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Best Practice in Diversity, Inclusivity & Accessibility
Best Practice in Diversity, Inclusivity & Accessibility
Best Practice in Diversity, Inclusivity & Accessibility
Submission Criteria
Previous Winner
A submission in this category should demonstrate
Inclusive design and engagement.
Evidence of improvements for a transport service or facility.
Introduction of a new policy or training aimed at improving diversity, inclusivity or accessibility.
Submission Criteria
Previous Winner
A submission in this category should demonstrate
Inclusive design and engagement.
Evidence of improvements for a transport service or facility.
Introduction of a new policy or training aimed at improving diversity, inclusivity or accessibility.
Submission Criteria
Previous Winner
A submission in this category should demonstrate
Inclusive design and engagement.
Evidence of improvements for a transport service or facility.
Introduction of a new policy or training aimed at improving diversity, inclusivity or accessibility.
Arriva UK Bus
Menopause Matters at Arriva
Arriva’s Menopause Matters initiative was launched to ensure colleagues experiencing menopause feel supported, understood, and valued. Inspired by advocate Sarah Daniels’ personal journey, the group has doubled membership since 2023 and become a vital network across Arriva UK Bus. Monthly meetings and digital platforms such as Viva Engage and Blink provide safe spaces for sharing experiences and resources. In 2024, the group launched a Menopause Toolkit alongside Arriva’s HR policy, extending across the wider business including CrossCountry Trains and Chiltern Railways. Events such as International Women’s Day workshops and myth-busting quizzes have engaged colleagues of all genders, fostering understanding and empathy. The initiative has been championed by senior leadership, embedding menopause awareness into workplace culture. By breaking taboos and offering practical support, Menopause Matters is reshaping inclusivity in a male-dominated industry, creating a healthier, more compassionate environment where staff can thrive.
Arriva UK Bus
Menopause Matters at Arriva
Arriva’s Menopause Matters initiative was launched to ensure colleagues experiencing menopause feel supported, understood, and valued. Inspired by advocate Sarah Daniels’ personal journey, the group has doubled membership since 2023 and become a vital network across Arriva UK Bus. Monthly meetings and digital platforms such as Viva Engage and Blink provide safe spaces for sharing experiences and resources. In 2024, the group launched a Menopause Toolkit alongside Arriva’s HR policy, extending across the wider business including CrossCountry Trains and Chiltern Railways. Events such as International Women’s Day workshops and myth-busting quizzes have engaged colleagues of all genders, fostering understanding and empathy. The initiative has been championed by senior leadership, embedding menopause awareness into workplace culture. By breaking taboos and offering practical support, Menopause Matters is reshaping inclusivity in a male-dominated industry, creating a healthier, more compassionate environment where staff can thrive.
Arriva UK Bus
Menopause Matters at Arriva
Arriva’s Menopause Matters initiative was launched to ensure colleagues experiencing menopause feel supported, understood, and valued. Inspired by advocate Sarah Daniels’ personal journey, the group has doubled membership since 2023 and become a vital network across Arriva UK Bus. Monthly meetings and digital platforms such as Viva Engage and Blink provide safe spaces for sharing experiences and resources. In 2024, the group launched a Menopause Toolkit alongside Arriva’s HR policy, extending across the wider business including CrossCountry Trains and Chiltern Railways. Events such as International Women’s Day workshops and myth-busting quizzes have engaged colleagues of all genders, fostering understanding and empathy. The initiative has been championed by senior leadership, embedding menopause awareness into workplace culture. By breaking taboos and offering practical support, Menopause Matters is reshaping inclusivity in a male-dominated industry, creating a healthier, more compassionate environment where staff can thrive.
HIGHLY COMMENDED
Cabability
Driving Inclusive Change: Leading the Way in Diversity and Accessibility
Cabability is a pioneering taxi company dedicated to ensuring accessible, inclusive journeys for all passengers. Its fleet includes low-floor taxis with ramps and space for wheelchairs and mobility scooters, ensuring dignified and safe travel. Drivers are trained to provide tailored, respectful assistance, from helping passengers board to supporting individual needs throughout journeys. Beyond accessibility, Cabability prioritises diversity, creating a welcoming environment for passengers of all backgrounds. Continuous training and development reinforce its inclusive ethos, setting a new benchmark for the taxi industry. By addressing both visible and hidden barriers, Cabability has made every journey safe and comfortable for passengers with mobility challenges, disabilities, or other needs. Through its investment in vehicles, people, and culture, the company demonstrates how inclusivity can be embedded at the heart of commercial passenger services, ensuring transport works for everyone and building stronger, more connected communities.
