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Diversity and inclusion

The Pensions Regulator is committed to valuing diversity, promoting equality of opportunity and creating inclusion both as an employer and as a regulator.

Our aim

Our aim:

  • as an employer is to create a working culture of fairness, dignity, respect, equality and opportunity for all
  • as a regulator is to provide an accessible and adaptable service for our customers that is appropriate to their needs

To support these aims The Pensions Regulator (TPR) already has a number of policies that promote equality, diversity and inclusion for our staff and customers.

The Equality Act 2010 also places a general public sector Equality Duty on us to have due regard to the need to:

  • eliminate unlawful discrimination, harassment and victimisation
  • advance equality of opportunity between different groups
  • foster good relations between different groups

This Equality Duty applies in all our day-to-day work – in shaping policy, in delivering services, and in relation to our employees.

We also have specific duties under the act. The specific duties require us to publish:

  • equality objectives
  • equality information
  • gender pay gap report

In order to further our aims and meet our legal responsibilities we set equality objectives and monitor equality information.

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

Equality objectives

The Equality Act (Specific Duties Regulations) requires us to prepare and publish equality objectives to demonstrate compliance with the general equality duty.

Our objectives cover our employees and our organisational policies and services. They reflect the areas which we consider should continue to be given the greatest attention to achieve our overall aim to encourage a diverse workforce and ensure we maintain an inclusive workplace culture, but they do not seek to reflect the entirety of our diversity and inclusion activity.

We work with a range of internal and external partners to progress these objectives, including our diversity networks, Stonewall and the Employers Network for Equality and Inclusion (ENEI).

We report on progress against our equality objectives twice a year to our Executive Committee and Remuneration Committee.

Employee focused objectives

We have three employee focused equality objectives for 2018-19:

  • disability – ensuring a supportive workplace for staff with physical disabilities
  • lesbian, gay, bisexual, transgender (LGBT+) – promoting TPR as an LGBT+ inclusive employer
  • flexible working – review the effective application of flexible working

Our measures of success are to:

  • achieve Disability Confident Employer (Level 2) certification
  • maintain diversity monitoring declaration rates on sexual orientation of 65% (74% in 2018)
  • maintain strong results in our employee survey with at least 75% of staff able to take advantage of flexible working opportunities (83% in 2017)

Organisational policies and services focused objectives

Our organisational policies and services focused objective is to:

  • ensure our regulatory activities take into account of equality and diversity issues in a systematic way

Our measures of success will be:

  • we can demonstrate that consideration of equality and diversity issues are integrated into TPR’s high risk regulatory activities

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

Workforce profile (PDF, 1.2mb, 1 page). 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. In future, we will utilise 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.