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Equality, 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 established an Equality, Diversity and Inclusion Committee to lead our internal and external diversity and inclusion agenda, provide direction and take decisions on equality, diversity and inclusion matters and champion inclusion throughout our organisation.

In June 2021, we published our first Equality, diversity and inclusion strategy 2021 to 25.

You can find out more about our Equality, diversity and inclusion strategy, equality information, and diversity pay gap report below.

Equality, diversity and inclusion strategy

Our Equality, diversity and inclusion strategy sets out how we plan to create a fairer and more inclusive culture across the pensions industry, and work with others to address inequality among savers.  

A video of our webinar discussing the EDI strategy is also available to watch. 

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.

Diversity pay gap

Gender pay gap legislation introduced in 2017 requires all employers with 250 or more employees to report annually on their gender pay and bonus gaps. We’ve also published details of our disability, ethnicity and sexual orientation pay gap data.

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