The ASEAN rail sector remains significantly underrepresented by women, with women accounting for only 8 per cent of the regional rail workforce compared to the global average of 12 per cent. At the same time, ASEAN countries are making substantial investments in rail infrastructure to support economic growth and decarbonization. Increasing women’s participation is therefore both a gender equality imperative and a strategic workforce and productivity issue. The report identifies structural, institutional, and workplace barriers that limit recruitment, retention, and advancement of women in rail across ASEAN member states. The report recommends a coordinated policy and organizational response focused on six priority areas. 1. Strengthen recruitment and talent pipelines Rail ministries and operators should actively encourage girls and women to pursue STEM and rail-related careers through outreach programs, internships, scholarships, and partnerships with schools and universities. Recruitment campaigns should use gender-neutral language, include female recruiters and role models, and expand outreach through social media and women-focused professional networks. Targeted training programs and internship opportunities for women are recommended to increase entry into technical and operational roles. 2. Improve fairness in hiring and selection processes Organizations should standardize recruitment and interview procedures to reduce unconscious bias. Recommended measures include blind CV screening, diverse interview panels, gender bias awareness training for HR personnel and managers, and setting measurable targets for female participation in recruitment pools. These actions are intended to improve transparency and equal access to employment opportunities. 3. Ensure safe and inclusive working environments Safety and workplace harassment remain major barriers to women’s participation in transport. Rail institutions should adopt zero-tolerance sexual harassment policies, establish confidential reporting mechanisms, designate support personnel, and strengthen staff training on workplace conduct. Investments are also recommended in gender-responsive infrastructure, including secure stations and parking areas, safe restrooms and changing rooms, nursing facilities, and properly designed protective equipment and uniforms for women. 4. Support work–life balance and care responsibilities Flexible working arrangements are identified as critical to attracting and retaining women in rail. The report recommends expanding teleworking, flexible schedules, and part-time work where operationally feasible. Governments and employers should strengthen maternity and paternity leave policies, support affordable childcare services, and invest in digital infrastructure that enables remote work. Leadership support for employees using these benefits is also essential to changing workplace culture. 5. Promote women’s career development and leadership To address barriers to advancement and “glass ceiling” effects, railway organizations should improve transparency around salaries, promotions, and performance evaluations. The report recommends equal opportunity plans with measurable targets for female leadership representation, mentorship and networking programs for women, gender pay gap analysis, and structured professional development pathways. Building inclusive workplace cultures and visible leadership commitment is critical for long-term retention and advancement. 6. Institutionalize gender mainstreaming and data systems Rail ministries should integrate gender considerations into all rail policies, projects, and budgets through Gender Responsive Budgeting and gender impact assessments. The report also highlights the urgent need for improved gender-disaggregated data across the rail sector to measure workforce participation, career progression, pay gaps, and workplace conditions. Establishing designated diversity officers or dedicated teams is recommended to coordinate implementation, monitor progress, and support accountability. In conclusion, enhancing women’s participation in the ASEAN rail sector is essential not only for gender equality, but also for workforce sustainability, innovation, and more inclusive transport systems. Many recommended measures are low-cost and immediately actionable, while others require longer-term institutional and legislative reforms. A more gender-diverse rail workforce will strengthen sector resilience, improve service quality, and contribute to broader economic and social development objectives across ASEAN.