Rail For London (Infrastructure) Limited

United Kingdom · 250-499 · tfl.gov.uk/corporate/publications-and-reports/equality-and-inclusion-publications#on-this-page-4

Reporting year: 2024

Mean pay gap

4%in favour of men

Median pay gap

1%in favour of men

Bonus gap

-2.1%

2.1%in favour of women

Pay quartiles (share of women)

Upper (highest paid)

13.2%

86.8%

Upper middle

11.25%

88.75%

Lower middle

13.8%

86.2%

Lower (lowest paid)

41.7%

58.3%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

4%in favour of men

Median pay gap

4.8%

4.8%in favour of men

Bonus gap

12.4%

12.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

11.5%

88.5%

Upper middle

8.7%

91.3%

Lower middle

11.1%

88.9%

Lower (lowest paid)

24.6%

75.4%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

5.4%

5.4%in favour of men

Median pay gap

4.4%

4.4%in favour of men

Bonus gap

-4%

4%in favour of women

Pay quartiles (share of women)

Upper (highest paid)

11.8%

88.2%

Upper middle

10.7%

89.3%

Lower middle

5.6%

94.4%

Lower (lowest paid)

23%

77%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap

5.3%

5.3%in favour of men

Median pay gap

0%no gap

Bonus gap

27%

27%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

16.9%

83.1%

Upper middle

13%

87%

Lower middle

7.9%

92.1%

Lower (lowest paid)

22.9%

77.1%

women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service