Case Study: Occupational Segregation - Arriva PLC

Arriva have introduced a variety of measures to recruit and retain more women:

• Following a specific review of Arriva’s approach and policies on resourcing, a best practice guide was developed and rolled out across the business. The "How to Recruit from a Wider Pool Guide" reflects Arriva’s approach to diversity. The Guide explains steps and provides examples of actions that can be taken by managers to recruit a more diverse workforce. A demographic analysis was also conducted by the UK Regional Bus operation to assist in understanding where and how to recruit most effectively This was subsequently implemented in other operations.

• Within the UK Regional Bus operation, a working group was set up to review recruitment and advertising with a view to attracting a more diverse workforce. As a result, the ‘STAR Manual’ was produced.

• Arriva Yorkshire circulated a career progression survey to identify the reasons why various internal job advertisements displayed over the preceding 12 months had generated varying responses from female bus drivers. From the results they devised a newsletter to inform employees of what the company planned to do and what had already been done, as well as committing to 6-month progress newsletters.

• Providing female relief driving instructors and directing employees to their learning centre

• Introducing male and female mentors to support new starters in their new environment

• Introducing a rota for couples who are both bus drivers so that one is available for childcare and also that they have the same rest days