FCA pay gap data 2025

We have set out below those employees that are included or excluded in our reporting data, ie, the ‘relevant population’. This methodology is based on how a colleague identifies their gender in accordance with the Government Equalities Office pay gap reporting statutory guidance. 

Included:

• Employees on our payroll on 31 March 2025.
• Employees who identify as female or male through disclosure; if employees have not disclosed their gender, then we use sex identified through payroll.

Excluded:

• Employees who have identified as non-binary, use another term, or prefer not to say.
• Employees who have not been paid a full month’s pay; this could be due to an unpaid absence, or those leaving / joining part way through the month as we are unable to calculate their regular pay.

Our relevant population for 2025 is 5,058 employees.

This includes colleagues working in both the Financial Conduct Authority (FCA) and Payment Systems Regulatory (PSR).  

The disclosure rates for gender, ethnicity and disability of these employees are outlined in Figures 2 and 3. For comparison, we have included the disclosure rates for 2024.

Disclosure rates should be considered when reviewing movements in pay gap reporting. Smaller populations are more likely to have bigger percentage changes where the underlying data may see minimal shifts.  

We continue to encourage our colleagues to disclose their characteristics and have made changes this year to our HR system, Workday, to make it easier for colleagues to add their personal information, particularly around their disability status and socio-economic background.

Depending on the workforce analysis presented, not all the data tables in this report will total to the relevant population figures in Figure 3. This includes where:

• Employees have been broken down by contractual grade.
• The table does not include the ‘prefer not to say’ disclosure category.

The pay gap calculations are based on employees’ ‘ordinary pay’.

This includes elements such as:

• basic pay, after any reduction for salary sacrifice schemes, such as pension contributions
• allowances

It does not include elements such as:

• overtime pay
• exit payments
• business expenses

There is currently no legal requirement to report on ethnicity or disability pay gaps, yet we choose to do so.

The population identified in the gender pay gap reporting is the same population used for the ethnicity and disability reporting, ie only those employees who meet the gender pay gap reporting criteria are included. This means the disclosure rates in this report may differ from other published data. Employees who have selected ‘prefer not to say’ for ethnicity and disability status are included in our disclosure rates.

On 18 March 2025, the UK government launched a consultation to collect views on the introduction of mandatory ethnicity and disability pay gap reporting in the upcoming Equality (Race and Disability) Bill.

The consultation paper suggests that many aspects of the new reporting requirements will align with those already in place for gender pay gap reporting. We will closely monitor these developments as this could change the basis of how we calculate our ethnicity and disability pay gaps in future.

Key changes for 2025 since last year:

• Reductions in our gender pay gaps.
  • Our median gender pay gap has fallen from 11.5 to 9%.  
  • Our mean gender pay gap has fallen from 12.2 to 11.2%.  
• Reductions in our ethnicity pay gaps.
  • Our median ethnicity pay gap has fallen from 13 to 9.1%.
  • Our mean ethnicity pay gap has fallen from 17.1 to 14.9%.  
• Increases in our disability pay gaps.
  • Our median disability pay gap increased from 3.3 to 4.9%.
  • Our mean disability pay gap increased from 6.7 to 8.7%.

The distribution by salary quartiles looks at the hourly rate of pay when ordered from lowest to highest and grouped into equal quarters.

The lower quartile represents the lowest salaries, while the upper quartile represents the highest.

Gender

The figures below provide a breakdown by contractual grade for gender, ethnicity and disability. The figures show the overall pay gaps by contractual grade for each characteristic.  

Given the size of the associate contractual grade, this has been separated out into 2 groups: 

• Level 9 and level 8 associates.
• Senior and lead associates. 

The disclosure rates in Figure 8 differ from the overall disclosure rates set out in Figure 3 as employees are not included who either: 

• Are not categorised to a contractual grade.
• Have selected ‘prefer not to say’ for a disclosure category. 

Gender

Figure 9 shows the mean gender pay gap broken down by contractual grade for 2025 and 2024.

Within grades the gender pay gap is relatively small.

We have also considered the intersectionality of ethnicity and gender.

Since 2020 we have calculated the pay gap for minority ethnic women, based on a comparison between minority ethnic women and white men.

There continue to be improvements each year in the combined gender and ethnicity median and mean pay gaps. 

However, minority ethnic women still experience the largest pay gaps. These gaps are largely driven by the higher concentration of minority ethnic women in more junior roles and the higher concentration of white men in more senior roles. For example, at the professional support grade, 32.9% are minority ethnic women compared to 5.3% of white men. At the head of department group, 6.5% are minority ethnic women compared to 43.9% white men.

Figure 17 shows the ethnicity pay gap broken down by contractual grade against the 5 Office for National Statistics (ONS) ethnicity categories. 

The largest mean ethnicity pay gaps are found at the professional support, manager and technical specialist grade levels among our Asian, black and mixed/multiple ethnicity colleagues. However, at the level 9 and 8 associate grade, the pay gap is in favour of Asian and mixed/multiple ethnicity colleagues.

Figure 19 below shows the ethnicity pay gap broken down by the associate grade against the ONS ethnicity categories.

The associate grade includes a wide range of roles, so this breakdown provides a better reflection of the pay gaps within this very broad grade. 

There is no significant ethnicity pay gap at any of these associate grade levels. In most cases, the pay gap is in favour of Asian, black, mixed/multiple ethnicity and other ethnicity characteristics. 

Figure 21 shows the pay gap broken down for minority ethnic women in the associate grade against the ONS ethnicity categories.

We have a high representation of women and minority ethnic colleagues in our professional support and associate roles. 

With the additional breakdown of the associate grades, we can see the highest pay gaps are among other ethnic women in the senior associate grade at 3.6% and Asian women in the senior and lead associate roles, at 1.9% and 2.2% respectively. 

Mixed/multiple ethnicity and black women at senior associate level have a pay gap of 1.5%. 

Across the associate level 9 and 8 grades, the pay gaps are all in favour of minority ethnic women.