LIFETIME TRAINING GROUP 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).
LIFETIME TRAINING GROUP LIMITED submitted the following supporting narrative with their action plan:
Our employee led ‘Menopause Mates’ has run as our support network since 2022. This is a valued resource for Lifetime Group, which is 69% female. In 2024 we created our first internal EDI strategy and published our EDI statement on our Company websites. We listen to our people through an annual EDI survey, the latest in March 26 receiving a positive 82% response rate. Working collaboratively with our ED&I champions and ‘Menopause Mates', combined with external best practice and internal feedback, we create and communicate annual goals and commitments. We have much to celebrate through our powerful mission; Enabling Social Mobility - through our learners achieving the outcomes and accreditation they deserve to further their careers. We already have strong gender equality as evidenced through our Gender Pay Gap and female representation right through to the Executive Team, led by our female CEO, Charlotte Bosworth. However, we recognise we have a lot more to do and remain committed to broadening the diversity of our workforce, to better represent our learners, partners and customers to greater understand and fulfil their needs. Our action plans have been built based on government guidance and our latest EDI goals and commitments.
2. Planned actions
LIFETIME TRAINING GROUP LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Encourage applications from a range of candidates
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
LIFETIME TRAINING GROUP LIMITED said:
Advertising our vacancies across recognised Diversity Platforms as well as standard job boards. Closely monitoring 'fill rates' versus standard job boards to ensure impact.
We set targets to agencies to include a representative range of candidates within shortlists and track their performance and challenge accordingly.
We are broadening our presence across social channels as another opportunity to reach diverse talent. We will track the impact of diversity through the use of social channels throughout 2026.
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.
LIFETIME TRAINING GROUP LIMITED said:
We provide a range of structured and informal development pathways for all employees, following the 70/20/10 principle of on the job, social and formal training. Defined ‘skills frameworks’ enable 'in role' development and 'future skills' enables future growth beyond the current role. This is discussed and monitored through the twice yearly performance review meetings.
Gap analysis to ensure development is inclusive is being completed in 2026.
'Creating an inclusive workplace’ People Management upskill training is being created with a target of 75% management completion by October 2026.
Automatically consider eligible employees for promotion
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
LIFETIME TRAINING GROUP LIMITED said:
Explore and create a tool or mechanism for attaching identified talent to live vacancies that are created by hiring managers.
Approach to be set up by July 2026. Review of fill rate through this approach by December 2026.
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.
LIFETIME TRAINING GROUP LIMITED said:
We have a target of 70% of workforce to confidentially share their EDI demographics. This will enable us to identify further gaps and opportunities to improve. At May 26 60% of our workforce has shared this data.
We share our high level representation data twice yearly, mapping against industry standards and the office of national statistics.
We seek to review our EDI at each stage of the employee lifecycle, currently we track EDI at the point of hiring, after 1 years service and through our future talent.
Increase transparency for pay, promotion and rewards
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
LIFETIME TRAINING GROUP LIMITED said:
We have a Group Pay Review and Hiring policies and have a clear process that managers follow.
We continue to upskill leader communication to explain why decisions are made around hiring and promotions.
We have a central programme of communications around EDI policies, reward, recognition, benefits and practices. Our commitment for 2026 is to better sign post these to managers so that they can lead these personally with their team members.
In our recent EDI survey (March 26) our EDI performance was scored as follows;
- Career progression: 88% agreed
- Policies: 89% agreed
- Reward and Recognition: 81% agreed
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.
LIFETIME TRAINING GROUP LIMITED said:
In 2025 an Equality Impact Assessment was completed on all our People Policies and supporting procedures. Adjustments were made to policies where identified.
Next review due 2028.
3. Embedded actions
LIFETIME TRAINING GROUP LIMITED has indicated that the following actions are already an established part of their working practice.
Make job descriptions inclusive
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
LIFETIME TRAINING GROUP LIMITED said:
Utilising EDI checking tools to remove biased language within our job description templates.
Created an EDI section within job descriptions and adverts to highlight our inclusivity commitments and flexibility. Signposting our leave policies detailed within our Lifetime Group careers page for further information.
69% of the Lifetime Group workforce are female and 58% of management level are female, evidencing strong representation across the Group. We recognise that hiring is an important gateway to broadening the diversity of our workforce. Monitoring demographics of candidates from application through to hire evidences that we are strong at hiring female applicants.
Reduce unconscious bias in CV screening
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
LIFETIME TRAINING GROUP LIMITED said:
Our ‘critical friend’ scheme, utilised at 100% of internal and external assessments, ensures hiring managers utilise EDI companions to spotlight their own biases.
