Arriva Group Launches New Inclusion Strategy

Arriva Group has today published its new Inclusion Strategy to ensure a co-ordinated approach across all its European businesses by setting ambitious targets, so that all parts of Arriva are aligned behind common goals.

Launched to coincide with the start of the UK’s Inclusion Week, the goals focus on four key areas, including targets related to the company’s workforce, its workplaces, its clients and passengers and how it serves its local community. 

Targets see Arriva Group increasing the number of women and other underrepresented groups in senior leader and management positions as well as significantly increasing the number of women employed in driver roles.  Each country will develop action plans to support the goals.

The new strategy will run up until 2030, by which time the company expects: 

• 25 per cent of its senior leaders and managers will be from under-represented groups
• 50 per cent of senior leaders and managers will be women
• It will have achieved a 100 per cent increase in the number of women drivers across all its businesses. 

Mike Cooper, Arriva Group CEO, said: “These targets have been set because Arriva knows that inclusive workplaces are more likely to have diverse teams – and this is a critical component of having a thriving and sustainable business for the long-term.  By having more diverse teams, we can embrace different insights, perspectives, and experiences, challenging us to be even more innovative in the solutions and services we provide for our clients and passengers”.

Alison O’Connor, Arriva Group Chief People Officer, said: “I am proud to see the new strategy launched today.  We already have areas of great practice across our business on inclusion, but we want to unite behind a clear ambition so that we can make sure all Arriva employees are able to succeed regardless of their age, gender, ethnicity, or any other characteristic. This strategy is all about making sure there are no barriers to success and that all colleagues can expect to work and progress in their careers on a level playing field.”

Ahead of the 2030 delivery date, Arriva has set an interim target of 2025, when the company expects 40 per cent of its senior leaders and managers will be women (currently at 30 per cent).  Arriva will actively work towards increasing applications from women in driver roles, with each business aiming for a minimum 10 per cent year-on-year increase with the aim of doubling the numbers of female drivers in employment at Arriva by 2030. It also wants a 10 per cent increase in the number of senior leaders and managers from underrepresented groups by 2025.

Current numbers of female drivers vary significantly, depending on the country and type of operating business. Arriva knows this is a journey that will require different approaches in order to achieve a significant uplift.

The strategy has been developed alongside Inclusive Employers, following Arriva’s membership to the organisation in 2021.  Inclusive Employers are experts in workplace inclusion and work with organisations which are committed to prioritising inclusion and creating truly inclusive workplaces. 

Having a strong strategy with clear targets will help Arriva overcome societal challenges such as the ageing population, the skills gap in professions such as engineering and the technological age which has created a need for different skills and qualifications as the world transitions to net-zero.   This combines with female representation in jobs which have historically been done by men.  The strategy aims to mitigate these factors by focusing on early careers and increasing the representation of underrepresented groups to broaden the skills, perspectives and experiences of the workforce.

Over the coming years, Arriva’s vision is to help shape a future where passenger transport is the best choice.  An important part of that vision is being known as a fair and equal employer, a great place to work, and an organisation that attracts the best talent.