Diversity and inclusion

We are committed to improving transport in London by making it more accessible, safer and reliable.

As a service provider to one of the most diverse cities in the world, we work hard to understand our passengers' needs through the Mayor's Transport Strategy and our diversity and inclusion strategy.

Action on Equality

Action on Equality is based on this vision and the policies put forward here are all designed to contribute to this goal.

This means we will work together to ensure that every individual person's needs in relation to transport are understood and acted upon, to enable them to lead healthy, productive and happy lives.

This vision supports and builds on the overall TfL vision for London. Just as every journey matters to us, so too does every person matter in helping London thrive, in keeping London working, in keeping London growing and making life in London better.

Action on Equality sets out our commitments to promoting equality for our customers, staff and stakeholders, and our compliance with the Equality Act 2010 and covers the following areas:

  • Customer experience
  • Customer information
  • Accessible network
  • Travelling safely and securely
  • Value for money and affordability
  • Health
  • Workforce diversity
  • Supporting current and future employees
  • Engaging with employees and promoting an inclusive culture
  • Our business partners
  • Communication and engagement

Our equality objectives for 2016-20

For each of these issues we have developed a TfL equality objective to demonstrate the improvement we would like to make:

  • Ensure our services will be accessible to more people, with consistent customer service that meets the needs of all customers
  • Ensure that more customers will have access to the information they need to make the most of travel in London
  • Improve the accessibility of London's transport infrastructure to enable more people to make the most of life in the Capital
  • Ensure that travel in London is safer and fewer young people, women and people from BAME communities are deterred from travelling because of safety concerns
  • Ensure we offer value for money for all Londoners with a fare structure which is clear and well communicated
  • Ensure that our transport system promotes and improves the health of all Londoners
  • Achieve a workforce which is reflective and representative of the diversity of London
  • Ensure all future and current employees are supported to make the most of their skills and talents
  • Create a more inclusive culture where all staff feel engaged
  • Encourage more of our partner organisations to have diversity as a core value
  • Engage with more of London's diverse communities to effectively inform, develop and deliver our strategies, services and programmes

The Action on Equality 2016/17 Progress Report is on the Diversity and inclusion publications page.

On that page you will also find our research on understanding London's travel needs and annual workforce monitoring reports.


We are continually making improvements across London to help make it more accessible for all, for example, increasing the number of stations with step-free access.

Find out more about accessible travel in the Capital on the Transport accessibility page.

Our research to understand London's travel needs and annual workforce monitoring reports are on the Diversity and inclusion publications page.

Stakeholder engagement

We work with a range of organisations and elected representatives that speak for our customers. This includes:

Independent Disability Advisory Group (IDAG)

IDAG has 10 paid members with a variety of professional expertise and lived experience of disability. This helps us keep London moving, working and growing in a way that works for everyone. IDAG provides strategic and practical recommendations based on best practice for inclusivity, backed up by evidence and supported by lived experience.

The IDAG booklet is on the Diversity and inclusion publications page.

Sub-regional mobility forums

These forums were established to enhance discussions between TfL, the London boroughs and groups for older and disabled people across TfL's five sub-regions

Valuing people - Big Day Out

Our London-wide forum for people with learning difficulties meets three times a year to discuss travel and transport issues.

Staff network groups

We have six internal staff network groups to represent the diversity of our workforce.

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Raising Awareness of Culture and Ethnicity (RACE) Staff Network Group

The RACE Staff Network Group raises the profile of issues affecting the professional development of black, Asian and minority ethnic staff. The group organises events and networking opportunities that provide staff 'safe spaces' to discuss their experiences as well as career development opportunities such as mentoring.

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Carers Staff Network Group

The Carers Staff Network Group offers staff who are carers a forum to discuss ways to improve their working life while balancing caring responsibilities. The group shares ideas, best practice and helps identify common workplace issues that we can address.

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Staff Network Group for Disability

The Staff Network Group for Disability provides an independent space for disabled staff to meet and share their experiences. The group offers practical advice to staff, and help to inform disability inclusive workplace practices.

WellMent is a sub-group of the Disability Staff Network Group. It provides non-clinical, wellbeing peer support to staff and helps raise awareness of mental health.

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Faith Staff Network Group

The Faith Staff Network Group provides a forum for people of different faiths and those with no faith to identify common issues with the aim of improving working life at TfL. Promoting understanding of faith and belief and respect for each other's practices is a central part of the Group's activity. The group invites everyone and excludes no-one.

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OUTbound - LGBT+ network

OUTbound is TfL's Lesbian, Gay, Bisexual and Trans (LGBT+) Staff Network Group. The group is committed to championing a safe and inclusive work environment so LGBT+ colleagues can be authentic, celebrate who they are and have equality of opportunity. The group provides LGBT+ staff with opportunities to connect with one another to support and help them develop and is committed to championing colleagues to be authentic at work.

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Women's Staff Network Group

The Women's Staff Network Group is a community of women and allies that inspires and empowers women to achieve their career and personal aspirations. The group helps us develop our strategic gender priorities. It also raises awareness of key issues and ensures actions are taken to promote gender equality, diversity and inclusion. It offers a space for employees to network, get support and share advice.