KPI: Women applicants who gain roles with TfW
The percentage of women applicants who are successful in acquiring a TfW role. We are working to build a diverse team that mirrors the communities we serve.
Overview
In May we collaborated with a local charity to deliver the second activity of the 'Her Place in Tech' programme. 60% of work experience filled in Quarter 1 were women, across areas such as Sustainability, Legal & Insurance, Innovation, and IT & Digital Services.
Q1 2025/26 54.0% | Q1 2026/27 40.5% |
Well-being of Future Generations Act (WFGA) goals addressed:
4. A More Equal Wales
5. A Wales of Cohesive Communities
Forward look
We continue to use diverse job boards to attract women and use new tech investment to directly source candidates. For front-line colleague recruitment, online events are being set up to attract female candidates. This has resulted in more equal gender splits in areas where we have previously seen lower proportions of women gaining roles, for example in Driver courses. We are also attending in-person career fairs and campaigns to attract women to TfW.
KPI: Colleague turnover
The percentage of TfW colleagues who leave the organisation for any reason. We monitor this in conjunction with why TfW colleagues leave the organisation to devise initiatives to reduce attrition and increase employee retention.
Overview
Colleague turnover remained low at 1.7%, and was comparable to this period last year, indicative of a stable workforce.
Q1 2025/26 1.8% | Q1 2026/27 1.7% |
Well-being of Future Generations Act (WFGA) goals addressed:
1. A Prosperous Wales
4. A More Equal Wales
Forward look
We are continuing to focus on our Early Talent to build a strong pipeline of future leaders, prioritising diversity and inclusion which is important to our success. We will continue to offer training and leadership programmes to ensure our colleagues are engaged and offer career development opportunities.
