Gender Pay Gap Report

today April 2018 News

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Go-Ahead London sets out gender pay statistics

As a company committed to inclusion and diversity, Go-Ahead London is determined to address the pay gap between men and women working within its business.

The company operates within the transport industry, which has historically had a high proportion of male employees – an imbalance which is particularly the case among the majority of its workforce which are drivers. The management team has put measures in place to improve gender representation, but Go-Ahead London recognises that more needs to be done to ensure that men and women are equally represented and rewarded.

Go-Ahead London’s key gender pay statistics are as follows:

  • Median pay for men is 1.8% higher than that of women, compared to the national average of 18.4%. Mean pay for men is 2.3% higher than that of women.

  • Median bonus pay is 23.1% higher for men, while mean bonus pay for men is 1.4% higher than that of women

  • Among male employees, 60.1% receive a bonus. Among female employees, the proportion receiving a bonus is 50.6%

John Trayner, Managing Director of Go-Ahead London, said: ” We are aware of the gender pay gap and this is reflected in the above figures. Essentially, it is my priority to balance out the current pay gap difference in order to reflect a fair and equal pay structure for all colleagues at all levels.”

Go-Ahead London 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. Over the last two years, Go-Ahead has begun implementing a culture change programme, intended to improve communication between leadership teams and customer-facing staff with a view to building an open and agile environment.

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.

For more information, please see Go-Ahead Group’s full report on gender pay CLICK HERE