Diversity at ICAS
ICAS is committed to further increasing the diversity of its membership and organisation and to reducing the gender-pay gap amongst its employees.
Diversity within ICAS and its membership
ICAS recognises the benefits of having a diverse membership and sees widening diversity as an essential facet of a modern and global profession. Our multiple geographic roots and an increasingly international approach will continue to inform this perspective.
A greater diversity of ideas, skills, regional and industry experience, knowledge, ethnicity and gender throughout ICAS’ membership is also very important for the continuing long-term success of the CA profession.
Additionally, this approach applies to the composition of our internal staffing and to the composition of ICAS Council and its supporting Boards, Committees and Panels.
ICAS gender-pay reporting
Gender-pay reporting is part of the UK Government’s strategy to reduce the gender-pay gap within a generation.
The current gender-pay reporting requirements came into effect on 6 April 2017 as an amendment to the Equality Act 2010. These compel employers with 250 employees or more to publish prescribed statistics relating to UK employee pay.
Whilst ICAS employs fewer than 250 employees, we have decided to voluntarily publish our gender-pay report and take a leading position in supporting the transparency of gender pay.
We continue to be committed to learning more about our pay gap and introducing further measures to reduce it going forward.