The High Speed Two (HS2) rail network is built and operated sustainably and responsibly. It’s respectful of the communities, wildlife and places it affects. It’s also designed, built and operated to the highest safety standards.
HS2 prides itself on having a diverse employee workforce. HS2’s equality, diversity and inclusion policy addresses the need for inclusion throughout the planning, designing and construction of the project.
Here are three areas where HS2’s employment strategies are right on track.
1) Mental Health
HS2 is part of a mental health digital platform called the Big White Wall. The completely anonymous social networking online community is available 24/7. It provides peer-to-peer support, and suggests guided programmes. It’s a safe place to talk that gives access to therapists and bespoke assistance programmes which offer crucial support. HS2 also employs a scheme making use of mental health first aiders. The volunteers act as a point of contact for individuals experiencing emotional distress or a problem with mental health.
2) Apprenticeships and graduate programmes
At the stage of construction, the HS2 project will have created 25,000 fresh jobs, including 2,000 apprentice positions.
Within its support for early careers, HS2 runs a variety of graduate programmes and apprenticeships. The roles cover everything from engineering, planning and project management, to finance, procurement, communications, HR and IT. Whatever the area, employees in their early careers at HS2 will work with world-leading experts and cutting-edge technology. HS2’s apprenticeships and graduate programmes also give participants the chance to study for a recognised professional qualification.
3) Equality, Diversity and Inclusion
HS2 has the objective to create the most varied workforce within the British infrastructure industry. Its Equality, Diversity and Inclusion (EDI) policies recognise that change happens when you fix the system, not the people. The HS2 project won ‘New standard in inclusive procurement and approach to EDI compliance’ at the 2018 Apollo Project Awards. Its assurance to work with suppliers and contractors to improve EDI practice throughout its business chain has had rapid effects. The amount spent with diverse suppliers from BAME, Women, Disabled and LGTB groups has more than doubled.
HS2’s values are based on the view that a good practice for EDI is a good practice for people. It’s not about pushing workers through training schemes. True EDI initiatives look how to anchor behaviours in the culture of the entire institution and beyond. Effective measures include, for example, modifying models of recruitment, reassessing promotion criteria and striving to eliminate bias during selections.
If you’re a candidate who values diversity, it’s important to be matched with employers that create environments where everyone flourishes. Our jobs search can be filtered by initiative to help you find the perfect role.