Webinar Summary Report - Staying on Track: Attraction and Retention in the Rail Sector
Carrington West was proud to host a recent webinar, “Staying on Track: Attraction and Retention in the Rail Sector”, bringing together industry leaders to explore the pressing issues of workforce attraction, engagement and retention within the UK rail industry.
This engaging session featured insights from a diverse panel of experts, including:
Blayne Cahill, Director, Carrington West
Oliver Gooch, Department Manager, Carrington West
Ashkan Rohani, Head of Infrastructure Engineering, Franklin Consultancy Group
Adam Uqlat, Product Engineer, Transport for London
Key Findings from the Rail Sector Survey
The session began with Blayne Cahill unveiling the findings from a recent Carrington West survey of over 500 professionals working in the rail sector. The results painted a picture of both promise and challenge.
Positive Highlights:
• 79% of respondents would recommend the rail sector as a career choice.
• 61% find the salaries in the sector to be attractive.
• Career stability and opportunities for progression remain strong pull factors.
Pressing Challenges:
• 47% cited salary competition from sectors such as energy as a major recruitment obstacle.
• The industry is experiencing a “talent drain”, driven by:
o Project delays
o Uncertainty in workloads
o Inconsistent funding cycles
• Many professionals are leaving the sector in search of better growth and pay elsewhere.
The panel went on to explore what organisations can do to attract new talent more effectively.
Beyond Salary:
Ashkan Rohani emphasised that salary alone doesn’t attract candidates. Certainty of work and clear development paths are equally important. His approach includes informal chats and opportunities for candidates to meet the team, helping them assess cultural fit before joining.
Opportunity Awareness:
Adam Uqlat shared that the diversity of roles in rail attracted him, but these were not well communicated during his education. This highlights a gap in early engagement with emerging talent.
Shifting Expectations:
Oliver Gooch pointed out that post-pandemic, expectations have changed. Work-life balance and career development are now basic expectations rather than “nice-to-haves”. Employers who acknowledge this are finding more success in hiring.
Simplicity in Process:
Blayne Cahill encouraged companies to streamline their application processes and make interviews a two-way conversation. This allows organisations to showcase their value to candidates just as much as candidates are expected to sell themselves.
Panel Insights: Retention and Culture
Retention strategies were a strong focus of the second half of the session, with panellists offering practical, real-world advice. Highlights included:
Team Cohesion:
Ashkan Rohani cited a close-knit team culture as key to retention. His team enjoys regular social events, shared meals and virtual team-building activities – resulting in 100% staff retention over the last year.
Trust and Flexibility:
Adam Uqlat stressed the importance of trust between managers and employees, particularly when offering flexible working. He also noted that contractors can feel excluded, suggesting a need for better integration.
Upskilling Contractors:
Oliver Gooch highlighted the long-term value of investing in contractors. As client-facing representatives, their retention and development can positively impact project continuity and outcomes.
Recognition Matters:
The panel agreed on the power of regular, meaningful recognition. Monthly celebrations of achievements – no matter how small – were seen as more impactful than annual appraisals.
Final Reflections and Recommendations
The panel concluded by addressing the overarching challenge faced by the rail sector: the “feast and famine” nature of project funding. This cyclical uncertainty makes it difficult for businesses to commit to long-term planning and workforce stability.
Final Thoughts from the Panel:
Ashkan Rohani: Be honest and transparent about workloads and career progression. Setting realistic expectations helps foster trust and retention.
Blayne Cahill: The rail industry must take collective responsibility to promote the sector to younger generations and early-career professionals.
Adam Uqlat: A culture of appreciation is essential. Employers who show their staff they are valued will see higher levels of motivation and loyalty.
Oliver Gooch: Focus on what’s within your control. Invest in your people, support well-being, and maintain a strong internal culture – especially in periods of uncertainty.
The rail sector continues to offer strong career prospects, but success in both attraction and retention relies heavily on transparency, culture, and a human-centred approach to workforce management.
Carrington West is proud to be part of these ongoing conversations and committed to helping our clients develop meaningful strategies to strengthen their teams.
For further insights or to discuss how we can support your organisation’s talent strategy, please get in touch with our rail sector specialists at rail@carringtonwest.com or by contacting our rail consultants on LinkedIn.
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