LEARNING CURVE GROUP LIMITED

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About LEARNING CURVE GROUP LIMITED
What are employers required to submit?

Any employer with 250 or more employees on their ‘snapshot date’ at the end of the financial year must submit both:

  • a gender pay gap report showing their breakdown of pay and bonuses by gender
  • an action plan outlining how they intend to address the gender pay gap and support employees experiencing menopause – these are voluntary for the 2026 to 2027 reporting year

For more detail, see the gender pay gap and action plan guidance for employers (opens in a new window).

1. Latest gender pay gap report (2026 to 2027)

Women’s median hourly pay
3.4%
lower
Women made up
51.1%
64.8%
Women who received bonus pay
68.6%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

LEARNING CURVE GROUP LIMITED submitted the following supporting narrative with their action plan:

At Learning Curve Group, equality, diversity and inclusion remain central to our approach as both an employer and education provider. Through our annual EDI reporting and ongoing workforce analysis, we continue to monitor representation, progression, recruitment and reward to ensure opportunities are accessible and equitable for all colleagues. Our latest EDI report shows that workforce diversity remains broadly stable across protected characteristics, with positive progress in areas such as gender representation in traditionally male-dominated functions, leadership development and support for colleagues with disabilities. We have also strengthened our workforce insight by bringing together recruitment, workforce and progression data, providing a more comprehensive understanding of outcomes across the organisation. Whilst our gender pay gap continues to be influenced by workforce composition and the distribution of roles across different functions, we remain committed to promoting fair recruitment, development and progression opportunities. Our priorities include improving visibility of progression outcomes, supporting diverse leadership pipelines and continuing to create an inclusive culture where all colleagues can develop and succeed.

Read more about this organisation’s equality policies or strategy on their website (opens in a new window)

Action plan

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 plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause.

This will be mandatory from spring 2027, subject to legislation.

To create an action plan, employers review a list of evidence-informed actions recommended by the government. They can 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).

LEARNING CURVE GROUP LIMITED added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Set targets to improve gender representation
  • Encourage employee development through actionable steps
  • Train managers to support employees experiencing menopause
  • Conduct a menopause risk assessment for your workplace

They indicated that the following ‘embedded’ actions are already an established part of their working practice:

  • Encourage applications from a range of candidates
  • Advertise leave policies in job adverts
  • Make job descriptions inclusive
  • Use fair and structured interview techniques
  • Set up menopause support groups and networks
  • Advertise flexible working arrangements in job adverts
  • Offer workplace adjustments to employees experiencing menopause

View the full action plan

3. All gender pay gap reports and action plans

Reporting year Submission type Status Action
2026 to 2027 Gender pay gap report Submitted View report
Action plan (optional) Submitted voluntarily View action plan
2025 to 2026 Gender pay gap report Submitted View report
2024 to 2025 Gender pay gap report Submitted View report
2023 to 2024 Gender pay gap report Submitted View report
2022 to 2023 Gender pay gap report Submitted View report
2021 to 2022 Gender pay gap report Submitted View report
2020 to 2021 Gender pay gap report Submitted View report
2019 to 2020 Gender pay gap report Submitted View report
2018 to 2019 Gender pay gap report Submitted View report
2017 to 2018 Gender pay gap report Submitted late on
9 April 2018 		View report

4. About LEARNING CURVE GROUP LIMITED

Registered address
Learning Curve Group, 1-10 Dunelm Rise, Durhamgate, Spennymoor, England, DL16 6FS
Sector
Administrative and support service activities
Employee headcount
(on 5 April 2026)
500 to 999 employees