POSSABILITIES C.I.C.
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).
POSSABILITIES C.I.C. submitted the following supporting narrative with their action plan:
Our gender pay gap data has consistently shown a zero median pay gap and a negative mean pay gap, and 2026/27 is no exception to this. Our data indicated that that female employees are paid at least the same as male employees on average. We have a strong representation of women across all pay quartiles, including at senior levels and a female leadership team.
Our gender pay gap results indicate a fair and balanced pay position. Therefore this action plan is focused on maintaining these outcomes, supporting fair progression, and ensuring transparency and consistency in pay practices so that equality is sustained over time.
We have outlined 5 key objectives
Action 1: Maintain fair and transparent pay structures
Action 2: Review the gender pay impact of senior and specialist pay decisions
Action 3: Monitor progression and development opportunities
Action 4: Support retention and career continuity
Action 5: Strengthen data quality and reporting
As well as the additional ones identified through this platform.
A named senior leader is responsible for overseeing delivery of this action plan and reviewing progress annually alongside our gender pay gap report.
Read POSSABILITIES C.I.C.’s equality policies or strategy (opens their website in a new window)
2. Planned actions
POSSABILITIES C.I.C. 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)
POSSABILITIES C.I.C. said:
Monitor progression and development opportunities
What we will do
• Review access to progression opportunities such as promotions, acting‑up roles and specialist training
• Monitor outcomes by gender annually
Why
• To ensure equitable access to progression into higher‑paid roles over time
Owner
• People Team / Line Managers
Success measure
• Balanced gender representation maintained across all pay quartiles
Offer mentoring, sponsorship and other development programmes
About this action (Offer mentoring, sponsorship and other development programmes)
Read more about the action: Offer mentoring, sponsorship and other development programmes (opens in a new window)
POSSABILITIES C.I.C. said:
We are focusing on developing an internal succession programme, as part of this we are looking to introduce a mentoring scheme.
We will track the success of the programme by monitoring how many vacancies (aside from frontline roles) are filled by internal candidates and those that have completed the programme.
Offer occupational health advice to employees experiencing menopause
About this action (Offer occupational health advice to employees experiencing menopause)
Read more about the action: Offer occupational health advice to employees experiencing menopause (opens in a new window)
POSSABILITIES C.I.C. said:
We have an occupational health provision in place as well as an Employee Assistance programme - we will promote that employees can use these for support in regards to menopause, as currently they may not be aware of this.
We will monitor uptake through quarterly reports that we receive from the provider so that we know how many are affected by this in our organisation.
Conduct a menopause risk assessment for your workplace
About this action (Conduct a menopause risk assessment for your workplace)
Read more about the action: Conduct a menopause risk assessment for your workplace (opens in a new window)
POSSABILITIES C.I.C. said:
Although we have a policy, training and champion in place for menopause we do not have a current risk assessment therefore we will look to conduct this with our Menopause Champion and our staff advisory group to take a collaborative approach to this. From the risk assessment we can then identify further actions that we can implement.
3. Embedded actions
POSSABILITIES C.I.C. has indicated that the following actions are already an established part of their working practice.
Train managers to support employees experiencing menopause
About this action (Train managers to support employees experiencing menopause)
Read more about the action: Train managers to support employees experiencing menopause (opens in a new window)
POSSABILITIES C.I.C. said:
Our managers received specific menopause awareness training in 2024, this is also included in the health and wellbeing training that all our employees complete.
Increase transparency for pay, promotion and rewards
About this action (Increase transparency for pay, promotion and rewards)
Read more about the action: Increase transparency for pay, promotion and rewards (opens in a new window)
POSSABILITIES C.I.C. said:
What we will do
• Continue to use structured pay arrangements aligned to role, responsibility and skills
• Limit discretionary pay decisions
• Ensure pay reviews are applied consistently across the workforce
Why
• To protect our zero median gender pay gap and prevent unintended pay disparities
Owner
• People Director/ Finance Director
Success measure
• Continued zero or near‑zero median gender pay gap year‑on‑year
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)
POSSABILITIES C.I.C. said:
Support retention and career continuity
What we will do
• Continue to support flexible working where operationally appropriate
• Ensure employees returning from family‑related leave are supported and not disadvantaged in pay progression
Why
• Retention and continuity support long‑term pay equality and workforce stability
Owner
• People Team / Line Managers
Success measure
• No widening of gender pay gaps following periods of leave
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)
POSSABILITIES C.I.C. said:
We have a menopause champion in place and also did have a group that met to discuss menopause, the group hasn't been that well attended however the champion is still in place should anyone wish to seek support from them.
Offer workplace adjustments to employees experiencing menopause
About this action (Offer workplace adjustments to employees experiencing menopause)
Read more about the action: Offer workplace adjustments to employees experiencing menopause (opens in a new window)
POSSABILITIES C.I.C. said:
We already have Wellness action plans in place and a menopause policy that outlines what reasonable adjustments can be made. Managers have also been trained on appropriate adjustments that can be made or considered.
4. About POSSABILITIES C.I.C.
- Registered address
- Cherwell Centre, Cherwell Avenue, Heywood, Lancashire, OL10 4SY
- Sector
- Human health and social work activities
- Person responsible
- Freya Bleakley (People Director)