2016年-FCA英国金融行为监管局_building_an_inclusive_culture_1页_601kb

Building an Inclusive Culture Summary

Core Content

The document outlines the Financial Conduct Authority (FCA)’s commitment to fostering an inclusive culture that reflects the diversity of the UK society it serves. It highlights the importance of having a workforce that includes a wide range of perspectives and backgrounds to enhance the effectiveness of regulatory work. The FCA emphasizes that diversity is not just a value but a strategic advantage that strengthens its role as a regulator.

Main Views

• Valuing Diversity: The FCA recognizes that diversity among its employees is essential for making informed and effective regulatory decisions. They believe that differences contribute to a stronger and more effective organization.
• Reflecting Society: The organization aims to ensure that its people represent the UK population, including gender, ethnicity, and sexual orientation, to better serve and understand the communities they regulate.
• Leadership Representation: The FCA has set specific targets for the representation of women and BAME (Black, Asian, and Minority Ethnic) individuals in the Senior Leadership Team (SLT), aligning with broader goals of equity and inclusion in the financial sector.

Key Information

Diversity Statistics (as of 31 March 2016)

• Ethnicity:
  • White: 72%
  • BAME: 20%
  • Prefer not to say: 2%
  • Undeclared: 6%
• Senior Leadership Team (SLT) Ethnicity:
  • White: 92%
  • BAME: 3%
  • Prefer not to say: 1%
  • Undeclared: 4%
• Gender:
  • Female: 52%
  • Male: 48%
• Senior Leadership Team (SLT) Gender:
  • Female: 39%
  • Male: 61%
• Sexual Orientation:
  • Heterosexual/straight: 44%
  • Gay men: 2%
  • Lesbian: 1%
  • Prefer not to say: 4%
  • Undeclared: 49%

Staff Network Group Membership (as of 31 March 2016)

• Carer's Network: 60 members
• Embrace (Disability): 104 members
• InsideOut (LGBT): 117 members
• International Staff Network: 100 members
• Multi Faith: 55 members
• Spectrum (BAME): 235 members
• Women's Network: 590 members

Targets for 2020 and 2025

• Women in SLT:
  • 45% by 2020
  • 50% by 2025
• BAME in SLT:
  • 8% by 2020
  • 13% by 2025

The FCA has submitted these targets to the Treasury as part of its commitment to the Women in Finance Charter, demonstrating its proactive approach to improving diversity and inclusion within its leadership ranks. These targets are part of a broader strategy to ensure that the organization is representative and responsive to the needs of all UK citizens.