Rullion Awarded the Driving Equal Opportunity Award for Large Companies by Alstom UK & Ireland

NEWSBy Rullion on 30 May 2025

This month (May 2025), Rullion has won Social and environmental impact of rail supply chain recognised in Alstom’s Supplier CSR awards in the UK and Ireland | Alstom. This accolade recognises our data-driven ED&I partnership in rail. This partnership combines aligned values with hands-on action to implement an effective inclusive hiring strategy. This recognition celebrates the power of aligned values, practical action, and a shared vision for the future of inclusive hiring.

With over 6,000 employees and 37 sites, Alstom is the UK and Ireland’s leading provider of new trains and train services. Beyond their rail expertise, they are champions of equity, diversity, and inclusion (ED&I) in the transport industry. These values resonate deeply with our team at Rullion.

As the industry navigates new technologies and changing workforce demographics, having flexible and innovative workforce solutions for industries like Rail and Transport, is essential to attracting, developing, and retaining top talent.

This award is more than a milestone for us. It celebrates the collaborative effort shaping a more representative workforce across critical infrastructure. Creating an inclusive workplace requires more than good intentions. It requires action.

Lindsay Harrison, Chief Customer Officer at Rullion:
“On stage at the award ceremony, I spoke about breaking down barriers and today I’m proud to see Rullion and Alstom doing exactly that, every day.”

Why This Award Matters

Winning Alstom UK & Ireland’s Driving Equal Opportunity Award demonstrates how our data-driven ED&I recruitment partnership delivers measurable impact on diversity in rail, setting a new standard for inclusive hiring pipelines.

From day one, our partnership with Alstom has been rooted in mutual trust and a shared belief that diverse teams create stronger businesses and better outcomes.

We are proud to work alongside Alstom because of their authentic, values-led approach to ED&I. Whether it is supporting the Women in Rail Awards, embedding inclusive behaviours at every level, or aligning their workforce with the communities they serve, they lead by example. Alstom’s belief that diversity is key to innovation and long-term success is something we live and breathe at Rullion as well.

That is what makes this award so meaningful. It recognises not just what we have done, but how we have done it together.

Monitoring with Purpose, Protecting Privacy

Understanding representation begins with the right data. However, how data is used matters just as much as what data is collected.

At Rullion, we track ED&I data for both permanent staff and contractors - covering gender, ethnicity, age, disability, sexual orientation and religion. To safeguard privacy, we group insights by function or business unit rather than individual job title. This approach uncovers trends without risking confidentiality.

We track ED&I data for both permanent staff and contractors, covering gender, ethnicity, age, disability, sexual orientation, and religion. To safeguard privacy, particularly in niche roles often held by only one or two individuals, we group insights by function, business unit, or client programme rather than individual job titles. This method ensures that the insights are useful while keeping identities anonymous.

This approach allows us to identify patterns, address gaps, and measure progress over time. It empowers us to act with intent while protecting the privacy of those we support.

As Liz, our ED&I Lead, puts it:
“Our strength lies in blending data-led insights with real empathy. This award proves that when we partner purposefully, we make lasting change.”

We apply the same rigorous standards internally. Recently, we introduced diversity monitoring across our recruitment processes, tracking candidate data from application to offer. This gives us a clear view of how inclusive our hiring journey is at every stage.

Already, we’re seeing actionable insights - from application rates to conversion patterns - that help us identify barriers and implement targeted improvements.

With clients, we go even further. Using our CRM system, we track ED&I data throughout the contractor lifecycle. For organisations like Alstom, we’ve developed bespoke Power BI dashboards that reveal real-time trends across gender identity, ethnicity, disability, and more. All data is anonymised and fully aggregated.

But this isn’t data for data’s sake.

We combine insights with quarterly reporting and practical recommendations, from inclusive attraction strategies to accessible job descriptions and interview support. It’s about making recruitment better for everyone.

A Tailored, Client-Centric ED&I Partnership Model

Our partnership with Alstom combines real-time diversity dashboards, quarterly data reviews and joint action plans - ensuring every rail project recruits talent that reflects the communities we serve.

Every client we work with has different ED&I goals. For some, it is about boosting gender diversity in technical roles. For others, it is about creating more pathways into leadership for underrepresented groups. That is why we never take a one-size-fits-all approach.

Instead, we align with each client’s specific reporting standards, terminology, and strategic aims, all while ensuring data handling remains ethical and GDPR-compliant.

With Alstom, that partnership model has come to life. From day one, we have worked together to build a data strategy that fits their operational needs and reflects their values. Real-time dashboards help track progress. Our recruitment insights shape decisions. Regular reviews help ensure progress stays on track.

That is what inclusive delivery looks like: collaborative, flexible, and grounded in real-world action.

