Over the last few years, wellbeing, diversity, and inclusion have become areas of focus for the rail industry. Initiatives like the Railway Mental Health Charter and the Equality, Diversity and Inclusion charter are already helping train operators to build a healthier, more balanced sector. In July 2022, meanwhile, the Department for Transport (DfT) published its own strategy for diversity, inclusion and wellbeing.
This is something that Jermyn Street Design (JSD) feels passionately about. The bespoke uniform supplier understands the impact that uniforms can have on staff wellbeing. Commercial director Ann Dowdeswell spoke exclusively to Rail Business Daily about why it is so important that workwear should reflect the diversity, and changing needs, of its workforce.
She explains how uniforms can serve to promote wellbeing and inclusivity, and outline the approach JSD takes to creating comfortable, functional, and inclusive clothing.
Railway uniforms need to work hard
Over the years we’ve noticed that, if an employee feels uncomfortable in their uniform, they exude unhappiness.
The problems are often practical. Railway staff work in a range of environments; they might be confined to a train cab, posted to warm ticket office, or exposed to the elements on a platform. Their roles can also involve strenuous physical activity – whether that’s pushing a refreshment trolley, or installing the heavy metal ramps that allow disabled passengers to board. Some staff even have dual roles.
It’s essential that uniforms are fit for purpose, keeping these employees cool in summer and warm and dry in winter, protecting them from oil or chemicals, enabling them to carry the equipment they need, and allowing for free movement and comfort. If not, work becomes difficult, stressful, and even hazardous.
Sizing and materials are also key. Spending hours in an uncomfortable, ill-fitting uniform can prove detrimental to an employee’s wellbeing, as can wearing fabrics that are not fit for purpose. Some employees may even be allergic to certain materials.
Finally, a uniform that looks smart and professional can boost morale, reflecting the pride railway staff already take in their work.
Putting ourselves in the rail industry’s shoes
The JSD team takes all this into account when designing a new uniform range. Employee engagement is always a priority, and we’ll meet with staff focus groups, discussing their needs and giving them the chance to trial clothing. Our designers also visit employees on site, immersing themselves in different roles. This is always enlightening; we might notice that a conductor has nowhere to keep her radio, or that the driver spends a lot of time in an oily environment.
We try to make the whole process as fun and engaging as possible, and even entered Great Western Railway (GWR) into Bath Fashion Week. Employees of all sizes, ethnicities, and ages were selected to model their new uniforms on the catwalk.
Wearer trials follow, after which staff can feed back about their experiences. If all goes to plan, the new range is then rolled out.
This holistic approach, centring staff and their needs, results in comfortable, practical workwear that will help to promote wellbeing. We look at the full garment lifecycle, and now design uniforms that are machine-washable rather than dry-clean only (which used to be the rail industry norm). It’s all about making employees’ lives as easy as possible.
Designing more inclusive uniforms for rail
Wellbeing and inclusivity go hand in hand, and UK rail is waking up to the need for workwear that reflects the diversity of its people.
In terms of fit, it’s long been the norm to offer two options – male and female. Today, however, we generally ask rail operators if they would like to introduce a gender-neutral range, or to stick with traditional fits while changing the naming conventions around them. We can also give staff the option to order anything from our range, regardless of fit.
There are some challenges involved in designing gender-neutral workwear for the rail industry; clothing needs to be hard wearing and often layered, rather than loose or stretchy. However, by working closely with employees, we can overcome these challenges. In recent years, more train operators have moved away from traditional male and female suits, opting instead for something more casual.
JSD is also helping TOCS to make sizing more inclusive. In practice, this means designing clothing for a range of body shapes, and ensuring that everyone is catered for. Sensitivity is key, and we can use a tool called ‘My Perfect Fit’, which scans an individual and suggests a size based on their dimensions. This helps to make a potentially stressful process more comfortable and inclusive.
And inclusivity isn’t just about fit and sizing. We must take ethnicity into account, as well as ensuring that clothing is suitable for those with allergies. Recently, JSD also began looking into menopause garments. We want to support a group of employees who, for a period of their lives, may feel quite uncomfortable. How can we use technical fabrics or shape garments to help them?
Ultimately, employees should feel comfortable, confident, and included at work – and well-designed uniforms can make all the difference. Rail has been slow to recognise this, but JSD is working to support, advise, and educate TOCs, wherever they are on their wellbeing and inclusivity journey.
To learn more about JSD, visit www.jsd.co.uk
