AVIOS GROUP (AGL) LIMITED
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 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).
AVIOS GROUP (AGL) LIMITED submitted the following supporting narrative with their action plan:
Our Gender Pay Gap is driven by structural workforce factors rather than differences in pay for equivalent work. Analysis of our data identifies four key drivers:
• Representation across senior and specialist roles.
• The size and stability of our workforce, meaning individual appointments and low attrition have a proportionally greater impact.
• The availability of diverse external talent in some specialist disciplines.
• Working patterns, particularly the high proportion of women working part time and the impact this has on statutory bonus reporting.
Everything in our action plan will link back to one or more of these drivers.
We recognise that reducing our Gender Pay Gap requires sustained, evidence-led action. Our analysis shows that the gap is influenced by workforce composition, representation across senior roles, external talent pipelines and working patterns. We do not have differences in pay for equivalent work.
We've chosen actions that address these structural drivers while supporting a more inclusive workplace for all colleagues. Alongside our commitment to inclusive recruitment and career development, we continue to invest in flexible working, enhanced parental support, colleague networks and our menopause community. We will monitor the impact of these actions through workforce data and review our progress annually.
Read AVIOS GROUP (AGL) LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
AVIOS GROUP (AGL) LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Encourage employee development through actionable steps
About this action (Encourage employee development through actionable steps)
Read more about the action: Encourage employee development through actionable steps (opens in a new window)
AVIOS GROUP (AGL) LIMITED said:
Why this action
Workforce data shows where gender differences exist, but not always why. We want to understand women’s experiences of attraction, progression, development and retention.
What we're doing
We have appointed Utopia, an external partner, to lead independent listening with representative colleague groups, including a women-only group. The findings will shape recommendations, future training and actions to strengthen gender equity.
How we'll measure success
• Completion of the listening programme and delivery of recommendations.
• Approval and delivery of new development courses.
• Progress in future reporting and improvements in OHI and Qualtrics belonging measures.
Set up menopause support groups and networks
About this action (Set up menopause support groups and networks)
Read more about the action: Set up menopause support groups and networks (opens in a new window)
AVIOS GROUP (AGL) LIMITED said:
Why this action?
Menopause can affect colleagues directly and indirectly. A menopause-inclusive culture reduces stigma, encourages open conversations and helps colleagues feel supported throughout their careers.
What are we doing?
We provide guidance, manager learning, a colleague community, access to Peppy, curated resources, awareness campaigns and expert-led learning, including World Menopause Day activities. We have also signed the Workplace Menopause Pledge.
How will we measure success?
• Delivery and participation in planned activities.
• Colleague feedback on the accessibility and effectiveness of support.
• Annual review of feedback and our menopause support offer.
3. Embedded actions
AVIOS GROUP (AGL) LIMITED has indicated that the following actions are already an established part of their working practice.
Enhance and promote flexible working and leave policies
About this action (Enhance and promote flexible working and leave policies)
Read more about the action: Enhance and promote flexible working and leave policies (opens in a new window)
AVIOS GROUP (AGL) LIMITED said:
Why this action
Parental leave can affect women’s earnings, progression and opportunities. Inclusive leave for primary parents and co-parents supports more equal sharing of care and reduces career and pay disadvantages.
What have we done?
Our Family Leave guidelines provide 26 weeks’ full pay for primary parents and eight weeks for co-parents, with flexible timing. Primary parents can phase their return at 80% of hours for full pay for four weeks and receive 25,000 Avios. Support includes adoption, IVF, surrogacy and pregnancy loss.
How we’re measuring success:
We monitor uptake, phased-return use and feedback, and review the guidelines annually.
4. About AVIOS GROUP (AGL) LIMITED
- Registered address
- Waterside, Speedbird Way, Harmondsworth, United Kingdom, UB7 0GB
- Sector
- Administrative and support service activities
- Person responsible
- Helen Miller (Chief People & Communications Officer)