This is the second year we are voluntarily publishing our ethnicity pay gap report. This helps us 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.
Our ethnicity pay gap and has been calculated in accordance with Government regulations for calculating gender pay gaps.
The ethnicity pay gap is the average difference in hourly rate of pay between our white and black, Asian and minority ethnic (BAME) employees.
- Our 2020 median ethnicity pay gap is five per cent – a 2.3 per cent decrease from last year. Whilst this is a significant improvement, it is still above the current national average of 2.3 per cent.
- The proportion of BAME employees in our workforce has increased from 8.8 per cent last year to 9.1 per cent this year. However, BAME representation in Network Rail is still below the national figure of 13 per cent (from the 2011 census).
- Almost one in ten of our workforce (9.7 per cent) still have preferred not to share their ethnicity or we do not hold data for them.
Our Race Matters project continues to focus on increasing BAME representation across the organisation at all levels. We know our pay gap will fluctuate as we do this but it will be vital in helping us to reduce our ethnicity pay gap further in the longer term. You can read more about our ethnicity data, the pay gap and the Race Matters project in the full report.
Our Race Matters project is helping us to better understand the barriers BAME employees and candidates face and what we need to do to level the playing field. To do this, we must first understand the root cause of the issue, so that we are better able to fix any systemic problems at the source. A tremendous amount of work has gone into trying to understand more about how our internal processes and procedures could be negatively impacting our BAME colleagues.Andrew Haines, chief executive