2017年-FCA英国金融行为监管局_annual_diversity_report_2016_17_26页_990kb

Summary of FCA Annual Diversity Report 2016/17

Core Content

The FCA's 2016/17 Annual Diversity Report outlines the organization's commitment to diversity and inclusion, emphasizing the importance of reflecting the society it serves and fostering an inclusive culture. It includes updates on the organization's diversity and inclusion (D&I) initiatives, workforce data, and future plans.

Main Objectives and Commitments

The FCA has four Public Sector Equality Duty (PSED) objectives:

• To be a destination employer
• To have an inclusive culture
• To ensure consumer access and insight
• To influence positive change in the financial services sector

The FCA is a signatory to the Women in Finance Charter, committing to:

• Achieve 45% female representation in the senior leadership team by 2020
• Achieve 50% female representation by 2025

Additionally, the FCA aims for 8% BAME representation in senior leadership by 2020 and 13% by 2025. It also has a focus on social mobility and mental health, collaborating with external organizations to address these issues.

Key Initiatives and Progress

Network Groups

• The FCA has seven network groups covering gender, ethnicity, disability, faith, sexual orientation, gender reassignment, and carers.
• Network group membership has increased throughout the year.
• In July 2016, two new network groups were launched: Carers Network and International Network.
• The Women's Network was rebranded to Balance to expand its focus to a broader gender agenda.

Mentoring Programs

• The FCA has implemented both external mentoring with Race for Opportunity and internal reverse mentoring where 36 senior leaders are mentored by 36 BAME colleagues.
• A mentoring program involving 15 BAME employees was also launched.

Diversity and Inclusion Advisory Group (DIAG)

• A new DIAG was formed to provide insights and challenge the Executive Diversity Committee (EDC) on D&I strategy and delivery.
• The group ensures that all levels of the organization are represented.

Training and Awareness

• Mandatory D&I training was introduced, including Unconscious Bias e-learning.
• The FCA has developed a framework of Equality Superusers to enhance Equality Impact Assessments (EIAs).

Recruitment and Accessibility

• An audit on recruitment inclusiveness was conducted, leading to improvements such as standardizing assessments, using blind CVs, and improving job advert templates.
• The FCA launched a programmatic advertising campaign to attract more diverse applicants.
• The Customer Contact Centre improved accessibility, offering services in multiple languages and working to the British Standards Institute Inclusive Service Delivery standard.

Consumer Access and Insight

• The FCA has focused on improving consumer access and understanding the impact of its policies on different groups.
• The Financial Lives survey was launched with 100,000 invitations sent out, aiming to produce a full report in summer 2017.
• The FCA has published an Occasional Paper on access to financial services and continues to work with organizations like Age UK, Shelter, Scope, and Mind.

External Engagement

• The FCA collaborates with various external diversity organizations, including Stonewall, Inclusive Employers, Business Disability Forum, and OUTstanding.
• It participated in Stonewall's Workplace Equality Index, placing 58th out of 439 submissions and 6th out of 36 financial services organizations.
• The FCA also hosted a TechSprint event in partnership with the Money and Mental Health Policy Institute to address financial challenges for people with mental health issues.

Workforce Data

Ethnicity

• 9% of Managers/Technical Specialists are from the BAME community, up slightly from 8.5% the previous year.
• 12% of promotions were from the BAME community, down 3 percentage points from last year.
• 28% of leavers were from the BAME community, up 4 percentage points from the previous year.

Disability

• 28% of employees have provided disability data.
• 26% do not have a disability, 1% have a disability, and 1% prefer not to say.
• The Embrace network group has been instrumental in promoting inclusiveness and accessibility in the workplace.

Gender

• 36% of the senior leadership team identify as female.
• The Balance network group has grown significantly, with 649 members by the end of 2017.

Faith and Belief

• 11% of employees are Christian.
• 11% have no religion or belief/are atheist.
• 3% prefer not to say.
• 1% are Muslim and 1% are Hindu.

Future Steps

• Implement BAME progression action plans and measure progress against targets in Q3.
• Review and improve diversity questionnaire to increase declaration rates.
• Conduct Business in the Community gender and race benchmark in Q2.
• Provide additional training for managers to enhance inclusive management practices.
• Analyze Financial Lives survey data to inform future equality analysis and policy development.
• Launch the Ageing Population Strategy in summer 2017.
• Create a working group to explore the links between D&I and the FCA's conduct agenda.

Conclusion

The FCA continues to prioritize diversity and inclusion, embedding these values into its corporate strategy and operations. It remains committed to being a role model for the financial services sector, with a focus on inclusivity, equal opportunities, and the development of a more representative workforce.