SEMCO MARITIME 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 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).
SEMCO MARITIME LIMITED submitted the following supporting narrative with their action plan:
We recognise that reducing our gender pay gap, particularly in the context of a male dominated offshore workforce, will take time and sustained effort. While structural change will not happen overnight, we are committed to making meaningful progress by improving representation, supporting inclusive career pathways, and embedding fair and transparent pay practices across our organisation.
Read SEMCO MARITIME LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
SEMCO MARITIME LIMITED 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.
SEMCO MARITIME LIMITED said:
Our actions focus on addressing the root causes of our gender pay gap, with particular emphasis on the male dominated nature of our offshore workforce.
Encourage employee development through actionable steps
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
SEMCO MARITIME LIMITED said:
We will maintain focus and accountability for progress.
Hold leaders accountable for improving gender representation and inclusion within their areas.
Review gender pay and workforce data annually to assess progress and inform future actions.
Communicate openly with employees about progress and challenges.
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.
SEMCO MARITIME LIMITED said:
We will support sustainable careers across different life stages.
Explore offshore rota flexibility where operationally feasible.
Support employees before, during, and after family related leave to maintain career continuity.
Encourage alternative career pathways between offshore and onshore roles where appropriate.
Review policies and procedures to meet the needs of employees experiencing menopause
Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
SEMCO MARITIME LIMITED said:
This Policy sets out the rights of employees experiencing menopausal symptoms and explains the support available to them.
Semco Maritime Ltd are committed to creating an open and supportive culture for their employees and want employees to feel comfortable speaking about how menopause related symptoms may be affecting them at work and be able to ask for the support they need to help manage their symptoms.
3. Embedded actions
SEMCO MARITIME LIMITED has indicated that the following actions are already an established part of their working practice.
Encourage applications from a range of candidates
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
SEMCO MARITIME LIMITED said:
We will take steps to improve gender balance within our offshore workforce over the long term.
Analyse offshore workforce data by role, grade, and discipline to identify priority areas.
Work with operational leaders to identify roles and career pathways where female participation can be increased.
Promote offshore roles more actively as viable, sustainable career options for a broader and more diverse talent pool.
Advertise leave policies in job adverts
Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
SEMCO MARITIME LIMITED said:
We will focus on retaining and developing women in offshore roles.
Ensure that offshore facilities, rotas, and working environments support an inclusive and safe workplace.
Provide development, mentoring, and career planning support for employees in offshore roles.
Monitor offshore progression and assignment opportunities by gender.
Set targets to improve gender representation
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
SEMCO MARITIME LIMITED said:
We will take steps to improve gender balance within our offshore workforce over the long term.
Analyse offshore workforce data by role, grade, and discipline to identify priority areas.
Work with operational leaders to identify roles and career pathways where female participation can be increased.
Promote offshore roles more actively as viable, sustainable career options for a broader and more diverse talent pool.
Increase transparency for pay, promotion and rewards
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
SEMCO MARITIME LIMITED said:
We will continue to ensure fairness and consistency in how employees are rewarded.
Carry out regular reviews of pay, allowances, and premiums to identify any unexplained differences.
Apply consistent role evaluation and salary frameworks across offshore and onshore roles.
Monitor starting pay and pay progression outcomes by gender.
Train managers to support employees experiencing menopause
Manager training can help organisations support employees experiencing menopause.
SEMCO MARITIME LIMITED said:
The Menopause is a natural event which happens when a person has not had a period for 12 months. There are several hormonal changes that happen in the body including a decrease in oestrogen, progesterone, and testosterone levels.
The Menopause usually occurs between the ages of 45 and 55 and typically lasts between 4 and 8 years. The average age for a person to reach menopause is fifty-one, however it can be earlier or later that this due to surgery, illness, or other reasons. Occasionally, menopausal symptoms can begin before the age of forty.
4. About SEMCO MARITIME LIMITED
- Registered address
- 37 Abercrombie Court Prospect Road, Arnhall Business Park, Westhill, Scotland, AB32 6FE
- Sector
- Manufacturing
- Person responsible
- David Hutchinson (Managing Director)