We are voluntarily publishing our ethnicity pay gap report ahead of the anticipated government legislation. This is another step we are taking to be open and transparent about our people.  We want to lead the industry on diversity and inclusion and this report is an important tool to help us achieve our ambition. 

This is the first year we are publishing our ethnicity pay gap and has been calculated in accordance with Government regulations for calculating gender pay gaps.  We will publish our ethnicity pay gap report each year.

The ethnicity pay gap is the average difference in hourly rate of pay between white and black, Asian and minority ethnic (BAME) employees.

  • Our 2019 median ethnicity pay gap is 8.7 per cent.  Whilst being lower than our gender pay gap, it is above the UK average of 3.8%.
  • Only 8.6 per cent of our workforce have told us they are from a black, Asian and minority ethnic background. This is below the national average of 13 per cent (from the 2011 census).
  • 15.9 per cent of our population have preferred not to disclose their ethnicity or we do not hold data for them.

Our Race Matters project has been set up to increase BAME representation across the organisation, particularly in senior roles.  This in turn will have a positive impact on our ethnicity pay gap in the long term. However, we expect it to fluctuate as we put interventions in place to improve BAME representation at all levels of our organisation. You can read more about our ethnicity data, the pay gap and the Race Matters project in the full report.

2019 Ethnicity pay gap report

Ethnicity pay gap report 2019
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I want to see better representation in leadership positions at Network Rail and we will do this by nurturing the great talent we already have, as well as focussing on a attracting a greater diversity of candidates to work with us…. We know that diverse teams perform better and have greater innovation because of the variety of ideas and experiences that people from different backgrounds bring; and this is why having a more diverse workforce with inclusive leadership is so important to improving the way we deliver for passengers and freight users.

Andrew Haines, chief executive