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Diversity and inclusion

The Pensions Regulator (TPR) recognises the important role that diversity and inclusion has to play in supporting us as a regulator and as an employer. It is important as a regulator in providing more innovation and creativity in our approach to solving problems - leading to better decisions, outcomes and policy that help us achieve our objectives. It is also important as an employer to create a diverse and inclusive culture where people can come to work and be themselves.

To achieve these aims we have recently established a Diversity and Inclusion Committee which will lead our internal and external diversity and inclusion agenda, provide direction and take decisions on diversity and inclusion matters and champion inclusion throughout our organisation.

The Committee is responsible for achieving our 2020-21 equality objective to develop a four-year strategy and action plan, ensuring all elements of TPR’s internal and external diversity and inclusion obligations and aspirations are identified, with accompanying strategy, action plans and measures put in place to monitor progress. This includes TPR’s responsibilities under the Public Sector Equality Duty.

Our equality objectives progress reports, equality information, and gender pay gap report can be found below

Equality information

The Equality Act 2010 (Specific Duties Regulations) requires us to publish information on an annual basis to demonstrate compliance with the general equality duty.

This includes information relating to employees and those who are affected by our policies and practices.

Information on our employees

For more information about our employees see our staff diversity and inclusion information. This information is also published in our Annual Report and Accounts.

Information on our policies and services

Our Public Sector Equality Duty objective ensures that our regulatory activities take account of equality and diversity issues in a systematic way. We do this in a number of ways including conducting interviews with over 200 customers every month regarding their experience of contacting us and monitoring of complaints for any which relate to our treatment of anyone with any of the protected characteristics. We use equality impact assessments in the process for developing regulatory policy.

Gender pay

Employers with 250 or more employees must publish and report specific figures about their gender pay gap.

Our gender pay gap report presents our data and the action we are taking to address the gap.