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CHINGFORD ACADEMIES TRUST
Action plan 2026 to 2027

Contents

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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).

CHINGFORD ACADEMIES TRUST submitted the following supporting narrative with their action plan:

Chingford Academies Trust (CAT) is committed to creating an inclusive, welcoming and aspirational learning environment where every student, member of staff and stakeholder is valued and respected. Serving schools across Chingford, the Trust’s values of Collaboration, Integrity, Friendship, Leadership, Enthusiasm and Respect underpin its approach to equality, diversity and inclusion. CAT’s pupil-centred ethos ensures that all learners are supported to achieve their full potential, regardless of background or circumstance. The Trust promotes a culture where diversity is celebrated, barriers to achievement are challenged and opportunities are accessible to all. Through its commitment to community, ambition and excellence, CAT strives to foster a sense of belonging and mutual respect across its schools. Our equality, diversity and inclusion objectives focus on promoting fairness, improving outcomes for all learners, developing an inclusive workforce and ensuring that every individual feels empowered to contribute and succeed within our thriving educational community.

Based on information from [Chingford Academies Trust](https://www.chingfordacademiestrust.org.uk/Welcome/?utm_source=chatgpt.com) and its published vision and values. ([chingfordacademiestrust.org.uk][1])

[1]: https://www.chingfordacademiestrust.org.uk/Welcome/?utm_source=chatgpt.com "Chingford Academies Trust - Welcome"

Read CHINGFORD ACADEMIES TRUST’s equality policies or strategy (opens their website in a new window)

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2. Planned actions

CHINGFORD ACADEMIES TRUST has committed to working on these actions in the 2026 to 2027 reporting year:

Encourage employee development through actionable steps

About this action

Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Ensure all internal adverts are visible to employees via all staff emails and bulletins

Set targets to improve gender representation

About this action

Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Target more males to midday assistant roles and more females to management roles

Train managers to support employees experiencing menopause

About this action

Manager training can help organisations support employees experiencing menopause.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

It is an issue that has been raised by female staff and appearing more visible in workplace risk assessments

HR data and point staff to relevant certified training

Set up menopause support groups and networks

About this action

Menopause support groups in your organisation can help provide peer support, information and guidance.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

In progress via wellbeing initiatives

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3. Embedded actions

CHINGFORD ACADEMIES TRUST has indicated that the following actions are already an established part of their working practice.

Make job descriptions inclusive

About this action

Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

All job descriptions are non gender specific

Encourage applications from a range of candidates

About this action

Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Use MyNewTerm and all applicants welcome to apply. Equal opportunities policy promoted at each stage of the recruitment process.

Seek applicants with right skill set and/or ability to develop with the organisation

Use fair and structured interview techniques

About this action

Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Standardised questions around the role used for all interviews

Specific delving only applies when a specific criteria is required e.g. 2 years experience in delivering a pupil premium strategy

Advertise leave policies in job adverts

About this action

Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
Read more (opens in a new window)

Advertise flexible working arrangements in job adverts

About this action

Flexible working policies can aid work-life balance, especially for people with caring roles. Advertising flexibility can attract a wider, more diverse group of applicants.
Read more (opens in a new window)

Reduce unconscious bias in CV screening

About this action

Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Read more (opens in a new window)

Automatically consider eligible employees for promotion

About this action

Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

All applicants have to apply for a role following a fair and consistent process

Decisions are made whether roles should be advertised internally or externally based on skill set required. Temporary roles e.g. TLR 3 for specific areas of work are advertised internally

Offer mentoring, sponsorship and other development programmes

About this action

Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Run and lead by coach programme and SLT

Increase transparency for pay, promotion and rewards

About this action

Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Governed by a fair and consistent pay policy

Enhance and promote flexible working and leave policies

About this action

Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

Governed by our flexible working policy

Offer occupational health advice to employees experiencing menopause

About this action

Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Read more (opens in a new window)

Offer workplace adjustments to employees experiencing menopause

About this action

Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

In place

Conduct a menopause risk assessment for your workplace

About this action

Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

In place

Review policies and procedures to meet the needs of employees experiencing menopause

About this action

Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Read more (opens in a new window)

CHINGFORD ACADEMIES TRUST said:

In place

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4. About CHINGFORD ACADEMIES TRUST

• Registered address: Chingford Foundation School 31 Nevin Drive, Chingford, London, E4 7LT
• Sector: Education