HIGHLY COMMENDED
Cabability
Driving Inclusive Change: Leading the Way in Diversity and Accessibility
Cabability is a pioneering taxi company dedicated to ensuring accessible, inclusive journeys for all passengers. Its fleet includes low-floor taxis with ramps and space for wheelchairs and mobility scooters, ensuring dignified and safe travel. Drivers are trained to provide tailored, respectful assistance, from helping passengers board to supporting individual needs throughout journeys. Beyond accessibility, Cabability prioritises diversity, creating a welcoming environment for passengers of all backgrounds. Continuous training and development reinforce its inclusive ethos, setting a new benchmark for the taxi industry. By addressing both visible and hidden barriers, Cabability has made every journey safe and comfortable for passengers with mobility challenges, disabilities, or other needs. Through its investment in vehicles, people, and culture, the company demonstrates how inclusivity can be embedded at the heart of commercial passenger services, ensuring transport works for everyone and building stronger, more connected communities.
HIGHLY COMMENDED
Cabability
Driving Inclusive Change: Leading the Way in Diversity and Accessibility
Cabability is a pioneering taxi company dedicated to ensuring accessible, inclusive journeys for all passengers. Its fleet includes low-floor taxis with ramps and space for wheelchairs and mobility scooters, ensuring dignified and safe travel. Drivers are trained to provide tailored, respectful assistance, from helping passengers board to supporting individual needs throughout journeys. Beyond accessibility, Cabability prioritises diversity, creating a welcoming environment for passengers of all backgrounds. Continuous training and development reinforce its inclusive ethos, setting a new benchmark for the taxi industry. By addressing both visible and hidden barriers, Cabability has made every journey safe and comfortable for passengers with mobility challenges, disabilities, or other needs. Through its investment in vehicles, people, and culture, the company demonstrates how inclusivity can be embedded at the heart of commercial passenger services, ensuring transport works for everyone and building stronger, more connected communities.
DPD UK
Inspire
DPD’s Inspire programme tackles the barriers faced by young people with special educational needs and disabilities (SEND) once state support ends at 25. Employment rates for people with learning disabilities remain as low as 4.8%, and under 1% in some areas where DPD operates. In response, Inspire was developed with schools, colleges, and charities to create supported internships leading to paid employment. A dedicated classroom, costing £25,000, provides a safe space for interns to learn workplace expectations and build confidence. The programme is supported by a specialised employment team, ensuring every participant has tailored guidance. Outcomes include sustained employment, enhanced independence, and positive employee engagement. In 2024, 85% of DPD staff agreed their business unit respected diversity, and DPD earned a Silver Inclusive Employers Standard award. Inspire demonstrates how targeted, compassionate initiatives can create genuine career opportunities while fostering an inclusive culture in a large logistics company.
DPD UK
Inspire
DPD’s Inspire programme tackles the barriers faced by young people with special educational needs and disabilities (SEND) once state support ends at 25. Employment rates for people with learning disabilities remain as low as 4.8%, and under 1% in some areas where DPD operates. In response, Inspire was developed with schools, colleges, and charities to create supported internships leading to paid employment. A dedicated classroom, costing £25,000, provides a safe space for interns to learn workplace expectations and build confidence. The programme is supported by a specialised employment team, ensuring every participant has tailored guidance. Outcomes include sustained employment, enhanced independence, and positive employee engagement. In 2024, 85% of DPD staff agreed their business unit respected diversity, and DPD earned a Silver Inclusive Employers Standard award. Inspire demonstrates how targeted, compassionate initiatives can create genuine career opportunities while fostering an inclusive culture in a large logistics company.
DPD UK
Inspire
DPD’s Inspire programme tackles the barriers faced by young people with special educational needs and disabilities (SEND) once state support ends at 25. Employment rates for people with learning disabilities remain as low as 4.8%, and under 1% in some areas where DPD operates. In response, Inspire was developed with schools, colleges, and charities to create supported internships leading to paid employment. A dedicated classroom, costing £25,000, provides a safe space for interns to learn workplace expectations and build confidence. The programme is supported by a specialised employment team, ensuring every participant has tailored guidance. Outcomes include sustained employment, enhanced independence, and positive employee engagement. In 2024, 85% of DPD staff agreed their business unit respected diversity, and DPD earned a Silver Inclusive Employers Standard award. Inspire demonstrates how targeted, compassionate initiatives can create genuine career opportunities while fostering an inclusive culture in a large logistics company.
