Following the signature of the ‘Women In Rail Agreement’ by the Community of European Railway and Infrastructure Companies and the European Transport Workers’ Federation in November 2021, the CFL Group started the Women@CFL project with the objective of strengthening gender equality and diversity within the male-dominated company (15% of female staff only).
Expected results are the attraction and retention of more women as well as better working conditions for all, men and women. The project was not only designed to be compliant with the ‘Women In Rail’ commitments, but also to start an internal discussion on gender equality and diversity and to generate custom-made ideas to respond to challenges of CFL staff in this regard. Against this background, the CFL Group drafted a gender diversity policy as well as a multiannual action plan covering the aspects of gender diversity (recruitment and career development, conditions of work, work-life balance and (sexual) harassment).
Several actions have already been implemented or are currently being implemented: guidelines for inclusive language to be used in job postings, employer branding communications showcasing women working for CFL, as well as targeted measures helping women and men to have a better work-life balance (lactation rooms, partnerships with childcare facilities for staff having irregular working hours, initiatives to support women and men to use parental leave, etc.).