We provide accessibility tools and adjustments for greater support.
We encourage candidates to remove personal details from cvs to remove unconscious bias.
Mandated interview and selection training, including unconscious bias training for our hiring managers, which has been completed by 87% of all hiring managers at May 2026 (target of 95%).
Use fair and structured interview techniques
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
LIFETIME TRAINING GROUP LIMITED said:
For both internal and external candidates we utilise consistent interview structures, paperwork and formats that are communicated clearly to candidates.
87% of hiring managers have completed our mandatory unconscious bias, interview and selection training (which is refreshed and re-trained annually). We continue to communicate this mandated training to deliver a 95% completion rate with all hiring managers.
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.
LIFETIME TRAINING GROUP LIMITED said:
Created an EDI section within job descriptions and adverts to highlight our inclusivity commitments and flexibility. Signposting our leave policies detailed within our Lifetime Group careers page for further information.
69% of the Lifetime Group workforce are female and 58% of management level are female, evidencing strong representation across the Group. We recognise that hiring is an important gateway to broadening the diversity of our workforce. Monitoring demographics of candidates from application through to hire evidences that we are strong at hiring female applicants.
Advertise flexible working arrangements in job adverts
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.
LIFETIME TRAINING GROUP LIMITED said:
Created an EDI section within job descriptions and adverts to highlight our inclusivity commitments and flexibility. Signposting our leave policies and flexible working policies and approaches detailed within our Lifetime Group careers page for further information.
69% of the Lifetime Group workforce are female and 58% of management level are female, evidencing strong representation across the Group. We recognise that hiring is an important gateway to broadening the diversity of our workforce. Monitoring demographics of candidates from application through to hire evidences that we are strong at hiring female applicants.
Offer mentoring, sponsorship and other development programmes
Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
LIFETIME TRAINING GROUP LIMITED said:
We provide a range of structured and informal development pathways for all employees, following the 70/20/10 principle of on the job, social and formal training. This includes mentoring, coaching, sponsorship, defined ‘skills frameworks’ that enable 'in role' development and 'future skills' enables future growth beyond the current role. This is discussed and monitored through the twice yearly performance review meetings.
Over half of all available roles are filled internally, through secondments and promotions.
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.
LIFETIME TRAINING GROUP LIMITED said:
We have a central programme of communications around EDI policies, reward, recognition, benefits, events and practices.
Within the most recent EDI survey (March 26) our EDI performance was scored as follows;
- EDI Knowledge & Awareness 88% agreed
- EDI Policies 89% agreed
Train managers to support employees experiencing menopause
Manager training can help organisations support employees experiencing menopause.
LIFETIME TRAINING GROUP LIMITED said:
Our e-learning People Management Upskill module on Managing Health and Wellbeing has a section on women’s health, including a detailed focus on menopause support.
References to our Menopause Mates support and the People Management Upskill will be included in our annual H&S Mandatory training refreshers.
Our Menopause Mates support group and resource pages on our internal communication platform is also sign posted as a further tool to support our managers and team members directly.
Offer occupational health advice to employees experiencing menopause
Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
LIFETIME TRAINING GROUP LIMITED said:
Occupational health advice is one of a range of tools available, as detailed in our Health and Wellbeing policy, to support team members experiencing the menopause.
Set up menopause support groups and networks
Menopause support groups in your organisation can help provide peer support, information and guidance.
LIFETIME TRAINING GROUP LIMITED said:
Our well embedded Menopause Mates support group offers a range of tools, support and one on one guidance where needed. They also work closely with our wider Wellbeing Champions who are also available to provide support on health concerns.
Offer workplace adjustments to employees experiencing menopause
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
LIFETIME TRAINING GROUP LIMITED said:
A reasonable adjustment guide for team members and managers was implemented in 2025 to demystify what we mean by reasonable adjustments.
Our Health and Wellbeing Policy and Flexible Working policy provides further guidance around reasonable adjustments, and this is also covered in our People Management Upskill on Health and Wellbeing.
Conduct a menopause risk assessment for your workplace
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
LIFETIME TRAINING GROUP LIMITED said:
As a predominant remote and partly hybrid workforce a need for a menopause workplace risk assessment is not applicable however, the support available through our policies and training has been reviewed as detailed above and individual risk assessments are available where needed.
4. About LIFETIME TRAINING GROUP LIMITED
- Registered address
- 291 Paintworks, Arnos Vale, Bristol, England, BS4 3AW
- Sector
- Education
- Person responsible
- Di Gwinnell (Chief People Officer)