YMCA ST PAUL'S GROUP
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).
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 YMCA ST PAUL'S GROUP’s equality policies or strategy (opens their website in a new window)
2. Planned actions
YMCA ST PAUL'S GROUP has committed to working on these actions in the 2026 to 2027 reporting year:
Advertise flexible working arrangements in job adverts
About this action (Advertise flexible working arrangements in job adverts)
Read more about the action: Advertise flexible working arrangements in job adverts (opens in a new window)
YMCA ST PAUL'S GROUP said:
We now include information related to flexible working in all our adverts.
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)
YMCA ST PAUL'S GROUP said:
Refresh and communicate the Menopause policy.
We will ask colleagues for feedback to evaluate the effectiveness of our policies and actions.
3. Embedded actions
YMCA ST PAUL'S GROUP has indicated that the following actions are already an established part of their working practice.
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)
YMCA ST PAUL'S GROUP said:
Introduce a Menopause support page for colleagues on the staff intranet.
Refresh and communicate the Menopause policy.
Provide training for managers and staff on understanding and supporting colleagues dealing with menopause, including responding sensitively to needs and on making workplace adjustments.
Encourage colleagues going through menopause to discuss, with their manager, adopting flexible working arrangements where needed.
We will ask colleagues for feedback to evaluate the effectiveness of our policies and actions.
Set up menopause support groups and networks
About this action (Set up menopause support groups and networks)
Read more about the action: Set up menopause support groups and networks (opens in a new window)
YMCA ST PAUL'S GROUP said:
Employee Representative Group for Women will organise support groups, awareness campaigns and events to support women experiencing menopause.
Increase transparency for pay, promotion and rewards
About this action (Increase transparency for pay, promotion and rewards)
Read more about the action: Increase transparency for pay, promotion and rewards (opens in a new window)
YMCA ST PAUL'S GROUP said:
Refresh the job evaluation scheme to ensure pay parity across equivalent roles at all levels.
Offer mentoring, sponsorship and other development programmes
About this action (Offer mentoring, sponsorship and other development programmes)
Read more about the action: Offer mentoring, sponsorship and other development programmes (opens in a new window)
YMCA ST PAUL'S GROUP said:
Offer the ‘Charity Bond’ six-week, high-impact leadership training exclusive to women. This will help them develop confidence, self-esteem, networking and learn how to overcome career obstacles – at work and at home. It will ensure women are developed to continue progressing in their careers and into the upper quartile of the Charity. The higher percentage of women to men in upper-quartile roles demonstrates that YMCA SPG no longer has a ‘glass ceiling’ and that opportunities are available to all, regardless of gender.
Continue offering a range of management and leadership training for both men and women to progress their careers.
Reduce unconscious bias in CV screening
About this action (Reduce unconscious bias in CV screening)
Read more about the action: Reduce unconscious bias in CV screening (opens in a new window)
YMCA ST PAUL'S GROUP said:
Use blind CVs and application forms to ensure fairness in shortlisting.
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
- Person responsible
- Emmanuel Akinlaja (Group Director of People and Culture)