WINNER
Liverpool City Region Combined Authority
New Merseyrail trains scheme
The Liverpool City Region Combined Authority, with Merseyrail and Stadler, introduced a new publicly owned train fleet designed from inception for accessibility. Over 40 disabled passengers and advocacy groups co-created the design, influencing more than 30 features. Innovations include platform-level boarding with integrated sliding steps, wider aisles, wheelchair spaces, priority seating, and advanced audio-visual information systems. These trains reduce boarding times, enhance safety, and improve dignity for users. Since rollout, independent travel has increased, while requests for assistance halved in one year. Complaints on accessibility remain very low, reflecting the scheme’s success. The project has been recognised with awards including World Passenger Accessibility Award 2024 and endorsement from campaigners like Baroness Tanni Grey-Thompson. By embedding inclusivity in design and matching DfT funding to accelerate station upgrades, Liverpool City Region is creating a rail network that is truly “For All,” setting a benchmark for inclusive transport.
WINNER
Liverpool City Region Combined Authority
New Merseyrail trains scheme
The Liverpool City Region Combined Authority, with Merseyrail and Stadler, introduced a new publicly owned train fleet designed from inception for accessibility. Over 40 disabled passengers and advocacy groups co-created the design, influencing more than 30 features. Innovations include platform-level boarding with integrated sliding steps, wider aisles, wheelchair spaces, priority seating, and advanced audio-visual information systems. These trains reduce boarding times, enhance safety, and improve dignity for users. Since rollout, independent travel has increased, while requests for assistance halved in one year. Complaints on accessibility remain very low, reflecting the scheme’s success. The project has been recognised with awards including World Passenger Accessibility Award 2024 and endorsement from campaigners like Baroness Tanni Grey-Thompson. By embedding inclusivity in design and matching DfT funding to accelerate station upgrades, Liverpool City Region is creating a rail network that is truly “For All,” setting a benchmark for inclusive transport.
WINNER
Liverpool City Region Combined Authority
New Merseyrail trains scheme
The Liverpool City Region Combined Authority, with Merseyrail and Stadler, introduced a new publicly owned train fleet designed from inception for accessibility. Over 40 disabled passengers and advocacy groups co-created the design, influencing more than 30 features. Innovations include platform-level boarding with integrated sliding steps, wider aisles, wheelchair spaces, priority seating, and advanced audio-visual information systems. These trains reduce boarding times, enhance safety, and improve dignity for users. Since rollout, independent travel has increased, while requests for assistance halved in one year. Complaints on accessibility remain very low, reflecting the scheme’s success. The project has been recognised with awards including World Passenger Accessibility Award 2024 and endorsement from campaigners like Baroness Tanni Grey-Thompson. By embedding inclusivity in design and matching DfT funding to accelerate station upgrades, Liverpool City Region is creating a rail network that is truly “For All,” setting a benchmark for inclusive transport.
Lothian Buses
Lothian and Strut Safe
Lothian partnered with Strut Safe, a volunteer-led helpline, to improve late-night passenger safety. Available on Friday to Sunday nights, volunteers stay on the line with callers until they arrive home safely. As the first UK transport operator to partner with Strut Safe, Lothian embedded this service into its popular NightBus network. The collaboration has been promoted widely through social media, student fairs, and on-bus screens, ensuring passengers know support is available. The initiative addresses concerns for those travelling alone at night, particularly women and vulnerable groups, offering reassurance and reducing reliance on less sustainable travel. Strut Safe’s visibility has grown, with increased calls and volunteer interest following the partnership. Lothian’s proactive approach enhances community well-being, encourages late-night bus use, and demonstrates leadership in social responsibility. The initiative has inspired other operators to consider similar partnerships, setting a precedent for inclusive, safety-focused collaboration in UK public transport.
