Equality, diversity and inclusion
We are focused on ensuring that workplace pensions work for everyone, regardless of their background or identity. That means helping to reduce inequalities in the pensions system and ensuring the governance of pension schemes benefit from diverse thought and experience.
As an employer, we are committed to leading by example by being fair and inclusive. By better reflecting the diverse society we serve and by attracting and retaining diverse talent, we are more effective in our decision-making so that all savers are protected and get value for money.
Updated: 12 October 2026
Equality approach
- A high-performing regulator - our approach to Equality, Diversity, and Inclusion (EDI)
PDF 155KB - Published : October 2026
Public Sector Equality Duty (PSED)
The Equality Act 2010 places a general Public Sector Equality Duty on TPR to ensure we:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010
- advance equality of opportunity between people who share a relevant protected characteristic and those who do not
- foster good relations between people who share a relevant protected characteristic and those who do not
TPR also has specific duties to publish:
- gender pay gap information (annually)
- equality information on our employees and people affected by our policies (annually)
- our equality objectives (at least every four years)
How we comply with PSED duties
Equality impact assessments
We undertake equality impact assessments to inform decision-making, including in the process of developing regulatory policy and in our procurement activities and approvals.
Reporting
Our gender pay gap information is published on our website annually. Equality information on our employees is published in our annual report and accounts. Our equality objectives are published in our equality approach.
Training and guidance
We support employees to understand the PSED through training completed as part of onboarding, as well as bespoke training for decision makers, and guidance when completing equality impact assessments.
User-centred design
We have a dedicated User-Centred Design team who conduct user research, design and testing to ensure products and services meet the needs of diverse users.
Customer support
We conduct interviews with more than 200 customers every month regarding their experience of contacting us. We monitor complaints for any relating to our treatment of anyone with any of the protected characteristics.
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.
Diversity pay gap report 2025
Published: March 2026
Diversity pay gap report 2024
Published: March 2025
Diversity pay gap report 2023
Published: March 2024
You can find older diversity and gender pay gap reports on the National Archives website.
Making our information accessible
We provide information in alternative formats on request, including for large font, audio and easy read publications. We make sure our website complies with Web Content Accessibility Guidelines.
We also test that our website works with assistive technologies, such as screen readers, to make the site easier for everyone to use.