The Southfield 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).
The Southfield Trust submitted the following supporting narrative with their action plan:
Our Gender Pay Gap Action Plan is rooted in the values set out in the Southfield Trust's equality policy, which emphasises fairness, inclusion and the advancement of equality of opportunity for all staff. We recognise that reducing the gender pay gap requires a sustained focus on supporting employee development and removing barriers that may disproportionately affect women across the Trust.
To achieve this, we are committed to creating clear and actionable development pathways for all employees. This includes promoting access to professional learning, mentoring opportunities and transparent progression routes, ensuring that staff are empowered to develop their skills, confidence and career aspirations.
A key priority within this plan is equipping managers with the knowledge and tools to support colleagues effectively, including targeted training on menopause awareness. By increasing understanding of the impact of menopause in the workplace, we aim to foster a supportive culture where open conversations are encouraged, reasonable adjustments are made where appropriate, and staff feel valued and retained within the organisation.
Through these actions, we will continue to embed inclusive practices, strengthen staff wellbeing and drive meaningful progress in closing our gender pay gap.
Read The Southfield Trust’s equality policies or strategy (opens their website in a new window)
2. Planned actions
The Southfield Trust 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)
The Southfield Trust said:
Although we have strong leadership programmes and a large amount of structured CPD for all staff. We are looking to develop our Teaching Assistants by encouraging those with degrees to access the Post Graduate Teaching Apprentice - allowing them to gain their QTS, which may otherwise have been impossible, if they were required to leave and take a year out to complete this.
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)
The Southfield Trust said:
During the year, the Trust has taken steps to support colleagues experiencing menopause through a combination of awareness and wellbeing initiatives. This has included facilitating access to a menopause workshop, with representation from senior leaders, and promoting menopause support resources across sites through communication campaigns (including QR code signposting in receptions and offices). The Trust has also explored further engagement opportunities, including consideration of additional sessions in response to staff need.
Whilst provision has been established, engagement levels have been variable, and this remains an area for further development to ensure support is accessible, visible, and well-utilised by staff.
3. Embedded actions
The Southfield Trust has indicated that the following actions are already an established part of their working practice.
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)
The Southfield Trust said:
The Teachers Pay Policy is displayed on the Trust Website.
The recruitment processes for new staff are the same for internal promotion (mixed panel, fair questions and scoring).
Succession Planning is well embedded and Leadership Sessions are provided monthly for staff to build on their existing skills.
Make job descriptions inclusive
About this action (Make job descriptions inclusive)
Read more about the action: Make job descriptions inclusive (opens in a new window)
The Southfield Trust said:
The Southfield Trust ensures all adverts include a clear Equal Opportunities statement, confirming the Trust’s commitment to:
Non-discrimination, promoting diversity in the workforce and the safeguarding and promoting the welfare of children.
Adverts are written using:
Gender-neutral language, clear descriptions to avoid excluding candidates unfamiliar with terminology. There is a clear focus on skills and behaviours rather than unnecessary requirements.
Encourage applications from a range of candidates
About this action (Encourage applications from a range of candidates)
Read more about the action: Encourage applications from a range of candidates (opens in a new window)
The Southfield Trust said:
The Trust uses are range of recruitment methods (ESCC jobs page, DfE vacancies), local job centre and recruitment charities to reach diverse candidate pools. The Trust also attends Careers Fairs and offers apprenticeships to those with special educational needs, as well as school leavers and post 25 learners who are trying to broaden their skills.
Forms are accessible via mobile and Microsoft forms is an option for applying for roles, ensuring IT is not a barrier.
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)
The Southfield Trust said:
Reducing unconscious bias is embedded by using the following methods:
The HR team follow Keeping Children Safe In Education (KCSIE) legislation regarding recruitment and ensure that any protected characteristics are removed from the application form, prior to shortlisting. The Trust ensure all disabled applicants receive an interview, if they meet the essential criteria.
The Trust have a mixed gender panels.
Career breaks for raising children are considered a positive experience in building the skills required to work within our Trust Schools.
Use fair and structured interview techniques
About this action (Use fair and structured interview techniques)
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The Southfield Trust said:
At least one member of staff interviewing has completed Safer Recruitment training.
The panel consists of at least 2 members of staff.
The interviews includes a practical element, which is either a skills test or time in class, dependent on the role.
Interview questions are pre-defined to determine leadership qualities, teaching and learning experience and knowledge of inclusion and safeguarding.
Scoring is consistent and the same method of calculation applied to all candidates.
Set targets to improve gender representation
About this action (Set targets to improve gender representation)
Read more about the action: Set targets to improve gender representation (opens in a new window)
The Southfield Trust said:
The gender pay gap is not an issue in our organisation. We are able to recruit for a number of different roles, including leadership, so no targets to reduce the gap is required.
4. About The Southfield Trust
- Registered address
- The Lindfield School, Lindfield Road, Eastbourne, East Sussex, England, BN22 0BQ
- Sector