RAYLEIGH SCHOOLS 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 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).
RAYLEIGH SCHOOLS TRUST submitted the following supporting narrative with their action plan:
Rayleigh Schools Trust is committed to creating an inclusive, equitable environment where all staff can thrive. With women making up 84.06% of our workforce, our Equality, Diversity, and Inclusion (EDI) objectives focus on removing barriers to career progression, ensuring fair recruitment, and supporting staff wellbeing across all life stages.
While equal pay reviews confirm staff in equivalent roles are paid equally, our pay gap reflects overall workforce demographics. To address this, our targeted action plan focuses on embedding anonymised recruitment via the Every HR platform to mitigate unconscious bias, actively promoting transparent flexible working policies across all job adverts, and delivering dedicated menopause support.
We monitor our progress regularly to ensure our policies drive long-term retention, leadership diversity, and equity across all pay quartiles.
To view our full related policies, and statutory documents, please visit the Rayleigh Schools Trust website on the link provided.
Read RAYLEIGH SCHOOLS TRUST’s equality policies or strategy (opens their website in a new window)
2. Planned actions
RAYLEIGH SCHOOLS TRUST has committed to working on these actions in the 2026 to 2027 reporting year:
Reduce unconscious bias in CV screening
About this action (Reduce unconscious bias in CV screening)
Read more about the action: Reduce unconscious bias in CV screening (opens in a new window)
RAYLEIGH SCHOOLS TRUST said:
To foster inclusive recruitment across all leadership and operational tiers, the Trust has implemented the Every HR platform across all schools to enforce anonymised candidate screening for shortlisting panels.
Applications and supporting statements are automatically stripped of candidate names, contact details, gender, and personal data before being made available to interviewing managers. Shortlisting panels evaluate candidate submissions strictly on an anonymised, objective basis.
Eliminating potential unconscious bias during early-stage screening encourages a diverse candidate pool, particularly for senior teaching and leadership roles, supporting balanced progression into higher pay quartiles over time.
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)
RAYLEIGH SCHOOLS TRUST said:
To enhance workplace flexibility and support staff retention, the Trust has published an updated Flexible Working Policy and guidance, ensuring clear and transparent processes across all schools.
We proactively promote flexible working opportunities, including job shares, flexible hours, and phased returns, directly within our job advertisements to attract and retain candidates at all career stages.
By embedding accessible, transparent flexible working practices across all roles, the Trust empowers staff to balance professional career progression with personal commitments, driving equal opportunities and retention across higher pay quartiles.
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)
RAYLEIGH SCHOOLS TRUST said:
The Trust actively fosters an inclusive culture by establishing dedicated menopause support groups and peer networks, such as our active group at The Sweyne Park School, of which will be a focus to embed at Glebe Primary.
These groups provide a confidential, supportive environment for regular dialogue, practical advice, and peer connection. By facilitating open discussions around perimenopause and menopause, we destigmatise workplace experiences and ensure staff feel valued and supported across all career stages.
This initiative plays a vital role in maintaining high staff retention and wellbeing across our female workforce, which comprises over 84% of our total employees.
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)
Read more about the action: Review policies and procedures to meet the needs of employees experiencing menopause (opens in a new window)
RAYLEIGH SCHOOLS TRUST said:
To ensure an inclusive and supportive working environment, the Trust has developed and implemented a comprehensive, accessible Trust-Wide Menopause Policy and guidance across all schools.
The policy clearly outlines available workplace adjustments, support pathways, and flexible working options to empower employees experiencing perimenopause or menopause to thrive in their roles.
By establishing transparent procedures and reviewing our workplace practices, we foster a supportive culture that promotes staff wellbeing, career longevity, and retention across our predominantly female workforce.
3. About RAYLEIGH SCHOOLS TRUST
- Registered address
- The Sweyne Park School, Sir Walter Raleigh Drive, Rayleigh, Essex, SS6 9BZ
- Sector
- Education