bespoke targeted sessions individual’s objectives. Held twice that are usually organised or led by HR. a year as a minimum, the review is Managers also attend a one-day course a two-way discussion between line that helps them address harassment and manager and employee. It is also used bullying in the workplace. Each business to discuss and agree priorities for the area tracks how many staff attend the coming year, consider jointly whether training on an annual basis. any development is needed to improve performance and/or job satisfaction, and Bullying and harassment cases will involve assess the employee’s career aspirations investigations and recommendations and and how they might be achieved. TfL runs a course for a pool of people across the organisation who have been A review of the process has begun selected as accredited managers for and will look at the overall strategy harassment. These have responsibility for for performance management at TfL. investigating, reviewing and concluding It aims to develop improved training cases, and recommending actions. for line managers and provide a

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better understanding of what good Grievances, harassment performance and behaviours mean at and disciplinary all levels, and the relationship between The level of grievances involving the organisation’s goals and the BAME staff has highlighted the need individual’s objectives. for a detailed analysis of grievance, harassment and disciplinary data. There Work/life balance is also a perception of higher levels of TfL’s work/life balance policies are harassment than is being reported. reviewed regularly. When employees can easily manage work and other areas of TfL has introduced a new data their lives, there are clear benefits for management system that captures all both the individual and the business. The information on grievances, harassment policy covers areas including maternity, and disciplinary procedures across adoption, parental and paternity leave, the organisation. Going forward, TfL family and special leave, flexible working will undertake a full review of this and career breaks. Additional support information and how it is reported, and is available to employees and managers develop plans to address any issues. and HR staff are given policy awareness briefings to make sure they understand Workforce indicators it well. An HR policy working group The key staff challenge for TfL has was launched in May 2012 to take a been a major restructure and significant fresh look at the review of policies changes to the way in which the and consider how they are promoted, organisation operates. As part of the particularly to new line managers. TfL process, comprehensive Equality Impact policies are legally compliant and reflect Assessments were carried out to make best practice (with regular benchmarking sure equality principles were embedded taking place). into the new organisational structure. TfL’s aim is to achieve a workforce Multiple barriers – particularly gender that reflects London’s diversity and and ethnicity the focus for the coming year will be TfL is keen to understand the reasons on creating an inclusive environment, behind the under-representation developing staff and embedding of BAME employees in senior behaviours that support this. Each management roles, plus disabled business area will also agree a set of people and women at all levels. It also workforce activities to promote a more wants to know more about the leaver inclusive and accessible environment. rates of disabled staff and why they move on.

TfL Single Equality Scheme 53 Initiatives Science, Technology, Engineering and TfL is committed to increasing the Mathematics Network (STEMNET). It number of BAME graduates who enrol is recognised that there are increasing on its schemes and has started work shortages within specialist engineering, with the RARE consultancy, which technical and planning disciplines, helps to connect people from diverse particularly in highways, rail and backgrounds with organisations. In transport planning/modelling. This 2011/12, 20 per cent of graduates programme aims to generate interest were from BAME backgrounds and among Key Stage 3 students (11, 12 TfL aims to increase this each year. and 13-year-olds). Many of TfL’s The organisation is also looking to engineers and planners offer the introduce additional placements where students advice on their choice of possible, to provide opportunities for subjects, give presentations and work experience. lead interactive activities related to engineering and planning. TfL has joined with the sector skills council for hospitality, leisure travel Where appropriate, TfL employs and tourism and, more recently, temporary staff for specific projects and transport. A sector skills council is a short-term cover arrangements. The Government-recognised body organisation is currently re-tendering established to support the the framework agreements for non- development of skills and training permanent labour and will be including within a particular industry. As part of a provision that agencies’ systems this, Women 1st is a new programme and processes are in line with TfL’s, of Government-funded mentoring and specifically in terms of equality, diversity personalised training to help some of and sustainability. Processes to ensure the sector’s brightest women ongoing compliance will be included in managers fulfil their potential. future contracts. Preparing for the future, TfL is running TfL is taking part in an initiative sponsored an Ambassadorship Programme by Network Rail that aims to encourage to inspire the next generation of unemployed graduates to consider engineers and transport planners. working in the rail industry. TfL is taking The programme is being run in around on 18 graduates this year in three groups 50 schools in partnership with the of six. The first intake, which includes London Transport Museum, the three women and three BAME younger London Engineering Project, the Royal people, has now started work. Academy of Engineering and the

