To make sure TfGM delivers on the nine objectives set out, an action plan has been developed which sets clear and achievable actions to be undertaken under each objective – bringing TfGM closer to its aspirations to deliver a truly inclusive and integrated network. We take an annual approach to refreshing this and the most recent update has been published in February 2024.
Individual teams and functions have specific responsibility for delivering on the actions set out within the plan putting equality and diversity at the forefront of our ambitions. TfGM will produce an annual report, which will be published on our website, holding ourselves accountable for the progress against the actions and objectives set out within this strategy.
As a transport provider, we will...
Objective 1: Fully understand GM people and places, existing inequalities and evidence-based decision making, including intersectionality, and apply that understanding in everything we do.
We will...
- Work with our communities to undertake a review of the demographic questions we use across our surveys and customer platforms to ensure they are inclusive and promote completion.
- Ensure we’re taking the approach to analysing our customer data by protected characteristics to understand where experiences in the ease of travel across the network differ.
- Ensure information collected from communities through our Rate my Journey platform is analysed to understand barriers for people with protected characteristics. Take action to mitigate against these barriers.
- Deliver on our commitment to end violence for women and girls through our White Ribbon action plan.
Objective 2: Enable diverse communities to co-design, shape and influence the GM transport system, including addressing barriers to participation.
We will...
- Work with our GM communities in designing and delivering our services ensuring their feedback and collaboration can have a meaningful impact.
- Strengthen our relationships with communities of identity across GM and ensure they have opportunity to influence the Bee Network
- Work with the Greater Manchester Combined Authority to review our approach to renumeration for lived experience engagement.
- Undertake further engagement and consultation on our refreshed Local Transport Plan.
Objective 3: Actively seek to address systemic transport inequalities and maximise the opportunity through the creation of the Bee Network to deliver an inclusive and accessible transport network.
We will...
- Share information about inclusion within the Bee Network with equality groups and our diverse communities via a quarterly newsletter.
- Work with our Disability Design Reference Group on ‘Support for Inclusive Journeys’, identifying attitudinal barriers within the Bee Network and seeking solutions to them.
- Deliver a series of Network Reviews, influenced by community feedback, to make it easier for people to get where they need to go – through simple, joined up, reliable services.
- Ensure we’re reviewing our approach to Equality Impact Assessments (EqIAs) and that these are in place for services and infrastructure across the Bee Network to understand and mitigate against disproportionate impacts for different groups.
Objective 4: Embed shared learning and maximise relationships and cross-sectoral partnership working through the GM system.
We will...
- Work with our partners and consultation, engagement and equalities professionals across GM to share learning and best practice.
- Seek opportunities to work collaboratively with partners and organisations doing similar work to avoid duplication and ensure engagement outputs are used to influence across GM
- Work in partnership with other organisations and groups to deliver our ambitions for the Bee Network.
As an anchor organisation, we will...
Objective 5: Use all opportunities to tackle inequalities and support equality outcomes through our organisational policies and procedures, including ensuring consistent and meaningful benchmarking and monitoring.
We will...
- Refresh our Inclusion and Equalities action plan at least annually and ensure that these actions are owned and delivered by colleagues across the organisation
- Publish an annual report on progress against our Inclusion and Equalities Strategy
- Review our approach to social value, including linked to opportunities through the new TfGM Commercial Services function and at a Group (TfGM & GMCA) level.
- Promote the GM Good Employment Charter through our procurement processes.
Objective 6: Maximise our role within the GM civic institutions to enable Greater Manchester Strategy priorities.
We will...
- Deliver a refreshed Local Transport Plan with feedback from our communities and Partners to ensure connections, economic growth and access to opportunities for everyone.
- Continue to support and inform development and delivery of the Voluntary Community Faith and Social Enterprise (VCFSE) Accord, ensuring TfGM support the VCFSE sector’s role in the delivery of the refreshed Greater Manchester Strategy’s vision and through thematic strategies.
As an employer, we will...
Objective 7: Empower our workforce to have a voice and provide opportunities to inform policy.
We will...
- Develop further staff networks aligned with protected characteristics and ensure that network chairs are empowered to attend the Equality Strategy Oversight Group (ESOG) meetings.
- Engage with staff around appropriate race terminology and language, relating to the GM Equalities Alliance guidance.
- Create regular opportunities for staff to contribute to policy development and decision-making.
- Engage with staff to coproduce learning around everyday racism, how to tackle and report and help shape TfGM’s response to the Race Equity Framework.
Objective 8: Continue to improve the quality of data we hold to understand the diversity of our workforce.
We will...
- Use our workforce data to inform and develop future Equality Diversity & Inclusion ED&I) initiatives.
- Complete an ED&I pulse survey in 18 months to monitor and assess progress against outcomes of our staff EDI action plan.
- Encourage our workforce to share their demographic data with the organisation to ensure we have a robust picture of our diversity.
Objective 9: Seek to embed an inclusive culture within the organisation that welcomes and encourages a diverse workforce from across Greater Manchester communities.
We will...
- Collaborate with GMCA and local partners to implement the Race Equity Framework across our organisation.
- Identify and address structural and systemic barriers to employment, retention, and progression for communities experiencing racial inequality by engaging with lived experience groups across Greater Manchester.
- Use data and lived experience to inform targeted actions that improve equity in recruitment, development, and promotion.