YMCA ST PAUL'S GROUP

Contents

  1. Latest gender pay gap report
  2. Latest action plan
  3. All gender pay gap reports and action plans
  4. About YMCA ST PAUL'S GROUP
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
3.0%
lower
Women made up
56.7%
48.5%
Women who received bonus pay
0.0%

View the full gender pay gap report

2. Latest action plan (2026 to 2027)

YMCA ST PAUL'S GROUP submitted the following supporting narrative with their action plan:

Our commitment to keeping the Gender Pay Gap in favour of women is reflected in our dedication to Equality, Diversity and Inclusion as an organisation. In 2026, we launched our EDI strategy with action plans that will be delivered in line with the soon to be published organisational strategic plan 2027-2032. This EDI strategy reinforces our commitment to ensuring equity across our workforce, services and programmes.

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).

YMCA ST PAUL'S GROUP added the following ‘planned’ actions to their action plan for 2026 to 2027:

  • Advertise flexible working arrangements in job adverts
  • Review policies and procedures to meet the needs of employees experiencing menopause

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

  • Train managers to support employees experiencing menopause
  • Set up menopause support groups and networks
  • Increase transparency for pay, promotion and rewards
  • Offer mentoring, sponsorship and other development programmes
  • Reduce unconscious bias in CV screening

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 YMCA ST PAUL'S GROUP

Registered address
49 Victoria Road, Surbiton, England, KT6 4NG
Sector
Accommodation and food service activities, Arts entertainment and recreation, Other service activities, Real estate activities
Employee headcount
(on 5 April 2026)
250 to 499 employees