We're committed to the principles of diversity and equality: both as an employer, and as a safety and economic regulator.
The different backgrounds, experience and talents of our staff are critical to ensuring our success. We work to ensure that our people practices reflect the value we put on these differences, so that we can foster an open and inclusive workplace, where everyone feels valued for the part they play. Our workforce information helps us to monitor progress, and identify and tackle any areas of concern. This information is published annually in accordance with the Equality Act 2010 and can be found below.
Equality and diversity considerations also play a role in our capacity as the safety and economic regulator of railways in Great Britain.
As a public body, we have specific requirements under the Public Sector Equality Duty (PSED). We publish Equality Information annually, setting out the effect that our policies and practices have on people with protected characteristics and how ORR demonstrates “due regard” to the PSED more generally.
We also publish Equality Objectives every four years. These are specific and measurable targets that we will work towards to advance the aims of the Equality Act 2010.
ORR gender pay gap and diversity report
Legislation introduced in April 2017 requires all organisations of 250 or more employees to publish their gender pay gap data annually.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.
This is the Office of Rail and Road’s (ORR) data.