In 2017, the Government made it mandatory for all large organisations to report their gender pay gap. We welcomed this move as an important step towards having a more diverse and inclusive railway.
This is the third year that we have published our gender pay gap report. Our results show some expected fluctuation in our pay gap, however we are confident that we are on the right track.
- Our 2019 median gender pay gap is 11.6 per cent and represents an increase of 0.4 per cent from 2018.
- Our pay gap remains substantially lower than the current UK pay gap of 17.9 per cent.
- The proportion of women in the business has increased from 16.6 per cent to 17.3 per cent.
Our 2019 gender pay gap remains broadly in line with previous reporting years which were 11.5 per cent and 11.2 per cent for 2017 and 2018 respectively. The fluctuations in our pay gap are expected as we focus on addressing the gender imbalance at Network Rail as part of our 20by20 initiative, which is designed to increase the proportion of women in Network Rail to 20 per cent by 2020. You can read more about our strategy to reduce the gender pay gap and create a gender balanced workforce in our full report.
2019 gender pay gap report
I want Network Rail to lead the way in making the rail industry a more diverse and inclusive industry….Reducing the gender pay gap and having a more balanced workforce is a critical part of our vision of Network Rail as a company where every individual is able to succeed and is encouraged to reach their full potential within a culture that promotes diversity, inclusion and mutual respect.Andrew Haines, chief executive
Gender pay gap and equal pay
The gender pay gap and equal pay are often confused, but the two are quite different.
The gender pay gap is the difference between the average pay of men compared to the average pay of women within an organisation, across all levels of the business. What this means in practice is that if women do more of the less well-paid jobs, the gender pay gap is usually bigger.
Equal pay, on the other hand, is the legal requirement for men and women to be paid the same for performing the same work or work of equal value. In 2015 Network Rail completely overhauled its management pay structure to deliver equality, fairness and transparency.
Transparent pay means that we can be confident that our gender pay gap is driven by the structure of our workforce and the concentration of males in more senior positions, rather than our pay structure, which is gender neutral by design.
This has helped us to focus our efforts on attracting and recruiting more women, retaining them within our workforce and progressing our female talent into the most senior roles within the business.