Pay Gap Reports
Our Pay Gap reports help us to be open and transparent about our people. As well as being an important step towards having a more diverse and inclusive railway.
Gender Pay Gap Report
The gender pay gap is the difference in average hourly rate of pay between our male and female employees across the whole organisation.
We remain fully committed to improving the gender diversity of our business and acknowledge that our pay gap will fluctuate over time as we increase the number of women working at all levels of the organisation.
Our 2024 report
Our median* pay gap has increased this year by 1.1 per cent to 10.4 per cent. Our mean pay gap has also increased by 1.5 per cent to 8.9 per cent. Network Rail’s overall workforce increased by 0.1 per cent compared to the previous reporting year.
Although our median and mean pay gap has increased from last year, our total female workforce has significantly increased by 8.4 per cent with our male workforce decreasing by 1.9 per cent. This increase in female representation was within our lower paid roles which include our volume recruiting on graduate and apprentice programmes which has therefore resulted in an increase in our gender pay gap.
Ethnicity Pay Gap Report
Our ethnicity pay gap has been calculated in accordance with Government regulations for calculating gender pay gaps.
The ethnicity pay gap is the difference in average hourly rate of pay between our white and black, Asian and minority ethnic employees across the whole organisation. We acknowledge that our pay gap will fluctuate as we increase the diversity of the organisation, but we remain committed to making our organisation a more inclusive place to work so that we can better represent the passengers we serve.
Our 2024 report
Our median* ethnicity pay gap for 2024 is 8.1 per cent, increasing by 1.9 percentage points from last year. The mean pay gap also increased by 2.1 percentage points to 8.5 per cent.
As we continue to increase Black, Asian and minority ethnic representation and improve data sharing rates at Network Rail, this will have an impact on our ethnicity pay gap.
You can read more about our ethnicity data, the pay gap and the Race Matters project in the full report.
Disability Pay Gap Report
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.
Our 2024 report
Our median* disability pay gap has increased by 2.2 percentage points to 3.6% compared to last year. This remains lower than the UK average disability pay gap in 2021 of 13.8 per cent.
Last year we had an increase in the number of employees who had shared their disability status to 74.6 per cent. This year, we are pleased to confirm a continued increase in the disclosure rates with 76.4 per cent of employees now sharing their disability status. This is a 1.8 percentage point increase from last year. It is encouraging to see this continuing to increase since we began reporting our disability pay gap.
However, just under a quarter of our workforce (23.6 per cent) still have either chosen not to share or have not provided their data at all.
You can read more about our disability data, the pay gap and the Disability Matters project in the full report.
*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.