Lothian Buses
Lothian and Strut Safe
Lothian partnered with Strut Safe, a volunteer-led helpline, to improve late-night passenger safety. Available on Friday to Sunday nights, volunteers stay on the line with callers until they arrive home safely. As the first UK transport operator to partner with Strut Safe, Lothian embedded this service into its popular NightBus network. The collaboration has been promoted widely through social media, student fairs, and on-bus screens, ensuring passengers know support is available. The initiative addresses concerns for those travelling alone at night, particularly women and vulnerable groups, offering reassurance and reducing reliance on less sustainable travel. Strut Safe’s visibility has grown, with increased calls and volunteer interest following the partnership. Lothian’s proactive approach enhances community well-being, encourages late-night bus use, and demonstrates leadership in social responsibility. The initiative has inspired other operators to consider similar partnerships, setting a precedent for inclusive, safety-focused collaboration in UK public transport.
Lothian Buses
Lothian and Strut Safe
Lothian partnered with Strut Safe, a volunteer-led helpline, to improve late-night passenger safety. Available on Friday to Sunday nights, volunteers stay on the line with callers until they arrive home safely. As the first UK transport operator to partner with Strut Safe, Lothian embedded this service into its popular NightBus network. The collaboration has been promoted widely through social media, student fairs, and on-bus screens, ensuring passengers know support is available. The initiative addresses concerns for those travelling alone at night, particularly women and vulnerable groups, offering reassurance and reducing reliance on less sustainable travel. Strut Safe’s visibility has grown, with increased calls and volunteer interest following the partnership. Lothian’s proactive approach enhances community well-being, encourages late-night bus use, and demonstrates leadership in social responsibility. The initiative has inspired other operators to consider similar partnerships, setting a precedent for inclusive, safety-focused collaboration in UK public transport.
Lumo
Purple Tuesday
Lumo, the open-access rail operator, actively champions disability inclusion through its Purple Tuesday initiative. As part of a wider accessibility programme, Lumo has committed to long-term cultural change, embedding inclusivity in both customer service and operations. Initiatives include staff training on hidden disabilities, improved digital accessibility on booking platforms, and tailored assistance for passengers with mobility or sensory needs. Purple Tuesday serves as an annual focus for promoting accessibility awareness, engaging both staff and passengers in creating a more inclusive railway. Feedback highlights improved customer experiences, with passengers praising Lumo’s proactive approach to recognising diverse needs. By embracing Purple Tuesday, Lumo demonstrates that accessibility is not a one-off project but an ongoing commitment woven into everyday practices. This programme showcases how even a small, modern operator can lead by example, raising standards for accessibility and inclusivity across the wider rail industry.
Lumo
Purple Tuesday
Lumo, the open-access rail operator, actively champions disability inclusion through its Purple Tuesday initiative. As part of a wider accessibility programme, Lumo has committed to long-term cultural change, embedding inclusivity in both customer service and operations. Initiatives include staff training on hidden disabilities, improved digital accessibility on booking platforms, and tailored assistance for passengers with mobility or sensory needs. Purple Tuesday serves as an annual focus for promoting accessibility awareness, engaging both staff and passengers in creating a more inclusive railway. Feedback highlights improved customer experiences, with passengers praising Lumo’s proactive approach to recognising diverse needs. By embracing Purple Tuesday, Lumo demonstrates that accessibility is not a one-off project but an ongoing commitment woven into everyday practices. This programme showcases how even a small, modern operator can lead by example, raising standards for accessibility and inclusivity across the wider rail industry.
Lumo
Purple Tuesday
Lumo, the open-access rail operator, actively champions disability inclusion through its Purple Tuesday initiative. As part of a wider accessibility programme, Lumo has committed to long-term cultural change, embedding inclusivity in both customer service and operations. Initiatives include staff training on hidden disabilities, improved digital accessibility on booking platforms, and tailored assistance for passengers with mobility or sensory needs. Purple Tuesday serves as an annual focus for promoting accessibility awareness, engaging both staff and passengers in creating a more inclusive railway. Feedback highlights improved customer experiences, with passengers praising Lumo’s proactive approach to recognising diverse needs. By embracing Purple Tuesday, Lumo demonstrates that accessibility is not a one-off project but an ongoing commitment woven into everyday practices. This programme showcases how even a small, modern operator can lead by example, raising standards for accessibility and inclusivity across the wider rail industry.
