Our employees can share their diversity data, to help us better understand the demographic make-up of our workforce and build a culture that supports everyone.
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Our approach to diversity data
It's important for our employees to have the opportunity to report their own diversity data. This allows us to improve our monitoring and reporting on demographic data across the employee lifecycle.
In 2021, we made significant changes to our data collection, including:
- additional questions on disability, physical and mental health, and its impact on our people
- inclusion of a wider range of questions on socio-economic background
- wider data collection on those with parenting and caring responsibilities
We’ve also made changes to the way we collect data on sex and gender, to capture data based on legal sex, trans status and gender identity.
Details of how we collect diversity data can be found in our 2021/22 Annual Diversity Report (PDF).
Our workforce representation 2022/23
We report against each of the 9 protected characteristics under the Equality Act 2010. But we've also included additional demographic data and metrics we think are important to monitor and report on.
These figures are taken from employees at the FCA and the Payment Systems Regulator (PSR). References to our SLT, refer to our Senior Leadership Team, which includes Heads of Department, Directors, Executive Directors, the Chief Executive and the Chair.
Some figures add up to more or less than 100% due to rounding. Any data used is for the year ending 31 March 2023, unless otherwise stated.
As with our reporting on our progress against targets, we report using headcount.
We collect data on our employees’ age, and we have a 100% declaration for this category.
We ask employees whether they have a disability, and we have a 71% declaration for this category.
Race and ethnicity
We ask employees about their ethnicity, and we have a 91% declaration for this category.
The chart below shows the ethnicity breakdown by contractual grade.
Religion or belief
We ask colleagues about their religion, and we have an 83% declaration for this category.
We follow current Office for National Statistics (ONS) and Equality and Human Rights Commission (EHRC) guidance, which is to ask a question on legal sex with an additional voluntary question on gender identity.
The question on sex is a mandatory binary response field, as required for HMRC purposes and for calculating our statutory pay gap reporting. The question on gender identity includes a wider range of response options for employees who wish to self-identify.
We're careful to ensure that no reporting results in employees being singled out based on their legal sex or gender identity, and we take steps to prevent identification of any individuals based on their disclosure.
We use both gender identity data and sex data to report on our employee demographic data and SLT gender targets using self-identity.
We have a 100% declaration for legal sex and a 42% declaration for gender identity. We have some colleagues who identify as non-binary, or who use another term. However, as these numbers are less than 1%, they are shown as 0% in our chart.
In addition to the question asked on gender identity, we also ask a question on trans status. This is based on guidance and recommendations from the ONS and Government and allows us to capture information on people who identify as trans. We have a 44% declaration for this category.
We have some colleagues who identify as trans, however as these numbers are less than 1%, they're currently shown as 0% in our chart.
We ask employees about their sexual orientation, and we have an 83% declaration for this category.
We have some colleagues who identify as ace/asexual and who prefer to use another term, however as these numbers are less than 1%, they’re currently shown as 0% in our chart.
Marriage and civil partnership
We ask employees about their marital status, and we have a 52% declaration for this category.
Pregnancy and maternity
We collect data about our employees who take maternity and parental leave.
- 98 women took maternity leave
- 22 men took shared parental leave
- 72 men took paternity leave
Where a data group contains less than 6 people, the information hasn’t been disclosed to protect individual employees from being identified.
We ask employees whether they have caring responsibilities, and we have a 71% declaration for this category.
We ask employees whether they have parental responsibilities, and we have a 71% declaration for this category.
Declaration rates vary across diversity characteristics, so we continue to engage with our people to build trust, knowledge and understanding of the importance of diversity data.
|Diversity characteristic||Declaration rate|
|Religion or belief||83%|