Group discussion, Journey network group 1

Group discussion with Journey network members, discussion led and recorded by Scott Foster on 27 March 2026, at the National Railway Museum. A group of members of Journey (network for LGBTQ+ professionals working in transport), participated to a day at the National Railway Museum to find out about People, Pride and Progress oral history project and have a LGBTQIA+ history led tour of the museum. Divided into smaller groups, participants were invited to listen to and discuss a selection of extracts of oral history interviews recorded as part of People, Pride and Progress, with railway workers sharing their experience on the railways as members of the LGBTQIA+ community. The people taking part in this recorded discussion are Nathan Wyllie (Train Driver, South Western Railway), Skye Haynes (Body Worn Video Engagement Coordinator at South Western Railway) and Weifeng Jiang (Transport Economist and Rail Operations Specialist, Atkins). Extract from Simon Shepherd interview: secret safe LGBTQ+ spaces, ‘pink brigade’, secret LGBTQ+ community, word-of-mouth on third carriage of a train being safe, secret clubs in Cornwall and Blackpool, participant discussions and reflections on coming out at work, workplace support, Pride networks and public attitudes, inclusion and employee morale; [00:08:27] playback of Craig McNally interview extract: GNER, National Express, East Coast, Virgin and LNER workplace cultures, franchise change, morale, customer service ethos, Pride participation; participants sharing own experiences at different companies; union representation, LGBTQIA+ advocacy and network, equality policies, comparing frontline and office environments; [00:21:46] playback of Craig McNally interview extract: perception of inclusivity within railway industry, railway industry reputation, positive experience overall; participants discussing LGBTQIA+ inclusivity in the railway industry, comparing London bubble and other regions, big cities vs more rural areas, comparing before and after covid pandemic, Southampton Pride, rainbow lanyards, Trans Day of Visibility, discrimination, support networks, visibility of LGBTQ+ staff and workplace culture; [00:32:20] Playback of Lisa Charlwood-Green interview extract: microaggressions; gossips, colleagues belief that EDI (Equality, Diversity and Inclusion) training was because of her; being treated differently by HR when placing her parental leave request, selective application of policy, no friends at work; questions from colleagues about how she had her children; discussions of privilege, labels imposed on people by society, how most EDI training are not suitable, online training unsuitability, important of meeting people in-person, giving opportunities for people to engage; discussing intersectionality, disability, race, religion, Black Pride, cultural identity, ADHD, autism, neurodiversity, Southampton Pride, mental health support, neurodiversity networks, peer support; [00:46:52] playback of Darran Brown interview extract: becoming a senior conductor, train crew culture, working with women and openly gay catering staff, macho atmosphere on the platforms, confidence whilst being around more LGBTQIA+ people at work; discussion, comparison between platform staff and on-board staff, workplace culture; belonging, workplace friendships, banter, customer interactions and authenticity; visibility and acceptance of LGBTQ+ identities; family background, upbringing, sexuality, neurodiversity, school experiences, generational attitudes and changes in society with regards to inclusivity; impact of COVID-19 on people in the LGBTQIA+ community, development of workplace community networks, Brighton Pride volunteering, being used to masking own identity and code-switching, authenticity, ability to be own authentic self in the workplace, reflections on progress and continuing challenges facing LGBTQ+ railway workers [end of interview]

This interview was made as part of People Pride and Progress (PPP) project. The project was initiated in 2023 to record the stories and memories of the LGBTQIA+ community in a new oral history archive over two years. It aimed to connect past, present and future through intergenerational interviews, offering opportunities for colleagues across all parts of the rail industry to connect, reflect on and learn from each other’s lived experiences while creating an archive of oral history interviews.