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.