Partnership in Practice: Collaborating With Alstom

What makes our partnership with Alstom stand out is its clarity of purpose. Together, we have taken steps that go beyond compliance. We shape recruitment strategies, remove barriers, and improve representation across their contractor population.

From creating real-time dashboards to tracking candidate demographics, suggesting tangible changes in hiring workflows, and proactively recommending inclusive attraction methods, it is a truly collaborative effort. It has had measurable impact.

We have seen improvements in application diversity, candidate progression, and feedback from underrepresented groups. We have worked together to open doors and keep them open.

We are not stopping here. Our partnership with Alstom is ongoing, evolving, and focused on what is next.

Meet Our ED&I Engine: The Rullion Musketeers

Inclusion starts at home. And at Rullion our ED&I Musketeers make inclusion part of everything we do.

Since 2021, this volunteer-led workstream has driven our internal ED&I strategy. From coordinating awareness days and designing training resources to gathering colleague feedback and driving cultural change, the Musketeers keep inclusion front and centre.

It is not about grand gestures. It is about sustained, everyday action that makes people feel seen, respected, and supported.

Here is what we have achieved so far:

In 2021 and 2022, we rolled out our first company-wide ED&I survey, launched the ED&I Resource Centre, and aligned monthly activity with national awareness days across race, gender, and disability.

In 2023 and 2024, we earned Disability Confident Level 2 status, reinforcing our commitment to accessible and inclusive work environments.

In 2024 and 2025, we focused on neurodiversity and social mobility, including dedicated campaigns, learning resources, and a more inclusive approach to internal recruitment.

These efforts feed directly into our ED&I 2025 Plan, which outlines clear goals across recruitment, communications, employee engagement, and external partnerships.

What’s Next for Rullion & The Rail Sector

Being recognised with the Driving Equal Opportunity Award by Alstom is a huge honour.

It shows what is possible when shared values and practical action come together. It reminds us that the work does not stop. There is still more to do, more to learn, and more barriers to break down.

We are proud of the journey so far and excited about what comes next, not just with Alstom but with every organisation that shares our vision of a more inclusive future.

Because inclusion is not a trend. It is the foundation for what comes next.

Gareth Smith, Client Services Manager - Alstom:
“Winning this award with Alstom shows that inclusive recruitment is not just a nice-to-have, it is necessary to drive productivity on every rail project we collaborate on.”

Ready to build a more inclusive, data-driven recruitment strategy?

Let us talk about how we can support your ED&I goals and help you create a workforce that reflects your values and communities.

Get discovered for exciting opportunities—submit your CV and let us connect you with the right role.

More like this

View all insights

CASE STUDY

Delivering a Compliant Workforce for a Data Centre Project in the Netherlands

A UK-based temporary electrical specialist supporting hyperscale infrastructure projects across Europe secured a very high profile data centre development project in Groningen, Netherlands. Data centre projects of this scale depend on skilled electrical contractors who can mobilise quickly while meeting strict compliance requirements. Something that increasingly requires specialist tech workforce solutions. However, when new labour legislation came into force in the Netherlands in January 2025, many labour supply models used across European construction stopped working overnight. For a tier 1 contractor delivering electrical works on a hyperscale data centre development project in Groningen, this created an immediate challenge: maintaining a reliable supply of skilled electrical contractors while remaining fully compliant with Dutch employment law. Workforce challenges on the data centre project The legislative changes meant that many labour supply arrangements commonly used across European construction were no longer compliant under Dutch law. Workers on site were now required to be paid through Dutch PAYE employment structures, leaving several previously viable labour models no longer workable. Reduced labour supply With fewer suppliers able to operate under the new legislation, the available pool of electricians capable of supporting the project was significantly reduced. This created immediate pressure on the contractor’s ability to maintain workforce continuity on site. Demand spikes for experienced data centre electricians Data centre construction environments require electricians who are familiar with complex electrical infrastructure and strict installation standards. Workers without this experience often require additional onboarding and supervision, which would have slowed project timelines. The Tier 1 contractor required electricians who could seamlessly integrate into an active site environment, and do so quickly. Location complicating workforce mobilisation Groningen is a major university city where short-term accommodation is limited. Not being able to secure suitable housing for incoming workers would have meant electricians couldn’t mobilise as quickly or remain close to the site. Building a compliant workforce solution To maintain workforce continuity and remain compliant with Dutch legislation, the project team required a different labour delivery approach. It combined compliant employment structures with targeted technical recruitment and workforce mobilisation support. Establishing a compliant PAYE structure A Netherlands-based payroll partner and Employer of Record (EoR) structure was introduced, allowing workers to be employed under Dutch PAYE legislation while supporting the contractor’s operational and commercial requirements. This ensured all electricians deployed to the project were engaged through fully compliant employment arrangements. Targeted recruitment of experienced electrical contractors Recruitment focused specifically on electricians and electrical mates with experience working on large-scale electrical infrastructure projects, including data centres and mission-critical environments. This approach ensured workers arriving on site were already familiar with the installation standards and safety procedures, as well as the pace of work typical of hyperscale data centre construction. Supporting workforce mobilisation Accommodation was secured locally to ensure incoming workers could mobilise quickly and remain within close proximity to the site. This removed a key logistical barrier and allowed electricians to deploy without delays linked to housing availability in Groningen. Maintaining workforce continuity on site To support long-term project delivery, a rotating workforce structure was introduced. This allowed electricians to move on and off rotation while maintaining a consistent workforce presence on the project. Labour supply therefore remained stable throughout the build schedule. Workforce delivery outcomes Skilled electricians deployed to the project from July 2025 A rotating workforce of 4–6 electricians consistently supporting the site Full compliance with Dutch PAYE legislation Accommodation secured locally to support workforce mobilisation Workforce continuity maintained despite supply chain disruption The project remains active and is expected to continue through July 2026 Workforce solutions for complex infrastructure projects Rullion’s tech workforce solutions are designed to help organisations deploy skilled technical talent while maintaining compliance with local employment and safety requirements. By combining specialist recruitment with compliant employment structures and mobilisation support, we help ensure critical projects can maintain workforce continuity from early construction through to completion. If you're planning a large-scale infrastructure project and would like to explore how a compliant workforce model could support delivery, book a discovery call with our team.

