EMPOWER | London, UK
Outstanding Diversity Network
Wow, what an honor for the network I chair to be nominated for an award!
I'm Clare, I've been in the rail industry for over 12 years now. I've always been someone who works to empower and support others to reach their full potential and to advocate for themselves. During my time in rail, a male-dominated industry, I've experienced a lot of adversity. Initially, I very much bought into the idea that "that's just how it is". But with age, come wisdom, confidence, and the ability to challenge the system.
EMPOWER was created off the back of an overarching Inclusion Colleague Network that had enough engagement, usefulness and senior leader buy-in to branch off into some more targeted networks. As a regular contributor to the Inclusion Network, I put my name forward for Chair of EMPOWER and started the network from the ground up.
It started with creating conversations with members about what they wanted to see the network produce, what was important to them. Whilst simultaneously driving member sign up so that more women could be part of these conversations to ensure the work EMPOWER was doing was what the women in the business wanted and needed. There was natural growth an things were achieved. It could be as little of an achievement as creating a 'Wish-list Wednesday' engagement piece that encouraged members to connect and converse, or as big as creating Menopause Toolkit from start to finish that helped managers to support their teams facing menopause, and supported colleagues to face menopause themselves. Since then, EMPOWER has drafted a Menopause Action Plan, due for release in October, ahead of legislative obligations, and drafted a Menstruation policy that is in review to support colleagues with menstrual conditions and to encourage open and honest conversations about women's health between colleagues, all genders alike.
EMPOWER launched an Internal Women's Awards in order to allow colleagues to nominate their female identifying colleagues for awards in various categories, such as apprentice of the year, ally, and front-line staff member. These applications were reviewed and colleagues across the business were surprised and awarded. Nominations were shared with women and allies in the business to show them that they advocacy and support for women was being acknowledged and is appreciated. The awards were a huge success internally and make employees feel emotional, valued, seen, and encouraged to do more.
EMPOWER has been part of important panel discussions around Violence against Women and Girls, collaborated with Network Rail for online empowering sessions featuring senior leaders, supported other rail companies to set up and run their versions of Women's Networks, including a network that was recently highly recognized in the 2026 Women in Rail Awards.
Co-chair of the network currently runs a successful 'Question Time' initiative to engage members to think about their skills, experiences, and goals, as well as be uplifted by sometimes more fun and lighthearted questions/conversations. EMPOWER members are also privy to internal initiatives, mentoring opportunities, and external events, education and training, and webinars. Empowered Women's Mentoring Programme is on it's second year. The first programme was implemented in 2025 and featured 10 mentors across the business from various departments and roles, all in leadership of varying levels, from directors to people managers. 10 colleagues from across the entire business, which spans from Inverness to King's Cross were given the opportunity to apply for the programme. Successful applicants were matched with mentors according to what they hoped to achieve and their interests. They were given materials produced by the network and the branding team, and monitored throughout their six month mentorship. This women to women mentoring was highly successful, with both mentors and mentees learning about other roles and mentees feedback being that they had increased their confidence, found their value and their voices, and applied for progression within the business. One mentee specified that prior to the programme they had no intention of remaining in the business or the railway, but now see it as their long-term career.
EMPOWER is always working on how to make staff, and passengers, and the rail industry as a whole more equitable, safer, more comfortable, and accommodating for women. In a male-dominated environment, where unfortunately there still remains a lit of inequality, EMPOWER is designed to shift culture and implement methods and initiatives that shape the future of the industry. Overseen by an incredible team and an amazing EDI lead, Chair, Co-chair and members are supported and empowered to be part of the conversation and to strive to succeed.
