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Huge gender pay gap forces Network Rail to concede review of management pay

2 July 2012


Robert Stephenson – outside Network Rail HQ – unamused at the millions the claim may cost the organisation

Women members working for Network Rail have secured a significant victory in the fight for fair and equal pay, with the employer agreeing to a joint review of pay and grading to be carried out with TSSA.

Over the past few months a magnificent response to the previously reported role- specific pay surveys has revealed a shocking two-tier system. Female staff in management roles earn on average £4,500 less than men doing similar jobs, with the gap as high as £10,000 a year in some cases.

Since being presented with our evidence and receiving the first batches of equal pay claims, Network Rail has given TSSA a commitment to carry out a joint review of management pay. The review will aim to create a fair and transparent pay and grading structure based on a fully job evaluated system.

The survey resulted in a total of 26 equal pay claims being submitted on behalf of women managers. Further claims are anticipated from amongst the results of the
nine surveys undertaken, but Network Rail’s recent commitment to begin a joint review has resulted in the process being suspended to allow us to focus on exploring this route towards a fair settlement. As we go to press, all outstanding survey respondents (both male and female) are being contacted and given the opportunity to pursue claims.

Campaign co-ordinator Jerry Wines told the Journal: ‘Every manager working for Network Rail owes a huge debt of thanks to the 26 women who’ve been brave enough to submit claims and help break the deadlock.

‘Their courage and commitment has been pivotal in persuading Network Rail that they do have a serious problem with their pay and grading structure, when only six months ago the company were resolutely in denial about it. There’s still a long way to go, but Network Rail’s commitment to a joint review represents a sea change that hardly seemed possible this time last year.’

Discussions are currently taking place on the details of the review process, but Network Rail are proposing to complete the joint review and job evaluation phase over the next 12 months. Meanwhile, we’re building a network of members to help us take our
equality agenda forwards in Network Rail.

If you work for Network Rail and are interested in hearing more, please email Jerry Wines at

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