ACORN MOBILITY SERVICES LTD.

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About ACORN MOBILITY SERVICES LTD.
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
1.6%
lower
Women made up
20.6%
27.3%
Women who received bonus pay
46.7%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

ACORN MOBILITY SERVICES LTD. submitted the following supporting narrative with their action plan:

Acorn strives to be an equal opportunities employers. Our Equality Action Plan sets out the steps we are taking to reduce and eliminate the gender pay gap, ensure fair treatment, and promote equality at every level of the organisation. The plan demonstrates our commitment to transparency and continuous improvement. It also recognises the impact menopause can have on women in our workforce and outlines how we support them. Key objectives of the action plan: * Reduce the overall gender pay gap year on year * Increase representation of women in higher-paid roles * Ensure fairness in recruitment, pay, and promotion * Embed an inclusive workplace culture that supports women experiencing menopause symptoms

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).

ACORN MOBILITY SERVICES LTD. added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Review policies and procedures to meet the needs of employees experiencing menopause
  • Set targets to improve gender representation

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

  • Use fair and structured interview techniques
  • Make job descriptions inclusive

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 Submitted View report
2024 to 2025 Gender pay gap report Submitted View report
2023 to 2024 Gender pay gap report Submitted View report
2022 to 2023 Gender pay gap report Submitted View report
2021 to 2022 Gender pay gap report Submitted View report
2020 to 2021 Gender pay gap report Submitted View report
2019 to 2020 Gender pay gap report Submitted View report
2018 to 2019 Gender pay gap report Submitted View report
2017 to 2018 Gender pay gap report Submitted View report

4. About ACORN MOBILITY SERVICES LTD.

Registered address
Telecom House Millennium, Business Park Station Road, Steeton Bradford, West Yorkshire, BD20 6RB
Sector
Manufacturing
Employee headcount
(on 5 April 2026)
500 to 999 employees