Skills
The European rail supply industry faces several challenges related to skills, ranging from an aging workforce to needing to shape and promote the industry as more dynamic than it currently is perceived as a strategy to attract young people, women and those seeking a change in careers. The rapidly changing environment that railway sector operates demands the swift uptake of new skills and the inclusion of professionals capable of coping with the demands of digitalisation, increasing innovation and the green transition.
Partnering with the European Alliance for Apprenticeships (EAfA)
A signatory of the Alliance’s pledge, UNIFE has demonstrated its commitment to the further development and improvement of skills through VET programmes and apprenticeship programmes that serve as essential career entry points. These educational institutions and the early professional guidance they provide are quintessential to equipping Europeans with the Science, Technology, Engineering and Mathematics (STEM) capabilities needed to design, implement and deploy rail products that enable the digital, green transition that underwrites future economic development.
Membership within the European Commission’s Women in Transport – EU Platform for Change
UNIFE continues to deepen its collaboration with the Commission’s Women in Transport – EU Platform for Change, reinforcing its commitment to advancing gender equality across the European rail supply industry. UNIFE played an active role in editing the paper on “Recommendations to attract, recruit and retain women in the transport sector,”, disseminating and promoting its uptake among members and stakeholders.
UNIFE Diversity & Inclusion Task Force
To further embed diversity and inclusion within its strategic priorities, UNIFE expanded its existing Gender Advisory Group into a broader Diversity & Inclusion Task Force (DITF). This evolution reflects a comprehensive approach to workforce development and recognises diversity as a key enabler of innovation, resilience and sustainable growth. The task force is structured around three core pillars: (i) advancing gender equality across both the workforce and leadership levels; (ii) promoting intergenerational inclusion by attracting, developing and retaining young professionals; and (iii) enhancing access and opportunities for underrepresented groups.
