Skip to main content Skip to footer

Diversity and Inclusion at the PSR

The Women in Finance Charter

Diversity and Inclusion at the PSR

What does Diversity & Inclusion mean to the PSR?

Diversity is a subject which is close to our hearts at the PSR. As a regulator, one of our key objectives is to work on behalf of everybody who uses payment systems, ensuring that payment systems are operated and developed in a way that considers and promotes the interests of all people and organisations that use them.  

In order to represent the people and organisations that we serve – we are committed to building and sustaining a diverse and inclusive workplace, where our people can bring their whole selves to work. In order to achieve this goal, it is essential that we recruit, develop and retain a talented, engaged and diverse workforce.

In addition to gender diversity, our commitment to diversity and inclusion has a broader range which includes disability, ethnicity, LGBT and gender identity through to mental health and social mobility issues. 

Our Diversity & Inclusion Committee has representation from colleagues at all levels across the PSR.

The Women in Finance Charter

As proud signatories of the Women in Finance Charter, the PSR:

  • is committed to supporting the progression of women into senior roles.

  • has set targets both for gender and BAME representation.

  • senior leadership team will have their commitment to diversity and inclusion reflected in their performance objectives.

The combined PSR SLT/Manager population is currently 62% female – significantly above the 25.9% figure for the boards of UK FTSE 100 companies. The manager ratio is 56% female.



Gender diversity across the senior leadership of the PSR is already above 50%. As a small organisation, our target is to maintain a balance of 50% women in the leadership team, with a variance factor of plus or minus 10% and to continue to develop a balanced pipeline of talent through to 2025 and beyond.  (This is a broad range as, due to the size of our organisation, just one or two joiners or leavers can have a significant impact on gender balance.)

We are also committed to achieving a range of 8 – 15% BAME representation across our senior leadership team by 2025. Currently our BAME representation is at 8%.