Stagecoach South Wales
Deliver Women's Safety Training To Drivers
Stagecoach South Wales has addressed women’s safety concerns by delivering tailored training to bus drivers. Developed with input from employees and community stakeholders, the programme equips drivers with practical skills to support female passengers, from recognising signs of harassment to offering safe interventions. Training also raises awareness of how service design impacts women’s travel choices, embedding a gender-sensitive perspective into daily operations. The initiative reflects Stagecoach’s recognition that public transport can be daunting for women, especially at night, and seeks to ensure services are welcoming and safe. Positive feedback from both staff and passengers shows increased confidence in bus travel. By placing women’s safety at the forefront of operational training, Stagecoach South Wales is not only empowering its workforce but also building trust with communities, reinforcing the role of buses as inclusive and secure modes of transport for everyone.
Stagecoach South Wales
Deliver Women's Safety Training To Drivers
Stagecoach South Wales has addressed women’s safety concerns by delivering tailored training to bus drivers. Developed with input from employees and community stakeholders, the programme equips drivers with practical skills to support female passengers, from recognising signs of harassment to offering safe interventions. Training also raises awareness of how service design impacts women’s travel choices, embedding a gender-sensitive perspective into daily operations. The initiative reflects Stagecoach’s recognition that public transport can be daunting for women, especially at night, and seeks to ensure services are welcoming and safe. Positive feedback from both staff and passengers shows increased confidence in bus travel. By placing women’s safety at the forefront of operational training, Stagecoach South Wales is not only empowering its workforce but also building trust with communities, reinforcing the role of buses as inclusive and secure modes of transport for everyone.
Stagecoach South Wales
Deliver Women's Safety Training To Drivers
Stagecoach South Wales has addressed women’s safety concerns by delivering tailored training to bus drivers. Developed with input from employees and community stakeholders, the programme equips drivers with practical skills to support female passengers, from recognising signs of harassment to offering safe interventions. Training also raises awareness of how service design impacts women’s travel choices, embedding a gender-sensitive perspective into daily operations. The initiative reflects Stagecoach’s recognition that public transport can be daunting for women, especially at night, and seeks to ensure services are welcoming and safe. Positive feedback from both staff and passengers shows increased confidence in bus travel. By placing women’s safety at the forefront of operational training, Stagecoach South Wales is not only empowering its workforce but also building trust with communities, reinforcing the role of buses as inclusive and secure modes of transport for everyone.
Southeastern
Everyday inclusion at Southeastern
Southeastern has embedded inclusivity into all aspects of its operations through its “Everyday Inclusion” strategy. Recruitment efforts in 2024 saw applications from underrepresented groups rise by 140%, with 354 new hires—24% women and 31% from ethnic minorities. Gender pay gaps narrowed, while bespoke leadership programmes for women and cultural initiatives such as CultuRAIL supported diverse career progression. Customer-facing colleagues undertook innovative “Dare to Care” training, improving service quality for diverse passengers, while disability awareness training aligned with ORR standards. Staff wellbeing initiatives included menopause support, mental health partnerships, and neurodiversity training. These efforts secured Gold status from Investors in People and Wellbeing. Outcomes include stronger diversity in leadership, improved customer satisfaction, and positive employee feedback. Southeastern’s holistic, data-driven approach shows how everyday decisions, from recruitment to training to customer service, can embed inclusion into corporate culture and transform workplace and passenger experiences.
Southeastern
Everyday inclusion at Southeastern
Southeastern has embedded inclusivity into all aspects of its operations through its “Everyday Inclusion” strategy. Recruitment efforts in 2024 saw applications from underrepresented groups rise by 140%, with 354 new hires—24% women and 31% from ethnic minorities. Gender pay gaps narrowed, while bespoke leadership programmes for women and cultural initiatives such as CultuRAIL supported diverse career progression. Customer-facing colleagues undertook innovative “Dare to Care” training, improving service quality for diverse passengers, while disability awareness training aligned with ORR standards. Staff wellbeing initiatives included menopause support, mental health partnerships, and neurodiversity training. These efforts secured Gold status from Investors in People and Wellbeing. Outcomes include stronger diversity in leadership, improved customer satisfaction, and positive employee feedback. Southeastern’s holistic, data-driven approach shows how everyday decisions, from recruitment to training to customer service, can embed inclusion into corporate culture and transform workplace and passenger experiences.
