Transport for LondonEmployees
Skip to navigationFollowing the integration of London Underground in the summer of 2003, TfL has continued its programme of structural changes necessary to transform the organisation and to harness fully the benefits and efficiencies that integration offers.
It has been a challenging year but TfL's employees have embraced change whilst continuing to bring expertise to their roles. As an organisation, we aspire to engage openly and effectively with our staff at all levels and active communications are vital in helping them play a full role in delivering our business objectives and ultimately, the Mayor's Transport Strategy.
TfL's overall employment targets are set against the demographics of London and as such we aim to include 25 per cent black and minority ethnic people and 46 per cent women in our employment. Over the last financial year we have worked towards achieving these demographics and now have 30 per cent black and minority ethnic people and 21 per cent women.
We continue to participate in summer placements schemes with the Windsor Fellowship, London First and the Camden Society. I believe these placement schemes encourage a positive attitude towards ethnic diversity and disadvantaged and under-represented groups, as well as fostering a positive attitude within the organisation towards people with disabilities. These schemes also assist the organisation in trying to achieve its goal in having a workforce that reflects the demographics of London.
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