Tinne Ledwitch-Madsen

Owning Diversity, Equity & Inclusion, Engagement & Wellbeing across National Express UK&I (coach & bus, 7000 emps.) as well as feeding into parent company's global strategy (Mobico Group, 44,000 emps.)

• Designed and implemented the National Express EDI, Wellbeing & Engagement strategy to bring Inclusion, Wellbeing and Engagement to life for all colleagues in a tangible and practical manner
• Rendering Inclusion palpable for all colleagues has led to an improvement in the EDI engagement score from 65% to 73% within one year (2022-2023), establishing it as the top-scoring element in the annual engagement survey
• The creation of a meaningful and accessible well-being portfolio across the organisation has led to an increase in the well-being engagement score by 15 points from 2022 to 2023.
• Fostered a sense of urgency regarding Employee Engagement as a cornerstone for business performance, which increased manager and colleague participation and, consequently, results. From 2022 to 2023, the response rate rose by 4%, engagement increased by 7 points, and eNPS improved by 10 points.
• Focus on senior leadership training and engagement to ensure EDI, Wellbeing and Engagement has the desired impact across the business
• An enhanced sense of belonging and inclusion among our colleagues has contributed to a reduction in absenteeism by 1.5-2% across our sites in 2022-2023
• Updated National Express' EDI policies, focusing on equipping managers and colleagues to handle sensitive and challenging conversations effectively
• To ensure robust measures around EDI, I have created and implemented a data strategy for EDI
• Budget responsibility encompasses EDI, Wellbeing, Engagement, and maintaining relationships with all suppliers
• I have full ownership of the internal communication strategy in my area, focusing on maximising the impact of EDI, Wellbeing, and Engagement
• To establish a foundation of inclusion for all colleagues, I have managed the implementation of Pern Kandola Bias training (3 hours) and Dignity at Work training (3 hours) for the company
• To ensure that colleagues grasp the company's focus on Inclusion and learn how to be effective allies, I designed, wrote, and published the Inclusion Playbook.
• Leading the task force on Equity, Diversity, and Inclusion at Mobico level, creating practical inclusion initiatives. My efforts were recognised with the global Mobico Embrace Award '23 for Inclusion Impact
• Creating and leading the engagement strategy for both connected (desk based) and unconnected (drivers & engineers) colleagues
• Designed and implemented intranet hubs for EDI and Wellbeing accessible to all colleagues
• By understanding our colleagues' work methods, I have integrated EDI into National Express' Health and Safety regulations, which are fundamental to all our operational practices, thereby weaving inclusion into the very fabric of our organisation
• Delivered National Express' first self-serve HR portal to enable our colleagues and managers to self-serve
• Acknowledging the substantial difficulties our shift-working colleagues encountered in accessing a GP, I sourced and established a private GP service, which I subsequently introduced as a benefit for all employees.
• Managing the annual engagement survey encompasses design, solution provider oversight, execution, and follow-up action planning.
• Relaunched the award winning National Express Health Bus which visits our colleagues on site with access to a nurse

• Led the implementation of Jaguar Land Rover's global EDI strategy
• As an EDI data owner, I created data roadmaps using Tableau, leading to a live dashboard encompassing all aspects of the employee lifecycle and comparable to background ethnicity data
• Reported to global board on EDI target progress against targets
• To gauge our colleagues' perceptions of Inclusion and identify any gaps within the company, I conducted our annual EDI survey and presented the findings in board-level briefings
• Oversaw the JLR 'Inclusion Index,' a CEO-level scorecard, and implemented its application across all functional scorecards
• Designed and owned governance for JLR's 12 Employee Resource Groups (ERG) and lead the Inclusion Council where they all came together
• Set and managed budgets for all ERGs
• Maintained regular engagement with senior management and providing strategic updates to the global board
• Developed a clear, visual governance structure for all EDI stakeholders within JLR to create maximum impact as well as a value-add experience for all colleagues
• Compiled a successful business case, initiated and established a policy allowing ERG committee members to allocate two hours per week of work time to their network responsibilities
• Drove the diversification of the business talent pipeline, establishing diverse interview panels, and created more bias-free recruitment processes have been successful strategies. Utilising Employee Resource Groups to supply volunteers for diverse interview panels with also proven effect
• I played a key role in leading two DEI audits, one conducted with Pearn Kandola and the other with Ipsos Karian and Box. I reported on and led the follow-up actions from both audits, engaging with senior stakeholders and external parties.
• Successfully developed and secured global Board approval for a business case, enabling colleagues without a company email address to obtain a Microsoft license. This allows them to engage in EDI conversations and education, with an estimated cost of £2 million

• EDI lead across JLR's executive recruitment as well as across wider talent acquisition function
• As part of the Talent and People Capability Team, I was responsible for management and delivery of senior recruitment across the organisation, globally
• Managed business wide project such as IR35 (6 months secondment), redundancy program scoring and Development Centres

• Supported Directors with sourcing of senior executive management executives and identification of key board member appointees across broad spectrum of business sectors globally

• Partnered with global top search and selection firms and big named employers with hard to fill vacancies, company mapping and outstanding candidate sourcing and candidate management across multiple industries and disciplines

• Research consultant supporting executive search firms with executive recruitment research at director to CEO level