ARCO 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 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).
Read ARCO LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
ARCO LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
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)
ARCO LIMITED said:
Our figures are primarily shaped by the profile of our workforce and the representation of women across pay quartiles. Alongside consistent pay-review controls, focused recruitment, progression and retention measures can support a more balanced pipeline into senior roles and provide clear accountability for progress.
We will, monitor gender representation on shortlists for Upper Quartile vacancies, review internal promotion rates by gender, particularly movement into Upper Quartile roles, review attraction and recruitment data for senior vacancies to see where issues sit and strengthen succession/development pipelines by reviewing whether women have equitable access to development and progression opportunities.
Train managers to support employees experiencing menopause
About this action (Train managers to support employees experiencing menopause)
Read more about the action: Train managers to support employees experiencing menopause (opens in a new window)
ARCO LIMITED said:
Managers help create the conditions in which colleagues feel comfortable seeking support. Building their confidence to hold respectful conversations and consider practical adjustments can strengthen retention, sustain career progression and support an inclusive employee experience.
Indicators
Training completion rates, confidence scores, number of workplace adjustments agreed, use of policy and support channels.
retention/absence patterns for women aged 45-60, progression rates for group, relevant engagement/inclusion survey measures.
Each measure has a baseline and will be reviewed annually.
Success will be reflected in manager participation, increased confidence, appropriate use of workplace adjustments, and positive retention and progression trends for colleagues aged 45-60.
3. About ARCO LIMITED
- Registered address
- 1 Blackfriargate, Hull, East Yorkshire, England, HU1 1BH
- Sector
- Administrative and support service activities, Wholesale and retail trade; repair of motor vehicles and motorcycles
- Person responsible
- John Lambert (Chief People Officer)