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 2023 report
Our median* pay gap for 2023 is 9.3 per cent and represents a decrease of 1.6 percentage points from 2022. It’s the first time our pay gap has reached single digits which is a positive step forward. Our pay gap remains lower than the current UK pay gap of 14.3 per cent.
We continue to include information on our black, Asian and minority ethnic women and also examine the relationship between gender and age and how this impacts the 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 2023 report
Our 2023 median* ethnicity pay gap is 6.2 per cent. This is a 0.2 percentage point decrease from 2022. It remains above the national average of 2.3 per cent (2019).
8.9 per cent of our colleagues still have not shared their ethnicity with us. We recognise that our pay gap will change as we improve the quality of our ethnicity data.
Our Race Matters project continues to hold the business to account to increase the ethnic diversity of our organisation, through working to remove barriers that black, Asian and minority ethnic employees and candidates face.
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 2023 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 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.