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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 and has set targets both for gender and BAME representation
  • our senior leadership team have their commitment to diversity and inclusion reflected in their performance objectives
  • the combined PSR SLT/Manager population is currently 64% female, our manager ratio is 60% female and 38% of our board members are female.

At firms making up the FTSE 100, 32.1% of board members are women, up from 30.2% in 2018.  

In the FTSE 250, progress is slower – with women making up 27.5% of board members by November 2018.

Targets

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 the end of 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 our gender and BAME representation).

We are also committed to achieving at least 8 – 15% BAME representation across our senior leadership team by the end of 2025. 
 
Currently our BAME representation at senior leadership level is at 7%, whilst representation across the organisation is at 24%.