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Recruitment process SNGs TfL has robust policies and processes TfL’s SNGs give staff the chance to in place for recruitment and selection, share ideas and support each other in however, there is inconsistency developing the equality agenda in all with regards implementation. TfL is areas of employment. Set up in 2005, continually evaluating the process and, the groups are successfully raising where appropriate, making changes. the profile of equality – both within In the coming months priorities will and outside of TfL. They aim to help include making the process more improve working life, identify common efficient to improve candidates’ workplace issues for the organisation to experience, and better transparency. address, provide a forum to share best Going forward, all recruitment practices, and provide information about campaigns will be regularly monitored opportunities for personal development. and reported on by the HR team. TfL regularly consults with the various SNGs to understand the issues affecting Mediation staff and jointly consider solutions. TfL has introduced a mediation process with guidelines available for Leaver rates for staff - exit analysis employees and managers. Mediation TfL is piloting a new exit process in is an impartial, facilitated event where Surface Transport, with a view to rolling a third-party helps to address an issue the system out across TfL. This will that has been raised, and gives disputing involve analysing data supplied by leavers employees the opportunity of resolving and highlighting any trends or issues in it at the earliest possible stage. It can specific areas. The questionnaire for involve a series of private and joint leavers is consistent with the TfL staff meetings and conflicts may concern survey so potentially providing TfL with bullying and harassment, grievances, complete working life analysis. performance management issues or working practices. Mediation can enable Transgender issues employees to reach an outcome that is TfL provides comprehensive guidelines satisfactory to all, without undermining on transgender issues that are available the rights or authority of either party. to all managers and employees. They provide information on legislation, Internal mediation is a vital process. commonly-used terms and guidance for TfL’s People Management Advice anyone wanting to embark on gender specialists are aware of the benefits, reassignment while working at TfL. These and are encouraged to promote it in guidelines have been updated and will be appropriate circumstances. promoted across the organisation.

TfL Single Equality Scheme 55 Reasonable adjustments Employee satisfaction A reasonable adjustment is an TfL organises annual staff surveys to alteration, made by the employer, gauge employee satisfaction across a that enables a disabled person to range of issues (for instance leadership, enter employment and fulfil their management, personal development role. The adjustment depends on a and equality). Staff have described TfL person’s individual circumstances as an organisation that takes equality and can include variations to working and inclusion seriously. A review of patterns, equipment or the employee’s the survey is being undertaken, and surroundings. will involve the views of all SNGs. A recent assessment under the Equality Disabled staff have said that the Framework for Local Government implementation of reasonable recommended that an equality analysis adjustments is inconsistent within should be undertaken so that practices TfL, and this is an area of concern. can be improved. Over the last few years, TfL has placed Monitoring and reporting priority on improving managers’ The objectives and activities will be understanding of reasonable adjustments, monitored on an annual basis. In addition, and the processes for implementing both passenger and employee satisfaction them. In response to questions raised in surveys will help assess improvements an internal audit, the People Management and changes to people’s experience on Advice team is now looking at whether the transport network. TfL will continue the existing system works for all parts of to report on actions in the MTS and AIP. the organisation. The Disability SNG is being kept informed about this piece of work and will be involved in developing any new process.

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TfL Single Equality Scheme 57 Glossary

16+ Oyster photocard Entitles those aged 16-18 to reduced fares 18+ Student Oyster Entitles those aged 18+ and in full-time education photocard to a 30 per cent reduction in various ticket prices Barclays Cycle Hire A public bicycle sharing scheme launched by the Mayor of London and TfL in 2011 Barclays Cycle Cycle routes that run between central and Superhighways Outer London Bus and Tram Pass A ticket valid for a specified time giving unlimited travel on London bus and tram services Dial-a-Ride A door-to-door transport service for disabled people who are unable (or almost unable) to use public transport services Docklands Light Railway A light rail system managed by TfL Ethnicity: Asian Includes Asian Indian, Asian Pakistani, Asian Bangladeshi and Asian other Ethnicity: Black, Asian and Includes black Caribbean, black African, black other, minority ethnic (BAME) Asian Indian, Asian Pakistani, Asian Bangladeshi, Asian other, mixed white and black Caribbean, mixed white and black African, mixed white and Asian, mixed other, Chinese and other ethnic groups Ethnicity: Black Includes black Caribbean, black African and black other Ethnicity: Other Includes Chinese and other ethnic groups Ethnicity: White Includes white British, white Irish and white other

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Freedom Pass Concessionary pass issued free by local authorities to London residents aged 60 and over, and to disabled people. It offers unlimited travel within Greater London by National Rail, DLR, London , buses and Underground Journey Planner TfL’s electronic search engine that allows users to plan their journeys in advance London taxi/black cab The distinctive Hackney carriages, which are available to flag down on the street London Travel Demand TfL’s major annual survey of c.8,000 London residents and Survey (LTDS) their travel behaviour A smartcard that can be used as a season ticket (eg for bus passes and ) or to pay for travel on a ‘pay as you go’ basis using credit held on the card Oyster pay as you go Oyster cards can hold electronic funds of money. With each use, this fund decreases until the user loads more money on to their card Safer Travel at Night An initiative to reduce the use of illegal (unbooked) minicabs in London, specifically targeted at women aged 16-34 Minicab Private hire vehicles - not London taxis/black cabs. These should be booked in advance Working full-time People in paid employment normally working for more than 30 hours a week Working part-time People in paid employment working for less than 30 hours a week

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