EBOR ACADEMY TRUST
Action plan 2026 to 2027
Contents
1. Introduction
What is an action plan?
Employers with 250 or more employees can produce and publish a voluntary action plan outlining how they intend to address their gender pay gap and support employees experiencing menopause. Subject to legislation, these will become mandatory from spring 2027.
To create their action plan, employers review a list of evidence-informed actions recommended by the government. They identify any they already routinely do (‘embedded actions’), and choose some new actions to work on for the first time or build on something they are already doing (‘planned actions’). They must choose at least 2 planned actions:
- one must address an organisation’s gender pay gap
- one must support employees experiencing menopause
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).
For more detail on the process, see the gender pay gap and action plan guidance (opens in a new window).
EBOR ACADEMY TRUST submitted the following supporting narrative with their action plan:
This Gender Pay Gap Action Plan has been developed in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. It supports our statutory reporting obligations and reflects our commitment to advancing equality, diversity and inclusion across our primary education setting.
As an employer of teachers, leadership staff and support staff, we recognise that structural, occupational and cultural factors may contribute to gender pay disparities. This plan sets out the strategic actions we will take to address these factors in a sustainable and measurable way.
We have made demonstrable progress in reducing our gender pay gap, which has decreased from 19.36% to 16.4% over the past two reporting years. This reflects the positive impact of steps already taken to improve fairness in pay and progression. However, we recognise that further work is required to sustain this trajectory and address underlying causes.
Read EBOR ACADEMY TRUST’s equality policies or strategy (opens their website in a new window)
2. Planned actions
EBOR ACADEMY TRUST has committed to working on these actions in the 2026 to 2027 reporting year:
Make job descriptions inclusive
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
EBOR ACADEMY TRUST said:
We will strengthen inclusive recruitment practices across teaching and support roles by:
• Ensuring all job advertisements use inclusive, gender-neutral language
• Promoting roles in a way that supports diverse applicants, including underrepresented groups
• Monitoring diversity data at each stage of the recruitment process (application, shortlisting and appointment)
Encourage applications from a range of candidates
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
EBOR ACADEMY TRUST said:
We will improve our use of workforce data to inform decision-making by:
• Tracking gender representation across roles, grades and leadership positions
• Monitoring recruitment, retention, progression and turnover data
• Reviewing all people-related policies to ensure they are equitable and inclusive in practice
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.
EBOR ACADEMY TRUST said:
Recognising the importance of flexible working within the education sector, we will:
• Enhance our flexible working policy to simplify the application process
• Expand access to flexible working arrangements, including part-time, job share and flexible leadership roles
• Promote flexible working as a viable option at all levels, including senior leadership positions
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.
EBOR ACADEMY TRUST said:
We will enhance staff wellbeing provision with a particular focus on gender-specific needs by:
• Providing targeted support relating to menopause and women’s health
• Strengthening support for staff during early family life, including maternity, paternity and return-to-work arrangements
• Promoting access to wellbeing resources and support services across all staff groups
3. Embedded actions
EBOR ACADEMY TRUST has indicated that the following actions are already an established part of their working practice.
Automatically consider eligible employees for promotion
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
EBOR ACADEMY TRUST said:
To address potential barriers to progression, particularly into leadership roles, we will:
• Implement structured succession planning across teaching and leadership roles
• Develop and utilise diverse talent pools for promotion and development opportunities
• Ensure promotion and acting-up opportunities are transparent and based on clear, objective criteria
• Introduce measures to mitigate unconscious bias in selection and progression decisions
To balance previous inequity, all appointments to Executive Head Teacher positions were female and were promoted on the basis of unbiased succession planning.
4. About EBOR ACADEMY TRUST
- Registered address
- Ebor Business And Training Centre The Leyes, Osbaldwick, York, England, YO10 3PR
- Sector
- Education