Women in Finance Charter and gender pay gap reporting
FSCS is proud to be a signatory of the Women in Finance Charter, promoting gender diversity in financial services.
Gender pay gap reporting
FSCS recognises transparency and gender pay gap reporting as a critical part of driving change; publishing this data regularly, including before our organisation reached the size where this became a requirement.
For the year 2025/26, our gender pay gap was 2.3% in favour of females, compared to the 2025 national average of 6.9% in favour of males.
FSCS’s gender pay gap employer report is available here on the government website.
How we calculate our gender pay gap
Our gender pay gap is calculated in line with government guidance. More information can be found here on the government website.
Women in Finance Charter
FSCS is proud to be signatory to the Women in Finance Charter.
The charter is a commitment by HM Treasury and signatory firms to work together to build a more balanced and fairer industry. Firms that sign up are pledging to become one of the best businesses in the sector.
To drive our progress towards gender parity, we measure the number and percentage of women at all levels of the organisation.
Female representation in senior management
Increasing the representation of women in senior roles remains a key priority. Research has provided evidence to support the premise that people who differ from one another in gender, ethnicity or other characteristics bring a diversity of perspectives to an organisation which in turn enhances creativity and lessens group-think scenarios. Studies have shown that women in leadership provide organisations with greater innovation and increased growth.
To allow FSCS to leverage these benefits, it was agreed that an equal split in the management population would provide the diversity of thought, skills and innovation required to meet our new five year strategy: to continuously improve how we operate, deliver value, and prepare for the challenges and opportunities ahead, all set out in a three-point plan.
We have introduced gender-diverse recruitment panels and are delivering inclusive recruitment training for all hiring managers. We run a female-specific leadership programme to equip female colleagues with the skills and abilities to progress into leadership roles. We also offer generous paid leave for parents and carers.
When we signed up to the Charter in February 2018, we had 33% female representation, and our target was 50% women in management roles by December 2022. As of September 2026, we still have 33% female representation in senior management. We believe we are on track to meet our Charter target of 50% by our deadline of April 2031. Our female representation in our Executive Committee is 67% and our Board is 50% and therefore match or exceed the 50% target. However, our overall female representation is still 33%, falling short of our ambitious target.
We believe being bold and brave in our targets and actions is the way to achieve change so we will continue to push for gender representation within our Senior Leadership Community.