The railway industry has long been a male stronghold, but the landscape is gradually shifting, as highlighted in the Women in Rail Report 2025. The study was conducted by L&R Social Research and published by the German academy Eva, at the joint initiative of the Community of European Railway and Infrastructure Companies (Cer) and the European Transport Workers’ Federation (Etf). It is the first major survey on female employment in European railways since the adoption of the Women in Rail agreement in 2021, which has been implemented by more than ninety per cent of European railway companies. The agreement is designed to boost female participation in the sector, break down stereotypes and occupational segregation, and ensure equal career opportunities, covering issues ranging from pay equality to work-life balance, health and safety, and the prevention of harassment.
The research was based on two parallel surveys, one involving 29 railway companies from 22 countries and the other 21 trade unions, with a combined sample representing around 700,000 workers, nearly half of the European rail workforce. The data paints a mixed picture. Women now make up 23 per cent of the overall workforce, up from 21 per cent in 2018, rising to 25 per cent among new recruits. The distribution varies significantly depending on the role. In traditional occupations such as train driving or maintenance, female participation remains between five and seven per cent, while it is increasing in IT, traffic management and particularly among onboard staff, where it reaches 40 per cent.
The figures are more encouraging in management, with women accounting for 28 per cent of top executives, 29 per cent of middle managers and 34 per cent of board members. These are rising numbers, suggesting cultural change is moving faster at the top than in operational functions. Companies report that they have adopted gender equality policies in 79 per cent of cases, although trade unions remain more cautious and often do not confirm the same level of progress. Only a third of unions consider implementation of the agreement to be high or full, compared with more than half of companies, and bilateral cooperation between the two sides is still judged to be too weak.
Some indicators nevertheless point to progress. In 2023, women accounted for 25 per cent of internal promotions, a share higher than their overall presence. Female participation in both initial and continuing training is now broadly aligned with sector averages. On work-life balance, companies report offering widely available measures such as shorter hours, flexible arrangements and remote working, although their effective application still depends on job type. Unsurprisingly, part-time contracts are used more often by women, as are parental leave schemes, reflecting an uneven distribution of family responsibilities.
Pay remains one of the most critical issues. Two-thirds of companies monitor the gender pay gap, but only just over a third publish the data. Wage transparency policies and measures to ensure equal pay for equal work are emerging, but remain patchy. Here too, trade unions take a tougher line, highlighting shortcomings in information and in effective oversight. On health and safety, companies say they provide adequate protective equipment and appropriate facilities for both genders, although unions only partly confirm these advances.
A separate chapter concerns the prevention of harassment and sexism. Almost all companies say they guarantee confidentiality for victims, have dedicated contact persons and run awareness campaigns, but unions again advise caution, noting uneven application.
The report also points to examples of good practice. In France, Sncf has introduced a three-year anti-sexism plan with mandatory training, communication campaigns and reporting channels, producing positive outcomes in behaviour and corporate culture. In Austria, Öbb launched a multi-channel awareness campaign called “Wir schauen hin”, involving staff and managers in a joint process of awareness and prevention.
