THE FINANCIAL CONDUCT AUTHORITY
Action plan 2026 to 2027

Contents

  1. Introduction
  2. Planned actions
  3. Embedded actions
  4. About THE FINANCIAL CONDUCT AUTHORITY

1. Introduction

What is an action plan?

Employers with 250 or more employees can produce and publish a voluntary action plan alongside their gender pay gap data. Their action plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause. Subject to legislation, these will be mandatory from spring 2027.

To create their action plan, the employer reviews a list of evidence-informed actions recommended by the government. They identify any that are already an established part of their working practice (‘embedded actions’), and choose at least 2 new actions to focus on (‘planned actions’).

You can see the full list of actions (opens in a new window) and guidance for employers on creating an action plan (opens in a new window).

THE FINANCIAL CONDUCT AUTHORITY submitted the following supporting narrative with their action plan:

We set out measures to address the gender pay gap in our organisation.

At the FCA, we take an evidence-led approach to understanding and addressing our pay gaps.

We recognise that we are more effective as a regulator when our workforce reflects the society we serve.

This action plan includes targeted interventions to improve the representation of women in senior roles and support a better gender balance across the organisation.

We’ll review this action plan every year. The full gender pay gap action plan can be found here:

https://www.fca.org.uk/about/diversity-equity-and-inclusion-our-progress/menopause-action-plan

Find out how the FCA is supporting employees experiencing menopause, including manager training, specialist advice, workplace adjustments and occupational health support here:

https://www.fca.org.uk/about/diversity-equity-and-inclusion-our-progress/menopause-action-plan

Read THE FINANCIAL CONDUCT AUTHORITY’s equality policies or strategy (opens their website in a new window)

2. Planned actions

THE FINANCIAL CONDUCT AUTHORITY has committed to working on these actions in the 2026 to 2027 reporting year:

Make job descriptions inclusive

About this action (Make job descriptions inclusive)
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
Read more about the action: Make job descriptions inclusive (opens in a new window)

THE FINANCIAL CONDUCT AUTHORITY said:

We continue to improve our recruitment practices and processes, including reviewing job descriptions and adverts to make sure they are inclusive. See here for further details: https://www.fca.org.uk/about/diversity-equity-and-inclusion-our-progress/gender-pay-gap-action-plan

Conduct a menopause risk assessment for your workplace

About this action (Conduct a menopause risk assessment for your workplace)
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
Read more about the action: Conduct a menopause risk assessment for your workplace (opens in a new window)

THE FINANCIAL CONDUCT AUTHORITY said:

Although we don’t offer a specific menopause risk assessment, our employees can have an occupational health assessment to see whether they need any adjustments. See here for further details: https://www.fca.org.uk/about/diversity-equity-and-inclusion-our-progress/menopause-action-plan

3. Embedded actions

THE FINANCIAL CONDUCT AUTHORITY has indicated that the following actions are already an established part of their working practice.

Encourage applications from a range of candidates

About this action (Encourage applications from a range of candidates)
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Read more about the action: Encourage applications from a range of candidates (opens in a new window)

Reduce unconscious bias in CV screening

About this action (Reduce unconscious bias in CV screening)
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Read more about the action: Reduce unconscious bias in CV screening (opens in a new window)

Use fair and structured interview techniques

About this action (Use fair and structured interview techniques)
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
Read more about the action: Use fair and structured interview techniques (opens in a new window)

Advertise leave policies in job adverts

About this action (Advertise leave policies in job adverts)
Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
Read more about the action: Advertise leave policies in job adverts (opens in a new window)

Advertise flexible working arrangements in job adverts

About this action (Advertise flexible working arrangements in job adverts)
Flexible working policies can aid work-life balance, especially for people with caring roles. Advertising flexibility can attract a wider, more diverse group of applicants.
Read more about the action: Advertise flexible working arrangements in job adverts (opens in a new window)

Automatically consider eligible employees for promotion

About this action (Automatically consider eligible employees for promotion)
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
Read more about the action: Automatically consider eligible employees for promotion (opens in a new window)

Encourage employee development through actionable steps

About this action (Encourage employee development through actionable steps)
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
Read more about the action: Encourage employee development through actionable steps (opens in a new window)

Offer mentoring, sponsorship and other development programmes

About this action (Offer mentoring, sponsorship and other development programmes)
Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
Read more about the action: Offer mentoring, sponsorship and other development programmes (opens in a new window)

Set targets to improve gender representation

About this action (Set targets to improve gender representation)
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Read more about the action: Set targets to improve gender representation (opens in a new window)

Increase transparency for pay, promotion and rewards

About this action (Increase transparency for pay, promotion and rewards)
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Read more about the action: Increase transparency for pay, promotion and rewards (opens in a new window)

Enhance and promote flexible working and leave policies

About this action (Enhance and promote flexible working and leave policies)
Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Read more about the action: Enhance and promote flexible working and leave policies (opens in a new window)

Train managers to support employees experiencing menopause

About this action (Train managers to support employees experiencing menopause)
Manager training can help organisations support employees experiencing menopause.
Read more about the action: Train managers to support employees experiencing menopause (opens in a new window)

Offer occupational health advice to employees experiencing menopause

About this action (Offer occupational health advice to employees experiencing menopause)
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Read more about the action: Offer occupational health advice to employees experiencing menopause (opens in a new window)

Set up menopause support groups and networks

About this action (Set up menopause support groups and networks)
Menopause support groups in your organisation can help provide peer support, information and guidance.
Read more about the action: Set up menopause support groups and networks (opens in a new window)

Offer workplace adjustments to employees experiencing menopause

About this action (Offer workplace adjustments to employees experiencing menopause)
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Read more about the action: Offer workplace adjustments to employees experiencing menopause (opens in a new window)

Review policies and procedures to meet the needs of employees experiencing menopause

About this action (Review policies and procedures to meet the needs of employees experiencing menopause)
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Read more about the action: Review policies and procedures to meet the needs of employees experiencing menopause (opens in a new window)

4. About THE FINANCIAL CONDUCT AUTHORITY

Registered address
12 Endeavour Square, London, England, E20 1JN
Sector
Administrative and support service activities, Public administration and defence; compulsory social security