Southeastern
Everyday inclusion at Southeastern
Southeastern has embedded inclusivity into all aspects of its operations through its “Everyday Inclusion” strategy. Recruitment efforts in 2024 saw applications from underrepresented groups rise by 140%, with 354 new hires—24% women and 31% from ethnic minorities. Gender pay gaps narrowed, while bespoke leadership programmes for women and cultural initiatives such as CultuRAIL supported diverse career progression. Customer-facing colleagues undertook innovative “Dare to Care” training, improving service quality for diverse passengers, while disability awareness training aligned with ORR standards. Staff wellbeing initiatives included menopause support, mental health partnerships, and neurodiversity training. These efforts secured Gold status from Investors in People and Wellbeing. Outcomes include stronger diversity in leadership, improved customer satisfaction, and positive employee feedback. Southeastern’s holistic, data-driven approach shows how everyday decisions, from recruitment to training to customer service, can embed inclusion into corporate culture and transform workplace and passenger experiences.
Translink
Radical Inclusivity in Action: Setting New Standards for Accessible, Diverse, and Inclusive Transport
Translink has set out a bold vision of “radical inclusivity” across Northern Ireland’s transport system. Building on its Better.Connected strategy, the operator has embedded accessibility and diversity into infrastructure, service design, and workforce culture. Initiatives include step-free stations, sensory-friendly design, green jobs for underrepresented groups, and collaborations with schools and community organisations. Passenger satisfaction has soared, with inclusivity a key driver. Programmes such as inclusive recruitment, disability awareness campaigns, and cultural celebrations highlight Translink’s systemic approach. The delivery of York Street and Belfast Grand Central Stations showcase inclusivity at scale, featuring tactile paving, hearing loops, accessible toilets, and co-designed spaces with local groups. Employment initiatives have created hundreds of opportunities for disadvantaged groups. By combining infrastructure, operations, and workforce change, Translink demonstrates how transport authorities can embed inclusivity holistically, raising standards for accessibility and social impact across the sector.
Translink
Radical Inclusivity in Action: Setting New Standards for Accessible, Diverse, and Inclusive Transport
Translink has set out a bold vision of “radical inclusivity” across Northern Ireland’s transport system. Building on its Better.Connected strategy, the operator has embedded accessibility and diversity into infrastructure, service design, and workforce culture. Initiatives include step-free stations, sensory-friendly design, green jobs for underrepresented groups, and collaborations with schools and community organisations. Passenger satisfaction has soared, with inclusivity a key driver. Programmes such as inclusive recruitment, disability awareness campaigns, and cultural celebrations highlight Translink’s systemic approach. The delivery of York Street and Belfast Grand Central Stations showcase inclusivity at scale, featuring tactile paving, hearing loops, accessible toilets, and co-designed spaces with local groups. Employment initiatives have created hundreds of opportunities for disadvantaged groups. By combining infrastructure, operations, and workforce change, Translink demonstrates how transport authorities can embed inclusivity holistically, raising standards for accessibility and social impact across the sector.
Translink
Radical Inclusivity in Action: Setting New Standards for Accessible, Diverse, and Inclusive Transport
Translink has set out a bold vision of “radical inclusivity” across Northern Ireland’s transport system. Building on its Better.Connected strategy, the operator has embedded accessibility and diversity into infrastructure, service design, and workforce culture. Initiatives include step-free stations, sensory-friendly design, green jobs for underrepresented groups, and collaborations with schools and community organisations. Passenger satisfaction has soared, with inclusivity a key driver. Programmes such as inclusive recruitment, disability awareness campaigns, and cultural celebrations highlight Translink’s systemic approach. The delivery of York Street and Belfast Grand Central Stations showcase inclusivity at scale, featuring tactile paving, hearing loops, accessible toilets, and co-designed spaces with local groups. Employment initiatives have created hundreds of opportunities for disadvantaged groups. By combining infrastructure, operations, and workforce change, Translink demonstrates how transport authorities can embed inclusivity holistically, raising standards for accessibility and social impact across the sector.
Transport for London
Equity in Motion
Transport for London’s Equity in Motion initiative addresses systemic inequalities by embedding equity and inclusion into transport planning and operations. The programme includes recruitment targets, training, and community engagement, with a focus on improving outcomes for women, disabled people, and minority groups. TfL has introduced inclusive design principles into infrastructure projects, ensuring new stations, services, and public spaces are accessible and equitable. Equity in Motion also champions cultural change internally, with staff training and leadership accountability mechanisms. Early impacts include more representative hiring, improved accessibility features across the network, and positive passenger feedback. TfL’s holistic approach demonstrates how a large, complex organisation can turn equity commitments into real-world change. By prioritising fairness and accessibility alongside operational delivery, TfL is setting a benchmark for embedding inclusivity into public transport at scale.
