Feedback from diversity and inclusion experts shows us how we’re doing – and how we can improve
我们与一些慈善机构合作，提供基准，以帮助我们对其他组织和部门衡量我们的绩效，以便我们可以成为铁路行业多样性和纳入的领导者。
Best Employer for Race
2017年，社区的业务将英国最佳雇主之一命名为黑色，亚洲和少数民族（BAME）人。有史以来，有66名公共和私营部门组织命名Best Employers for Race列出，作为直接呼吁在2017年McGregor-Smith在工作场所的赛事中进行的行动，以展示英国工作场所的最佳实践。该列表以字母顺序排除组织。
Successful organisations had to evidence that they are putting leadership on race into place within their organisations, creating inclusive workplace cultures and taking action in at least one of three areas – leadership, progression and recruitment. They also had to be able to demonstrate the impact of these policies on BAME employees.
In 2014 we were awarded a Silver benchmark by Business in the Community’s竞争机会and机会现在方案。
工作场所平等指数
We were ranked 237 (out of 325) in Stonewall’s 2014工作场所平等指数这看起来如何为女同性恋，同性恋，双性恋和跨（LBGT）员工和潜在员工提供了综合生组织。
残疾标准
In 2016 we scored 55 per cent against the Business Disability Forum’s残疾标准and have been given a clear set of recommendations for how to improve our performance in this area.
测量进展
我们使用Deloitte设计了一组关键绩效指标（KPI），告诉我们我们正在做的工作是为了侵害我们的目标。
KPI开发了12个月的研究，包括：
- 确定对我们外部利益相关者最重要的因素
- global benchmarking against other similar organisations and standards
- 创建可能的125个指标的长期列表
- KPI的候选名单是最可行，适当的，对齐和有价值的
- 内部利益相关者咨询。
As the work on diversity and inclusion matures, so will our KPIs. For example, we’ll move from measuring the number of diversity champions to the time they spend engaged with the business. Our KPIs are measured using an online dashboard and national and local scorecards; they will be privately and then publicly assured.
Further details of our benefits and KPIs can be found in our多样性和包容效益地图。