EDINBURGH AIRPORT 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 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).
EDINBURGH AIRPORT LIMITED submitted the following supporting narrative with their action plan:
We're committed to building a workplace where everyone belongs and can thrive, grow and be fairly rewarded for their contribution. Each year, we complete our Gender Pay Gap report as part of our commitment to transparency and meaningful progress. This is shared, alongside our action plan with all staff on our intranet.
The root cause of our pay gap is our workforce composition, with more males in senior roles. These are typically in historically male dominated teams such as Engineering, so we are working hard to inspire the next generation to consider these roles. We challenge industry stereotypes and have expanded our engagement with young people. In 2026, we will engage more than 500 young people through work experience and our STEM centre, which looks for 50% of attendees to be female.
Our commitment to DEI is further strengthened by our commitment to female representation. We are aiming for 35% representation at junior manager level, 40% at senior manager level and 40% in the workforce overall. This is supported by our internal development programmes, our women network and a female only mentoring scheme launching soon.
Read EDINBURGH AIRPORT LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
EDINBURGH AIRPORT LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Encourage applications from a range of candidates
About this action (Encourage applications from a range of candidates)
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EDINBURGH AIRPORT LIMITED said:
This year we have started using different jobs boards to advertise our vacancies - Diversity Jobs (LGBT, Disability, BME and Neurodiversity). This allows us to expand our reach and actively target groups of people we wish to attract. We are trialling this on a 12 month period and will monitor via our ATS to assess how many candidates select this as their source of application, and monitor the candidates progress through the recruitment process. We also actively track applications of women to roles and have done targeted outreach events for teams which are underrepresented.
Set targets to improve gender representation
About this action (Set targets to improve gender representation)
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EDINBURGH AIRPORT LIMITED said:
We have recently implemented gender representation targets as part of our balanced scorecard bonus metrics, at junior and senior manager level. For 2026, the targets are 35% for junior managers and 40% for senior managers. We are currently on track for both targets and these are reported on each month via our Finance Team. Alongside this, we have committed actions as part of our gender pay gap action plan which looks at promotion rates, appraisal scores and distribution of banding levels based on gender. This will help to identify any potential bias in certain departments.
Conduct a menopause risk assessment for your workplace
About this action (Conduct a menopause risk assessment for your workplace)
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EDINBURGH AIRPORT LIMITED said:
A menopause risk assessment template is available to managers to complete as required for individuals in their team. Support is also available from our H&S team.
Review policies and procedures to meet the needs of employees experiencing menopause
About this action (Review policies and procedures to meet the needs of employees experiencing menopause)
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EDINBURGH AIRPORT LIMITED said:
We have a policy working group which invites feedback from a range of employees, including members of our DEI networks. We review our policies in cycles and have recently started completing Equality Impact Assessments as part of this. This assesses the impact of a policy on groups by protected characteristic, and whilst menopause it not a protected characteristic, it is considered under age, sex and disability. An example of where support for those going through menopause is addressed specifically, and dealt with sensitively, is in our dress and appearance policy.
3. Embedded actions
EDINBURGH AIRPORT LIMITED has indicated that the following actions are already an established part of their working practice.
Use fair and structured interview techniques
About this action (Use fair and structured interview techniques)
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EDINBURGH AIRPORT LIMITED said:
We have a standard interview template which must be used for all interviews. We also have an interview questions guide which is available to hiring managers which provides example competency, technical and values questions. We encourage hiring managers to select questions in advance and there is a clear scoring structure included in the template. We ask each panel member to score independently and then an average is taken to ensure there is no bias influencing the score. Anyone interviewing must also complete our online interview training in advance, which covers unconscious bias and tips for good interviews.
Advertise flexible working arrangements in job adverts
About this action (Advertise flexible working arrangements in job adverts)
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EDINBURGH AIRPORT LIMITED said:
As part of our standard job advert template, under 'what we'll offer you', we include 'Flexible working - whether that’s hybrid or flexible hours, we’ll help you find an option that suits you'. This is included where the role is suitable for flexible working i.e. some roles are not due to shifts and operational requirements. We also have open conversations with candidates about their requirements.
