Talent & Resources
This theme covers the people strategy, values and culture, management of employees, employment and skills of the workforce, and equality and diversity.
Talent & Resources Resources
Resources include papers, videos, research summaries and good practice documents produced by authors from across the HS2 Family to capture learning, good practice and innovation from the HS2 programme
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Communicating impactful works to stakeholders and communities
The learning legacy of this activity is that collaborative working with relevant local authority and transport partners is now an expectation set out by HS2 for all contractors operating in Area North when delivering impactful highways works and installing major structures. EWC has demonstrated that such collaborations ensure that the greatest number of people can…
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Managing leavers to mitigate the impact to project delivery
After the peak of works, many Costain Skanska joint venture (CSJV) team members were offered roles with follow-on High Speed 2 (HS2) contracts which delivered on career progression and job security. The knowledge and experience gained on the Enabling Works Contract (EWC) made these individuals highly sought after. The impact on CSJV resulted in prematurely…
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Planning for a smooth and finite transition
The Transition stage of the project lifecycle is the change of state from delivery to operation, which in context for the Enabling Works Contract (EWC) South, relates to successfully enabling the High Speed Two Limited (HS2) scheme’s follow-on contractors. This paper describes the EWC South Transition plan and the three phases of its structured transition…
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Female Advocates in Rail (FAIR) Network
Establishing employee networks provides a safe, supportive space for women and other minority groups on a construction project. This paper details how site-specific equality, diversity and inclusion support can be set up and supported by contractors, focusing on the joint venture context.
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Becoming a disability confident employer
Working for High Speed Two (HS2), Costain Skanska joint venture (CSjv) became a Level 3: Disability Confident Leader employer to provide better support for disabled employees and attract a wider range of talent to support recruitment. This paper demonstrates how achieving Level 3: Disability Confident Leader status has helped CSjv ensure that the best people…
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Setting up sites for inclusion
There is a growing demand for workplace environments across the construction industry to become more inclusive to attract and retain a more diverse workforce. The installation of multi-faith washing facilities has provided a space for employees to practice their religion, creating a more inclusive and welcoming site environment. This paper contains detailed information about installing…
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Looking further to fill our hard-to-fill vacancies
The Change 100 programme, run by Leonard Cheshire, provides valuable opportunities and learning for both industry and students or recent graduates with long-term health conditions or disabilities. Candidates gain paid experience, confidence, networks and skills as they begin their careers, and employers are granted access to additional talent pools. Participating in this programme provided a…
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Creating a legacy through social value
The Enabling Works Contractor (EWC) on the southern section of HS2 undertook a revolutionary approach to creating legacy through opportunities for skills, jobs, education and the economy by its investment in social value across the route. By working closely with suppliers and stakeholders, the EWC looked to attract, develop, and retain a diverse workforce with…
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Flexible working – Introducing structured tools to work flexibly
Traditionally, those working in the construction industry lacked flexibility in their working hours, regardless of the role conducted. The coronavirus pandemic forced the industry into allowing certain roles to work remotely wherever possible, as per government guidelines. A construction package on the Enabling Works Contract (EWC) on the southern section of High Speed Two (HS2)…
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One Team – One Voice – Adopting a winning attitude through collaborative working
Collaborative working relationships between HS2 and the various contractors strengthens the project’s reputation by conveying a one team approach to the public and reduces costs in the long run. This learning is important for clients to encourage inclusive communications for multi-contractor sites.
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Rail infrastructure interface collaboration & joint working benefits for major capital projects
The development of a collaborative joint team structure for planning and implementation of rail interface works provides an effective and cost-efficient model which can be used to best effect across government extended arm organisations or on third party schemes.
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Embedding core values through the Exception Performance Awards
Team Old Oak are passionate about embedding the HS2 core values (Integrity, Leadership, Respect and Safety). To reinforce the importance of the values as a primary enabler of success, the Team Old Oak Exceptional Performance Awards were introduced. This peer recognition scheme works because it allows colleagues to recognise and celebrate each other’s successes, while…
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VR 360 changing HSEQ training delivery and perceptions
Within the construction industry, everyone is having regular inductions, RAMS briefings, safety step ups, Toolbox Talks etc. It is evident that before they even attend these sessions, for many there is negativity and a feeling of “heard it all before”. Buckingham Group Contracting Ltd (BGCL) researched both the workforce and supply chain to understand these…
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Training supervisors for excellence now and the future
Frontline supervisors (FLS) play a critical role in safely supervising and coordinating activities on site. A shortage of FLSs within the construction industry was identified and those that were available generally did not have the required set of competencies for the more complex role required for the High Speed Two (HS2) enabling works, The Enabling…
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Ethical Construction
Ethical concerns are traditionally managed by parent companies. In a joint venture, a lack of a common approach in capturing, investigating and analysing trends can lead to a fractured process. Costain Skanska joint venture (CSjv) and HS2 have worked together to deliver an ethics system to drive values and behaviours throughout the JV and suppliers.…