Transport for London
Equity in Motion
Transport for London’s Equity in Motion initiative addresses systemic inequalities by embedding equity and inclusion into transport planning and operations. The programme includes recruitment targets, training, and community engagement, with a focus on improving outcomes for women, disabled people, and minority groups. TfL has introduced inclusive design principles into infrastructure projects, ensuring new stations, services, and public spaces are accessible and equitable. Equity in Motion also champions cultural change internally, with staff training and leadership accountability mechanisms. Early impacts include more representative hiring, improved accessibility features across the network, and positive passenger feedback. TfL’s holistic approach demonstrates how a large, complex organisation can turn equity commitments into real-world change. By prioritising fairness and accessibility alongside operational delivery, TfL is setting a benchmark for embedding inclusivity into public transport at scale.
Transport for London
Equity in Motion
Transport for London’s Equity in Motion initiative addresses systemic inequalities by embedding equity and inclusion into transport planning and operations. The programme includes recruitment targets, training, and community engagement, with a focus on improving outcomes for women, disabled people, and minority groups. TfL has introduced inclusive design principles into infrastructure projects, ensuring new stations, services, and public spaces are accessible and equitable. Equity in Motion also champions cultural change internally, with staff training and leadership accountability mechanisms. Early impacts include more representative hiring, improved accessibility features across the network, and positive passenger feedback. TfL’s holistic approach demonstrates how a large, complex organisation can turn equity commitments into real-world change. By prioritising fairness and accessibility alongside operational delivery, TfL is setting a benchmark for embedding inclusivity into public transport at scale.
Transport for Wales
Access and Inclusion Panel
Transport for Wales’ Access and Inclusion Panel brings together disabled passengers and advocacy groups to shape transport services. Meeting regularly, the panel advises on accessibility issues and co-creates solutions with TfW. Their input has influenced initiatives such as new Passenger Assist Meeting Points at major stations, improved technology for visually impaired passengers, and tailored staff training. In 2024, 78% of customers using Passenger Assist rated the service 5/5, while usage more than doubled from 30,299 passengers in 2022–23 to 63,381 in 2024–25. The panel’s insights have improved decision-making across TfW, embedding consideration of disabled communities into strategy and delivery. By formalising a strong voice for lived experience, TfW ensures accessibility is not an afterthought but central to service design. The panel model exemplifies best practice in collaboration, accountability, and continuous improvement for inclusive transport systems.
Transport for Wales
Access and Inclusion Panel
Transport for Wales’ Access and Inclusion Panel brings together disabled passengers and advocacy groups to shape transport services. Meeting regularly, the panel advises on accessibility issues and co-creates solutions with TfW. Their input has influenced initiatives such as new Passenger Assist Meeting Points at major stations, improved technology for visually impaired passengers, and tailored staff training. In 2024, 78% of customers using Passenger Assist rated the service 5/5, while usage more than doubled from 30,299 passengers in 2022–23 to 63,381 in 2024–25. The panel’s insights have improved decision-making across TfW, embedding consideration of disabled communities into strategy and delivery. By formalising a strong voice for lived experience, TfW ensures accessibility is not an afterthought but central to service design. The panel model exemplifies best practice in collaboration, accountability, and continuous improvement for inclusive transport systems.
Transport for Wales
Access and Inclusion Panel
Transport for Wales’ Access and Inclusion Panel brings together disabled passengers and advocacy groups to shape transport services. Meeting regularly, the panel advises on accessibility issues and co-creates solutions with TfW. Their input has influenced initiatives such as new Passenger Assist Meeting Points at major stations, improved technology for visually impaired passengers, and tailored staff training. In 2024, 78% of customers using Passenger Assist rated the service 5/5, while usage more than doubled from 30,299 passengers in 2022–23 to 63,381 in 2024–25. The panel’s insights have improved decision-making across TfW, embedding consideration of disabled communities into strategy and delivery. By formalising a strong voice for lived experience, TfW ensures accessibility is not an afterthought but central to service design. The panel model exemplifies best practice in collaboration, accountability, and continuous improvement for inclusive transport systems.
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