By Rullion on 13 March 2026

NEWS

Rullion strengthens fusion presence with Culham Campus office

Rullion has relocated its Fusion team to a new office at Culham Campus, strengthening its presence at the centre of the UK’s fusion community. The team has long supported organisations based at Culham, but establishing a new home on campus marks a deeper commitment to the fusion sector. As the site continues to grow as a hub for fusion research, technology development, and commercial collaboration, being embedded within that environment enables closer working relationships across the wider fusion ecosystem, including organisations such as the UK Atomic Energy Authority (UKAEA). John Shepherd, Client Services Director, shared his perspective on strengthening Rullion’s presence at the heart of the fusion sector: “Culham Campus sits at the centre of the UK’s fusion community. Having our team based here reflects how important it is to work alongside the organisations driving this technology forward. Fusion represents a major opportunity for the future of energy, and delivering it will depend on building a workforce with highly specialised skills. Our role is to support that growth by connecting organisations with the talent they need, both in the UK and internationally.” Rullion is a proud member of the Fusion Skills Council and continues to play an active role in addressing the workforce demands facing the sector. As fusion moves from research into increasingly complex engineering and commercial programmes, access to specialist capability is becoming more significant. The team supports both contingent hiring and permanent hiring across highly technical disciplines, including: Plasma Physicists Tritium Fuel Cycle Engineers Cryogenics Consultants Tokamak specialists Robotics Engineers Alongside this, Rullion has expanded its international recruitment capability, supporting global mobility and bringing expertise to the UK where it is needed. This enables fusion organisations to access talent from established scientific and engineering markets including: Australia France Italy Switzerland By basing the team at Culham Campus, Rullion is reinforcing its position as a leading recruitment partner within the fusion sector and strengthening the relationships that will shape the next phase of fusion energy development.

By Rullion on 04 March 2026

NEWS

Rullion Named in the UK’s Top 20 Largest Staffing Firms by SIA

Rullion has been named by Staffing Industry Analysts (SIA) as one of the 20 largest staffing firms in the UK, recognising the scale of our role as a leading recruitment and workforce solutions provider nationwide and across Europe. The annual ranking places Rullion alongside the country’s leading providers supporting organisations with complex hiring and workforce challenges. Across critical infrastructure sectors including energy, nuclear, rail, and utilities, Rullion works in partnership with organisations to build and manage skilled project teams and wider workforce programmes that support long-term delivery. This can range from scaling engineering capability for major capital projects to overseeing managed service models that bring structure and consistency to high-volume hiring. Rullion’s services span permanent recruitment, temporary recruitment, and managed workforce solutions, including MSP and RPO models that support organisations through periods of transformation and long-term infrastructure investment. By combining sector expertise with flexible workforce delivery, Rullion helps clients improve workforce planning and strengthen access to scarce skills, all while maintaining continuity across complex national programmes. “This recognition reflects the work our teams do every day alongside our customers delivering critical infrastructure across the UK and Europe. The challenges our clients face require deep sector understanding and workforce solutions that adapt as projects evolve. Being named among the UK’s largest staffing firms is a result of the strong partnerships we’ve built and the practical, high-quality recruitment support we continue to deliver.” – Lindsay Harrison, Chief Customer Officer The SIA ranking provides independent recognition of Rullion’s continued growth as a workforce solutions provider supporting organisations responsible for some of the UK’s most important infrastructure programmes.

By Rullion on 26 February 2026