Disability Pay Gap Report

This is the third year that we are voluntarily publishing our information on our disability pay gap. This helps us to be more open and transparent about our people.

It will also encourage more people to share their disability information so we can better understand who we are and remove barriers that may be impacting our people in their day-to-day lives.

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.

2023 disability pay gap report

Our 2023 median* disability pay gap is 1.4 per cent. This is lower than the national average of 13.8 per cent, which was published in 2021.

At the time of reporting (31 March 2023) 4 per cent of our colleagues have shared that they are disabled. However, we have no disability data for around 25 per cent of our workforce.

Our Disability Matters project supports the business to better attract, retain and develop disabled candidates and colleagues so that we can better serve our passengers.

You can read more about our disability data, the pay gap and the Disability Matters project in the full report.

We are committed to this report and the reduction of our pay gap over time. It demonstrates our ambition to be an employer of choice for disabled people, taking our industry in the right direction and being transparent along the way. We are ambitious in our plans to improve the experiences of our disabled colleagues, because our working environment should not be a barrier for anyone at Network Rail, ever.

Rob Morton, Route Services managing director and Disability Matters project sponsor

Previous disability pay gap reports

Related pages

*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.