TURNING POINT
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).
TURNING POINT submitted the following supporting narrative with their action plan:
The reduction in the pay gap suggests that the work achieved over the last year is having a positive impact on the workforce. There is little to no pay gap in frontline roles, whereas there is a greater gap evident in our more senior management and specialist roles, specifically within our clinical roles.
We will continue to promote gender diversity and equality across all roles, including our specialist clinical roles, whilst seeking to ensure equal access to opportunities for all and that roles offered provide flexible working in line with role, organisation and individual requirements.
The majority of bonuses this year were £250 off payments to frontline colleagues as part of the annual pay award.
Moving forward, we will continue to support and celebrate the achievements of all our employees, while continuing to create a balanced and equitable workplace, with reducing our gender pay gap a key focus. We will do this through:
A continual review of our reward, recruitment and people policies, procedures, systems and practices.
Further building stronger recognition and development opportunities, creating even clearer and more intentional career pathways for colleagues, especially women, to move out of our lowest‑paid roles and into specialist and leadership roles.
Read TURNING POINT’s equality policies or strategy (opens their website in a new window)
2. Planned actions
TURNING POINT 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.
TURNING POINT said:
We will continue to promote gender diversity and equality across all roles, including our specialist clinical roles, whilst seeking to ensure equal access to opportunities for all and that roles offered provide flexible working in line with role, organisation and individual requirements
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.
TURNING POINT said:
We are currently reviewing our policies and procedures and assessing their impact on those experiencing menopause specifically and these will include: policies, training, reward strategies, reasonable adjustments and support channels.
3. Embedded actions
TURNING POINT 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.
Set up menopause support groups and networks
Menopause support groups in your organisation can help provide peer support, information and guidance.
TURNING POINT said:
We encourage our colleagues to join our Menopause Network.
While we know that talking about our Menopause journey with colleagues is not for everyone, most of our Network is about sharing tips, ideas and knowledge.
Joining the community means you have the flexibility to chose to attend the meeting when you need that extra support, or just check out what we share.
It remains a closed confidential group without feeling obligated to talk about your own experience. Each month after the network meeting we share a post that summarises some of what was discussed that we think may help others.
4. About TURNING POINT
- Registered address
- America House, 2 America Square, London, England, EC3N 2LU
- Sector
- Human health and social work activities
- Person responsible
- Julie Bass (Chief Executive)