Alstom has unveiled a new maternity and adoption leave policy that offers full pay for up to 52 weeks to its UK employees.
This sector-leading policy advances Alstom’s commitment to gender equality and employee well-being and aims to mitigate the effects of the ‘pregnancy penalty’ faced by many women.
The new policy is part of Alstom’s broader strategy to support female retention and attract new talent into the organisation and the wider rail sector.
It offers employees the financial security to take leave for up to a year without the pressure to return to work prematurely.
“This enhanced maternity policy is a significant step forward, and exemplifies how Alstom strives to ensure that women within the organisation are able to thrive both professionally and personally.
“With the maternity improvement – alongside the recent introduction of enhanced menopause support and emergency period care – it shows that Alstom is serious about being a workplace for women.”
This policy addresses Alstom’s focus on addressing the ‘pregnancy penalty’, a challenge many women face when returning to work after maternity leave, often struggling to regain their career momentum. It seeks to ensure women are not financially disadvantaged for taking extended leave and provides them the flexibility to return to work when they are ready.
The new policy is available to employees who have worked at Alstom for at least two years and includes enhanced payments for those eligible for statutory maternity or adoption pay.
“We recognise the importance of removing barriers to progression for women in our workforce. This enhanced maternity policy demonstrates our commitment to providing a work environment that values and supports our employees throughout all stages of their lives.
“This initiative will not only help us retain top talent but also attract skilled professionals who seek a company that truly values gender equality.”
This initiative is part of Alstom’s ongoing efforts to create a diverse and inclusive workforce, reduce the gender pay gap, and support family life across its global operations.
Alstom has already implemented a number of initiatives to promote gender equality. In 2017, the company launched its biennial Equality, Diversity, and Inclusion (EDI) census in the UK to identify areas for improvement. The insights gained have informed the development of training workshops and initiatives, such as the Alstom8 programme, designed to raise awareness and drive inclusivity in the workplace.
Additionally, Alstom’s ‘Voices of’ groups—Women, Pride+, Cultural Diversity, and Disability—work to share lived experiences, challenge policies, and serve as ambassadors for diversity within the company.
Recent initiatives from Voices of Women include the provision of free period care in all female toilets, with plans to expand this to shared facilities, and enhanced menopause support through the company’s Bupa cover.
