HS2 Ltd Gender Pay Gap Report 2019
Illustrates the difference in ‘pay’ between all men and women working for HS2 Ltd, irrespective of role or grade.
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The overall median gender pay gap has reduced from 28% to 26% in 2019. The mean has remained the same at 25%. This favourable movement from 2018 is due to a 30% increase in the headcount figure for female employees in the Upper Quartile. This compares to increases to the headcount figure of between 19% and 21% for females in the three lowest paid quartiles.
HS2 Limited continues to be proactive in supporting all areas of equality, diversity and inclusion, whilst acknowledging the historical over-representation of men in the rail and construction industries, demonstrated by the size of the pay gap.
We are proud of the actions that we are implementing across the organisation to help address the pay gap: we have set enhanced equality, diversity and inclusion requirements for our executive search firms, senior level recruitment, and third party recruitment agencies and as such we have seen some improvement in the representation of women at head of function and director level. We also undertake Equality Analysis on Succession Planning, and Talent Mapping to reduce any risk of disproportionate impact of female and other groups who are selected and promoted.
We now have a systematic approach to reviewing our Job Descriptions to remove gender bias and discriminatory requirements and have placed a greater focus on encouraging internal promotions. We are continuing with our successful Reverse Mentoring programme.
Gender pay gap analysis
Gender pay gap
| Mean | Median |
|---|---|
| 25% | 26% |
Gender bonus gap
| Mean | Median |
|---|---|
| 100% | 100% |
Proportion of employees receiving a bonus
| Men | Women |
|---|---|
| 0.16% | 0% |
Proportion of employees in each pay quartile
| Upper quartile | Upper middle quartile | Lower middle quartile | Lower quartile | |
|---|---|---|---|---|
| Women | 24% | 32% | 37% | 61% |
| Men | 76% | 68% | 63% | 39% |