Action Plan

To ensure 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. 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.

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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...

• Refresh and evolve internal boards to focus on driving strategic direction in response to inequalities.

• Develop a stronger understanding of diversity and inclusion that extends beyond gender and (physical) disability, with other marginalisation’s (e.g., racism) to ensure intersectional inequalities receive the same recognition. This will include a renewed focus on socio-economic inequality.

• Improve data insights and data collection to fully understand the diversity of Greater Manchester and apply this understanding in service delivery.

• Undertake a review of concessions to understand if they are appropriate and supporting those who most need them.

Objective 2: Enable diverse communities to co-design, shape and influence

We will...

• Continue to build relationships and evolve existing structures with representative groups across Greater Manchester to facilitate a constant engagement mechanism.

• Use feedback from our Destination Bee Network Public Conversation to inform and shape service delivery and future activity.

• Develop a Model of Community Engagement that sets out best practice and is embedded in co-design and collaboration in support of infrastructure and assets planning and delivery – enabling communities to be involved in our work as early as possible.

• Develop a Partnerships and Communities Strategy that will set out the approach for moving to a more coordinated and structured partnership model for working with Greater Manchester Councils, their communities and the wider Greater Manchester system.

Objective 3: Address transport inequalities caused by and/or exacerbated through the pandemic

We will...

• Ensure that information provided by TfGM is accessible to as many of our diverse communities as possible.

• Use feedback and data to address barriers to having an inclusive network – across services, infrastructure and assets.

• Promote inclusive behaviours across the network through customer information and campaign activity.

Objective 4: Embed shared learning and maximise relationships and partnership working

We will...

• Undertake further research and engagement with communities to ensure that TfGM better understands the needs of the communities it is serving.

• Share learning and best practice on inclusivity effectively between various TfGM departments and with external partners.

• Maximise relationships with other bodies doing similar work with communities to avoid duplication and harness the power of collaboration.

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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...

• Embed social value across the work of the organisation including revision of the Procurement Manual to guide the application of social value. Ensure staff are aware of and trained how to maximise social value in their role(s).

• Ensure all key policies and procedures relating to procurement are compliant with provision of the Equality Act 2010, collecting data on our activities to better understand the impact of our work within Greater Manchester.

Objective 6: Maximise our role within the GM civic institution to enable GMS priorities

We will...

• Have consistent membership on GM Boards such as GM Reform Board, GM Inequalities Board and GM Population Health Board, to ensure inclusive transport feeds into the development and approaches to reforming public services in GM, and equally to ensure TfGM/transport providers understand contemporary transport needs of public service users and providers.

• Support Ageing in Place trials, for example by identifying where Bee network (active travel) can support ageing in place locations and explore how to create zero-carbon neighbourhoods and identify reasons for reductions in concessionary pass use, and co-design potential mitigations.

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As an employer, we will...

Objective 7: Empower our workforce to have a voice and provide opportunities to inform policy

We will...

• Listen to feedback from sources such as the organisational change programme and Best Companies Survey to highlight areas where action is needed and implement this within the organisation.

• Remain compliant with the Good Employment Charter and track progress of this.

Objective 8: Improve the quality of data we hold to understand the diversity of our workforce

We will...

• Encourage completion of diversity information for our workforce to understand our demographic makeup.

• Report on TfGM's Ethnicity pay gap when this data is available to understand where there are gaps and take action to ensure broad representation across the organisation.

Objective 9: Seek to embed an inclusive culture and/or equality of opportunity

We will...

• Take action based on our analysis of recruitment data to implement inclusive recruitment practices that will encourage a broader representation of applicants.

• Proactively celebrate annual diversity events both internally and externally.

• Actively consider further research with the workforce to identify priorities for change and to improve inclusion within the organisation and develop actions relating to this.

• Invest in staff training to embed consistent processes and shared understanding of EDI requirements to ensure we are working inclusively and adhering to our equality duty.