Our colleagues can voluntarily share their diversity data, helping us gain a clearer picture of our workforce demographics.
This insight allows us to foster an inclusive culture that supports and represents everyone.
Our approach to diversity data
Providing colleagues the opportunity to share their diversity data strengthens our ability to monitor and report workforce demographics throughout the employee lifecycle.
We gather, track and report workforce diversity across the 9 protected characteristics outlined in the Equality Act 2010, alongside additional demographic data we consider important such as socio-economic background.
Our workforce representation 2024/25
The figures below represent colleagues at both the FCA and the Payment Systems Regulator (PSR).
References to senior leadership team (SLT) represent heads of department, directors, executive directors, the chief executive and the chair.
Due to rounding, some percentages may not total 100% exactly. Unless otherwise stated, data reflects the year ending 31 March 2025.
As with our target progress reporting, we base our workforce representation analysis on headcount figures to ensure consistency and accuracy.
Age
We gather age data from colleagues and have a 100% declaration rate in this category.
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Data table
Disability
We ask colleagues to share whether they have a disability, with 71% providing a response.
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Data table
Race and ethnicity
We collect ethnicity data from colleagues, with 95% providing a response.
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Data table
The chart below shows the ethnicity breakdown by contractual grade.
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Data table
Religion or belief
We collect data on religion or beliefs from colleagues, with 92% providing a response.
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Data table
Sex
We follow guidance from the Office for National Statistics (ONS) and Equality and Human Rights Commission (EHRC). In doing this, we collect data on legal sex along with a voluntary question on gender identity.
The legal sex question is mandatory, as this data is required for HM Revenue and Customs (HMRC) reporting and statutory pay gap calculations.
The gender identity question offers broader response options for colleagues who wish to self-identify.
We ensure reporting does not single out individuals based on their legal sex or gender identity and take precautions to prevent identification of individuals.
As of 31 March 2025, we have a 100% declaration for legal sex and a 77% declaration for gender identity.
Some colleagues identify as ‘Non-binary’ or ‘I use another term’. However, data is not reported as representation is less than 1%.
As of 31 March 2025, we have a 100% declaration for legal sex and a 77% declaration for gender identity.
Some colleagues identify as 'non-binary' or 'I use another term'. However, data is not reported as representation is less than 1%.
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Data table
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Data table
Gender reassignment
In addition to the question 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 60% declaration for this category.
We have some colleagues who identify as trans, however as these numbers are less than 1%, they are shown as 0% in our chart.
Some colleagues identify as trans, but as their numbers are below 1%, they are displayed as * in our reporting.
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Data table
Sexual orientation
We collect data on sexual orientation, with 92% of colleagues providing a response.
Some colleagues identify as 'ace/asexual' or 'I use another term'. However, data is not reported as representation is less than 1%.
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Data table
Marriage and civil partnership
We collect data on marital status from colleagues, with 68% providing a response.
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Data table
Pregnancy and maternity
We track maternity and parental leave data. For the year ending 31 March 2025:
- 115 women took maternity leave.
- 17 colleagues took shared parental leave.
- 122 men took paternity leave.
Caring responsibilities
We collect data on caring responsibilities from colleagues, with 71% providing a response.
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Data table
Parental responsibilities
We collect data on parental responsibilities from colleagues, with 71% providing a response.
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Data table
Declaration rates
Declaration rates vary across diversity characteristics. We have made some strong progress on rates but continue to engage with colleagues to build trust, knowledge and understanding of the importance of diversity data.
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Data table
