Mersey View Learning Trust

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About Mersey View Learning Trust
What are employers required to submit?

Any employer with 250 or more employees on their ‘snapshot date’ at the end of the financial year must submit both:

  • a gender pay gap report showing their breakdown of pay and bonuses by gender
  • an action plan outlining how they intend to address the gender pay gap and support employees experiencing menopause – these are voluntary for the 2026 to 2027 reporting year

For more detail, see the gender pay gap and action plan guidance for employers (opens in a new window).

1. Latest gender pay gap report (2026 to 2027)

Women’s median hourly pay
40.2%
lower
Women made up
73.0%
93.0%
Women who received bonus pay
0.0%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

Read more about this organisation’s equality policies or strategy on their website (opens in a new window)

Action plan

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 plan shows the steps they are taking to address their gender pay gap and support employees experiencing menopause.

This will be mandatory from spring 2027, subject to legislation.

To create an action plan, employers review a list of evidence-informed actions recommended by the government. They can 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).

Mersey View Learning Trust added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Encourage employee development through actionable steps
  • Offer mentoring, sponsorship and other development programmes
  • Increase transparency for pay, promotion and rewards
  • Train managers to support employees experiencing menopause

They indicated that the following ‘embedded’ actions are already an established part of their working practice:

  • Reduce unconscious bias in CV screening
  • Use fair and structured interview techniques
  • Make job descriptions inclusive
  • Offer workplace adjustments to employees experiencing menopause

View the full action plan

3. All gender pay gap reports and action plans

Reporting year Submission type Status Action
2026 to 2027 Gender pay gap report Submitted View report
Action plan (optional) Submitted voluntarily View action plan
2025 to 2026 Gender pay gap report Not required No report available to view
2024 to 2025 Gender pay gap report Not required No report available to view
2023 to 2024 Gender pay gap report Not required No report available to view
2022 to 2023 Gender pay gap report Not required No report available to view
2021 to 2022 Gender pay gap report Not required No report available to view
2020 to 2021 Gender pay gap report Not required No report available to view
2019 to 2020 Gender pay gap report Not required No report available to view
2018 to 2019 Gender pay gap report Not required No report available to view
2017 to 2018 Gender pay gap report Not required No report available to view

4. About Mersey View Learning Trust

Registered address
19 Mount Pleasant, Liverpool, United Kingdom, L22 5PL
Sector
Employee headcount
(on 31 March 2026)
500 to 999 employees