Pay Gap Reports
Our Pay Gap reports help us to be open and transparent about our people. As well as being an important step towards having a more diverse and inclusive railway.
Gender Pay Gap Report
The gender pay gap is the difference in average hourly rate of pay between our male and female employees across the whole organisation.
We remain fully committed to improving the gender diversity of our business and acknowledge that our pay gap will fluctuate over time as we increase the number of women working at all levels of the organisation.
Our 2025 report
Our median* pay gap has increased this year by 0.7 percentage points to 11.1 per cent. Our mean pay gap has decreased by 0.3 percentage points to 8.6 per cent. Network Rail’s overall workforce increased by 2.4 percentage points compared to the previous reporting year.
Ethnicity Pay Gap Report
Our ethnicity pay gap has been calculated in accordance with Government regulations for calculating gender pay gaps.
The ethnicity pay gap is the difference in average hourly rate of pay between our white and black, Asian and minority ethnic employees across the whole organisation. We acknowledge that our pay gap will fluctuate as we increase the diversity of the organisation, but we remain committed to making our organisation a more inclusive place to work so that we can better represent the passengers we serve.
Our 2025 report
Our median* ethnicity pay gap for 2025 is 7.8 per cent, decreasing by 0.3 percentage points from last year. The mean pay gap remained steady at 8.5 per cent.
9.6 per cent of our colleagues still have not shared their ethnicity with us. We recognise that our pay gap will change as we improve the quality of our ethnicity data.
You can read more about our ethnicity data, the pay gap and the Race Matters project in the full report.
Disability Pay Gap Report
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.
Our 2025 report
While our median* disability pay gap has decreased to 3 per cent, it remains lower than the UK average (12.7 per cent). We know, however, that any gap shows there is more work to do.
Supporting disabled colleagues is a key priority for us and part of our wider commitment to making Network Rail a fair and inclusive place to work.
We are improving disability equity by strengthening our workplace adjustments process, increasing confidence around disability disclosure, using data to identify and address barriers, and working closely with leaders, employee networks and trade unions to create lasting change.
Last year we had an increase in the number of employees who had shared their disability status to 74.6 per cent. This year, we are pleased to confirm a continued increase in the disclosure rates with 76.4 per cent of employees now sharing their disability status. This is a 1.8 percentage point increase from last year. It is encouraging to see this continuing to increase since we began reporting our disability pay gap.
However, just under a quarter of our workforce (20.9 per cent) still have either chosen not to share or have not provided their data at all
We understand that progress takes time, and the increase in our disability pay gap shows we must continue to focus our efforts.
You can read more about our disability data, the pay gap and the Disability Matters project in the full report.
*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.