ACORN MOBILITY SERVICES LTD.
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).
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 ACORN MOBILITY SERVICES LTD.’s equality policies or strategy (opens their website in a new window)
2. Planned actions
ACORN MOBILITY SERVICES LTD. has committed to working on these actions in the 2026 to 2027 reporting year:
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)
Read more about the action: Review policies and procedures to meet the needs of employees experiencing menopause (opens in a new window)
ACORN MOBILITY SERVICES LTD. said:
Acorn Stairlifts has reviewed its flexible working and workplace adjustment policies to better support employees experiencing menopause.
We now offer flexible hours, temperature-controlled workspaces, and access to uniform adjustments where needed.
Managers receive guidance on having supportive, confidential conversations. These changes help retain experienced staff, reduce absence, and ensure our workplace remains inclusive for all colleagues at every life stage.
Set targets to improve gender representation
About this action (Set targets to improve gender representation)
Read more about the action: Set targets to improve gender representation (opens in a new window)
ACORN MOBILITY SERVICES LTD. said:
Acorn aims to increase female applicants for Field Engineer roles to address significant underrepresentation and reduce our gender pay gap.
More women in these higher-paid positions directly improves gender balance and pay equality across the organisation. We will track progress through application and hire data by gender, monitor pay gap changes annually, and review retention rates to ensure our approach drives meaningful, lasting improvement.
3. Embedded actions
ACORN MOBILITY SERVICES LTD. 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)
Read more about the action: Use fair and structured interview techniques (opens in a new window)
ACORN MOBILITY SERVICES LTD. said:
Structured interviews are now standard practice at Acorn. Every candidate for the same role receives identical competency-based questions, scored against criteria to reduce bias. Hiring managers complete mandatory training on fair and objective interviewing practices.
Business benefits: This approach reduces unconscious bias by focusing on objective criteria, ensuring the best candidate is selected regardless of gender, age, or background. It has improved hiring quality and strengthened our commitment to fair, equitable recruitment.
Make job descriptions inclusive
About this action (Make job descriptions inclusive)
Read more about the action: Make job descriptions inclusive (opens in a new window)
ACORN MOBILITY SERVICES LTD. said:
Acorn uses inclusive language in job descriptions and lists only essential requirements, promoting equal opportunities.
This removes unnecessary barriers that may discourage underrepresented groups from applying. By focusing on the skills genuinely needed for the role, we aim to attract a wider, more diverse talent pool.
Inclusive wording also signals that we value fairness and belonging, strengthening our employer brand and helping us hire the best person for the job.
4. About ACORN MOBILITY SERVICES LTD.
- Registered address
- Telecom House Millennium, Business Park Station Road, Steeton Bradford, West Yorkshire, BD20 6RB
- Sector
- Manufacturing
- Person responsible
- Kate Gledhill (Group HR Director)