Judith Ibukunlayo is an apprentice programme manager at Network Rail, where she oversees finance apprenticeships at advanced, higher and degree levels. With a diverse career path that includes primary school teaching and performance reporting analysis, Judith provides support to aspiring accountants at Network Rail as they progress through their professional qualifications. She is also pursuing a PhD focused on diversity and inclusion, striving to understand and improve the workplace experiences of underrepresented groups.
“In an information-overloaded society, it’s easy to forget our history, but celebrating Black History Month focuses not only on the negative narratives but also on the achievements.”
Finding my track in the railway industry
I currently work as an apprentice programme manager for Network Rail, looking after finance apprenticeships. This involves managing qualifications at levels 3 (advanced) 4 (higher) and 7 (degree) for those aspiring to become fully qualified accountants. I support them on their career journeys from entry into the business until they reach full qualification. My career journey so far has spanned multiple industries, I started out as a primary school teacher after studying at the University of Durham and I worked in education for several years.
When I began having a family, I faced a conflict: I loved teaching and working with young people, but the school environment didn’t suit my family life at the time. This led to my first career pivot into the railway industry when I joined Network Rail in 2015. I started as a performance reporting analyst, a role I had never done before. I vividly remember my interview, where I was asked numerous questions. The interviewer, Carly, saw my potential and took a chance on me.
That chance launched me into the railway industry, and I have now been with Network Rail for nearly nine years, working in various capacities from performance to analysis, commercial management, and core finance before assuming my current role.
Fusing finance and mentorship
In my role as apprentice programme manager, I have a busy schedule. Most days involve being on the phone or in meetings, focusing on recruitment, retention, and the day-to-day support we provide to our apprentices and graduates on our various schemes. This can include everything from communicating with the individuals themselves to business partnering with other areas of the organisation. Network Rail is a national and international organisation with over 44,000 employees. Currently, we have just under 200 young people on our graduate schemes, working towards their qualifications.
We collaborate with suppliers who provide supplementary education while the apprentices work in their offices. My role encompasses everything from running assessment centres and finding placements for our apprentices to supporting their individual aspirations and career journeys. I enjoy this aspect of my job, which often involves travel, as I love getting out and meeting people.
Driving diversity and inclusion through collaboration
Recently, I stepped down from my role as chair of the Cultural Fusion Employee Network to focus primarily on my PhD studies. I believe driving diversity and inclusion within an organisation requires a dual approach. It must be both top-down and bottom-up. Our leaders need to be actively involved — if we lack diversity of thought at the leadership level, we miss essential conversations and opportunities for many employees.
Conversely, employee resource groups (ERGs) are vital, providing a platform for employees to voice their opinions, share challenges, and celebrate successes. I’m of the opinion that a system that wasn’t built with everyone in mind can never truly work for all.
Many organisations were built on foundations that didn’t account for the diverse range of people and cultures we see today. It’s essential that we critically examine and dismantle these historical legacies, rebuilding systems that prioritise inclusivity, justice, and fairness. While this type of transformation is complex and will take time, a collaborative effort — both from leadership and grassroots levels — can significantly reduce the barriers people face when entering the workforce and advancing within it.
Creating safe spaces for honest conversations
There’s a framework I refer to as the “leaky pipeline” framework, which helps identify where people might exit the system and understand the pain points that prevent them from staying. Before embarking on new initiatives, we must do our research, which is why I’m passionate about it. Research should, for want of a better phrase, influence policy. Without policy changes, it can be difficult to measure progress regarding diversity and inclusion within organisations.
Being part of the Cultural Fusion Employee Network at Network Rail for over six years has provided me with community support, especially since I often find myself as the only Black woman in many spaces. Growing up, I was frequently in the minority, whether in high school or other settings. Joining the workforce presented challenges I wasn’t fully prepared for, so being part of an employee network group restored my faith in humanity. It equipped me with the confidence and tools to navigate various situations, empowering me to understand that there is a place for me in this organisation.
The importance of research in informing policy
I’m currently pursuing a PhD, which has been a significant focus of my journey. As chair of the Cultural Fusion Employee Network, I was passionate about understanding the issues before trying to solve them. My research is centred on the Black employee experience. The data we’ve collected indicates that the largest pay gap in our organisation is for Black women. This starting point shows the need to investigate further and understand what is happening in our workplace.
In everything I do, I carry an inquisitive mindset. I believe we should always ask questions and seek to understand the challenges people face. My goal is to cause positive change based on what I learn through research.
Celebrating Black history and the power of storytelling
I love Black History Month. To me, every day is an opportunity to reflect on our past, recognise our triumphs, and remember how far we’ve come. In an information-overloaded society, it’s easy to forget our history, but celebrating Black History Month focuses not only on the negative narratives but also on the achievements. It puts a spotlight on those who have broken through glass ceilings and are living their dreams.
The theme for this year, Reclaiming Narratives, resonates deeply with me. It involves telling our own stories and creating spaces where people can share their experiences without fear of judgment. It’s also about being bold — many people hesitate to share their truths because they fear potential repercussions. Reclaiming narratives means having the courage to communicate openly and honestly.
As we share our stories, we must remember to tell the whole narrative — not just the parts that are palatable or easy. Understanding my parents’ migration journey from Nigeria inspires me to share my own story. The more we communicate our experiences, the more we create pathways for others to follow.
Connecting through storytelling and visibility
As I continue this journey, I am committed to being more visible. I believe in creating opportunities to showcase my work and experiences, whether through blogging or community initiatives. I also run a community interest company called TIU, which supports Black professionals in the North East of England by offering business support, CV writing, and more to empower them as they enter the workplace.
Looking ahead, my primary focus will be on my PhD journey, but I am also excited about the opportunities to speak and share my research. I aim to continue raising my family and supporting others in their aspirations. Thank you for this opportunity to share a little about myself and what Black History Month means to me.
