Transport for LondonEmployees
Skip to navigation << Back to indexThe quality, efficiency and value of London's transport system is defined by its workforce. The expertise they bring to their jobs, be it driving a train or bus, monitoring security on a station, greeting visitors to London's Transport Museum, maintaining the equipment or taking calls at a TfL help centre, all contributes to the experience the public has of travelling in London.
TfL works hard to ensure this experience is refined and relevant to the needs of the public. The introduction of BTEC courses for the drivers, conductors and service controllers of London's buses, for example, gives them further skills in working with disabled people and other target groups who face transport barriers.
Since the inception of the Equality and Inclusion team, the equality and inclusion staff and customers have become an underpinning principle of both TfL's employment practices.
TfL's goal is to have a workforce which accurately reflects the population of London, in all parts of the business and at all levels. TfL's overall employment targets are set against the demographics of London. It aims to employ 52 per cent women, 29 per cent black and minority ethnic people and six per cent disabled people. We are developing a number of strategies to ensure the organisation continues to progress towards achieving these targets.
Internal staff network groups were introduced for woman, black and minority ethnic people and disabled people.
TfL encourages openness across the modes via a continuing communications programme.
This means that staff are kept aware of - and invited to contribute to - decisions taken that will affect what is expected of them and the service they deliver to London's public.
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