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Southeastern

03 Apr 2018

Southeastern sets out gender pay statistics

Southeastern sets out gender pay statistics: DanielleRoberts-28

At Southeastern, we’re committed to diversity and inclusion in our workforce, and are working hard to improve the gender balance at all levels within our business.

The transport sector has historically had a high proportion of male employees, and while we’ve put measures in place to increase the proportion of female employees, we know that there’s more for us to do if we’re to achieve a more balanced workforce.

Scott Maynard, Human Resources Director at Southeastern said:

“We welcome the additional focus that gender pay reporting brings to this important issue. Southeastern is typical of many train companies in that women are significantly under-represented in all areas of our workforce.

“We’re determined to increase the number of female applicants for all roles at Southeastern. We are also working with current and prospective female employees to understand how we can better attract, retain and develop them.”

Our key gender pay statistics:

Mean pay gap (% increase on women’s pay)

Median pay gap (% increase on women’s pay)

 

Median pay gap (national average)

Mean bonus gap (% increase on women’s pay)

 

Median bonus gap (% increase on women’s pay)

 

21.7%

15.9%

18.4%

18.7%

84.4%

For more information on gender pay at Southeastern, please see Go-Ahead Group’s full report on gender pay.

Contact information

Southeastern Press Office

0330 095 9091

press.office@southeasternrailway.co.uk

Notes to editors

  • Southeastern is a part of Go-Ahead Group, which has established a group-wide action plan to address and improve gender diversity.
  • Initiatives include mentoring and learning programmes, with specific training in gender inclusivity.
  • Flexible working policies and shared parental leave have been introduced.
  • Go-Ahead Group has changed the imagery used in recruitment campaigns to reflect the improving diversity both of its business and of the communities it serves, and specific recruitment initiatives have been introduced to target female graduates. Targeted action plans are being developed for “hot spot” areas that require particular attention.
  • In the future, Go-Ahead intends to introduce purpose-driven, development-focused career conversations alongside succession plans.
  • Mentoring and development programmes are to be provided for women managers and executives, and unconscious bias training is to be made mandatory for all managers.

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