Annual reports on the gender and ethnicity pay gaps, with this year marking the first publication of the disability pay gap.
Welcome to HCPC's gender, ethnicity and disability pay gaps report using data in April 2024. Our commitment to Equality, Diversity, and Inclusion (EDI) is integral to our vision of being recognised as an actively anti-discriminatory organisation that champions best practices in equality, diversity, and inclusion. This vision aligns with our Corporate Strategy 2021-26 and our Values, which have EDI at their core.
EDI is fundamental to HCPC’s role as a high-performing compassionate regulator, ensuring public protection through evidence-based regulation. In this report, we provide an analysis of our gender, ethnicity and disability pay gaps. This data is presented for the snapshot date of 5 April 2024, covering 293 employees. We adhere to the government's gender pay gap reporting requirements for all HCPC employees.
Additionally, we continue to report on our ethnicity pay gap, and this is the first year we are reporting on our disability pay gap, going beyond legal requirements in line with our commitment to transparency and our strategic ambitions. While not legally required, analysing and publishing data on ethnicity and disability along gender pay gaps allows us to identify areas for improvement and contribute to important discussions on challenges faced by ethnic minority and disability communities within the workforce.
Our ambition, as outlined in our People Strategy, is to reduce our ethnicity pay gap and maintain a minimal gender pay gap. To achieve this, we will closely monitor our Key Performance Indicators (KPIs) and measure the impact in alignment with our People Strategy.
Thank you for engaging with our report. It reflects our dedication to transparency, accountability, and our ongoing commitment to fostering an inclusive workplace.
Bernie O'Reilly
Chief Executive & Registrar