We strongly believe that a diverse workforce brings with it a diversity of ideas, thinking and ways of working which enhances what we do as a Trust, and we are committed to creating the most inclusive environment that we can, where colleagues and volunteers feel valued, respected, trusted, and feel that their voices are heard. This is integral to achieving our vision of living waterways that transform places and enrich lives, earning the confidence, trust, and advocacy of those that use the waterways, whether boaters, anglers, canoeists, paddle-boarders, walkers or cyclists, and enhancing our reputation as a responsible and trusted custodian of the waterways within our care.
This is why we are reporting our pay gap for ethnicity, in addition to gender.
The gender pay gap data is published in line with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. For 2024, we are pleased to continue to report a gender pay gap where, on average, women are paid slightly more than men. The Canal & River Trust has a -14.44% median gender pay gap, and a mean gender pay gap in favour of female colleagues, at -6.57%. Our median bonus pay gap is 33.33% and our mean bonus pay gap is 43.41%.
Our mean ethnicity pay gap is 0.15%, and our median ethnicity pay gap is -8.48%. Our mean ethnicity bonus pay gap is 98.77% and the median is 16.67%.
The data published is certified as accurate as at the snapshot date of 5 April 2024.
