This is the second year that we are voluntarily publishing our information on our disability pay gap. This helps us to be more open and transparent about our people.
It will also encourage more people to share their disability information so we can better understand who we are and remove barriers that may be impacting our individuals in their day-to-day lives.
Our disability pay gap has been calculated in accordance with Government regulations for calculating gender pay gaps.
The disability pay gap is the difference in average hourly rate of pay between our disabled and non-disabled employees across the whole organisation. Whilst our pay gap is relatively low, we know that this is based on limited disability data. However, we want to lead the industry on diversity and inclusion and this report is another important way to help us achieve this.
We acknowledge that our disability pay gap will fluctuate as we increase sharing rates and the diversity of the organisation, but we are committed to creating an inclusive environment for all.
2022 disability pay gap report
Our 2022 median* disability pay gap is 2.6 per cent. This is lower than the national average of 13.8 per cent.
At the time of reporting (31 March 2022) only 3.3 per cent of our colleagues have shared that they are disabled.
However, we have no disability data for around 30 per cent of our workforce.
Our Disability Matters project supports the business to better attract, retain and develop disabled candidates and colleagues that ultimately will help us as an organisation better serve our passengers.
You can read more about our disability data, the pay gap and the Disability Matters project in the full report.
We are absolutely committed to removing the barriers disabled employees and candidates face, we want to see better representation at all levels of the organisation. Disability should not and will not be a barrier for anyone at Network Rail. By sharing our pay gap report, we want to show our ambition to be an employer of choice for disabled people, and to be transparent about the progress we are making and more importantly, where we need to improveRob Morton, route services managing director, Disability Matters project sponsor & executive sponsor of CanDo
Previous disability pay gap reports
*We look at both the mean (average) and median (middle) for pay gap reporting. The mean difference is the difference in average hourly pay; adding all pay rates together and dividing by the total number of people. The median difference is the difference in hourly pay between the middle paid (the person at the mid-point if you were to line all employees up from low to high pay) male employee and middle paid woman employee. The median is the most representative measure as it stops a small amount of very high or low salaries skewing the results.