This data is presented for the snapshot date of 5 April 2023, covering 277 employees and, 288 partners.
Foreword
Welcome to HCPC's Pay Gap Reports using data from April 2023. 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 and ethnicity pay gaps. This data is presented for the snapshot date of 5 April 2023, covering 277 employees and, 288 partners. We adhere to the government's gender pay gap reporting requirements for all employees, including partners, and separately report on our employees, excluding partners.
Additionally, we continue to report on our ethnicity 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 both gender and ethnicity pay gaps allows us to identify areas for improvement and contribute to important discussions on challenges faced by ethnic minority 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