Group discussion, Journey network group 2

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 Matt Smith (Principal Consultant, AtkinsRéalis), Joe Brown (Strategic Delivery & Change Manager, Transport for London, TfL; founder of Journey) and Jack Satterthwaite. 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; discussing third-carriage culture, travelling in last carriage on London Underground (LU), slam-door trains; past and present experiences of personal safety for women, LGBTQIA+, passengers with disabilities; meeting railway colleagues in LGBTQIA+ social spaces, secrecy at work, guard-driver relationships; LGBTQIA+ in workplace today; avoiding assumptions about sexuality or gender identity; friendships between LGBTQ+ and non-LGBTQ+ colleagues, allies; reflections on changing attitudes since 1980s-90s; impact Section 28 and its repeal on education, school and social change; [00:17:57] playback of Craig McNally interview extract: perception of inclusivity within railway industry, railway industry reputation, positive experience overall; participants discussing workplace culture, supportive colleagues and environments, the role of luck; LU depot culture; gender balance in teams; how diverse workplace impacts on confidence, career progression; comparing organisational cultures; [00:25:44] 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; reticence to EDI training, experience as OUTbound chair (at TfL), intrusive questions to LGBTQ+ parents, allyship; microaggressions, discrimination, example Pride train at 2025 Great Gathering event; reflections on reporting discrimination, complaints processes, resilience, getting used to unfair treatment; workplace friendships, support networks; playback of Joe Brown interview extract: mess-room culture on LU in 1997-98, homophobic banter, being perceived as straight, transfer request to Parsons Green depot, perceptions of LGBTQ+ depots; reflections on masking or “passing as straight” in cisgender male-dominated workplace; progression from guard to driver; Parsons Green and Earl’s Court, friendships, LGBTQ+ workplace communities, authenticity, confidence, wellbeing and career progression; reflections on privilege, barriers faced by women, ethnic minorities and LGBTQIA+ people; 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; supportive cultures at Parsons Green/Earl’s Court and Virgin Trains; comparing platform and on-board cultures; gender representation, homophobia and harassment; comparisons with airline industry; geographical differences in LGBTQ+ experiences, growing up in London, exposure to LGBTQIA+ culture; how neighbourhood, social and cultural backgrounds shape attitudes toward LGBTQIA+ communities [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.