Encourage employee development through actionable steps
About this action (Encourage employee development through actionable steps)
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EDINBURGH AIRPORT LIMITED said:
We have a well established and structured performance review cycle. All employees take part in a mid and end of year appraisal, offering structured opportunities to discuss development, set annual objectives and monitor progress. We run a values based appraisal and look at behaviours in comparison to our company values. Employees have the chance to ask for training and development they wish to complete over the next 12 months and we have several development programmes in house to support them. We also offer secondments to give employees the chance to try out roles first.
Offer mentoring, sponsorship and other development programmes
About this action (Offer mentoring, sponsorship and other development programmes)
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EDINBURGH AIRPORT LIMITED said:
We have several levels of talent development programmes, from junior manager to leadership. This offers the opportunity to develop project management skills, presentation skills, group projects of a business benefit, time management and continuous improvement. There is also the chance to be matched with a mentor in the wider business - typically a more senior manager. We will also support employees to complete external qualifications and structured coaching where appropriate.
Increase transparency for pay, promotion and rewards
About this action (Increase transparency for pay, promotion and rewards)
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EDINBURGH AIRPORT LIMITED said:
Our pay and bonus policies are fully transparent. We have a published pay notice on our intranet which shows the pay scales for each band, including the points at which this increase i.e. after 6 months, 18 months. The bonus calculation and policy for all staff and managers is also published on our intranet so all staff know how this is calculated based on personal and company performance. Where there are roles which are promotions available, these are advertised to the relevant team and a recruitment process is followed.
Train managers to support employees experiencing menopause
About this action (Train managers to support employees experiencing menopause)
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EDINBURGH AIRPORT LIMITED said:
Support and training is readily available for all managers. We have a section in the Manager Toolkit of our intranet including helpful information on supporting employees experiencing the menopause. It includes guidance on how to have sensitive conversations and make adjustments, as well as helpful links for additional support. There is also an online training module we created for managers last year which provides further guidance and examples.
Offer occupational health advice to employees experiencing menopause
About this action (Offer occupational health advice to employees experiencing menopause)
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EDINBURGH AIRPORT LIMITED said:
We have an on site occupational health service available to all staff. People can self-refer or their managers can refer them. This helps individuals to explore suitable adjustments to help them manage symptoms. There is additional support available through our Employee Assistance Programme for counselling and CBT sessions where needed. All staff also have the option to opt in to private healthcare, which gives them access to their dedicated menopause app - Peppy.
Set up menopause support groups and networks
About this action (Set up menopause support groups and networks)
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EDINBURGH AIRPORT LIMITED said:
Our women's network and wellbeing group host regular menopause cafes across different areas of the business to provide peer to peer support. This allows an informal space for colleagues to chat about their symptoms, share experiences, hints and tips to handle the changes. We have also held sessions for men to come along and learn how they can support their partner or colleagues experiencing the menopause.
Offer workplace adjustments to employees experiencing menopause
About this action (Offer workplace adjustments to employees experiencing menopause)
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EDINBURGH AIRPORT LIMITED said:
We offer workplace adjustments for employees experiencing the menopause, in consultation with our OH team. This may include adjustments to hours or duties, flexibility with increased home working where suitable, more regular bathroom breaks and considering uniform material where the standard issues is exacerbating symptoms.
Make job descriptions inclusive
About this action (Make job descriptions inclusive)
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EDINBURGH AIRPORT LIMITED said:
We continually evolve our job descriptions to reflect changing priorities. All job descriptions follow a standard template, which includes a DEI statement. They will always include the salary or range, and only ask for qualifications which are absolutely necessary. This is to make roles accessible to as wide a pool as possible. We also analyse the language to ensure it is gender neutral or feminine coded, as research shows masculine coded language deters females from applying.
Enhance and promote flexible working and leave policies
About this action (Enhance and promote flexible working and leave policies)
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EDINBURGH AIRPORT LIMITED said:
All of our policies are readily available to view on our intranet.
4. About EDINBURGH AIRPORT LIMITED
- Registered address
- Edinburgh Airport, Edinburgh, EH12 9DN
- Sector
- Transportation and storage
- Person responsible
- Gillian Pollock (Chief People Officer)