From 2017, it was mandatory for all large organisations to report their gender pay gap.
We welcome the opportunity to report our gender pay gap under the Government’s guidelines.
- Our 2018 median gender pay gap is 11.2 per cent and represents a reduction of 0.3 per cent from last year’s figure.
- Our pay gap remains substantially lower than the current UK pay gap of 18.4 per cent and other organisations in our industry.
Our gender pay gap may fluctuate over time as we address the gender balance of the workforce and focus on increasing the number of women in our organisation. We aim to improve our retention rates and invest more in supporting and progressing our female employees so that they can compete successfully for our most senior roles.
Watch the video below to find out more about our 2018 gender pay gap:
Returning to the railway after a decade, I have been blown away by the extraordinary talent and dedication of so many of the people working for Network Rail. But I’ve also been struck by the extent to which the railway is still an overwhelmingly male industry. That can’t be right. The people who work for us should reflect the diversity of the people and passengers we serve.
The story so far
We have made great strides to increasing our gender diversity in our organisation in the last year. Through our 20by20 initiative, we have already increased the proportion of women in our workforce by 1 per cent to 17 percent, and and we are working towards achieving 20 per cent female workforce by 2020.
Gender pay gap and equal pay
The gender pay gap is the difference between the average hourly rate of pay for all males and females within an organisation. It is not the same as equal pay, which is about equality of pay for men and women in the same employment performing equal work.