University of Hertfordshire
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).
University of Hertfordshire submitted the following supporting narrative with their action plan:
Our Strategy 2025-30
Transformative initiative: People and Culture - At the heart of our vision is staff wellbeing, engagement and inclusivity. We're dedicated to creating a culture where every member of our diverse community feels valued and supported. Our Pay Gap action plan aligns with other key initiatives such as Athena Swan to ensure we provide enhanced support services, flexible working arrangements, and family-friendly policies.
Read University of Hertfordshire’s equality policies or strategy (opens their website in a new window)
2. Planned actions
University of Hertfordshire has committed to working on these actions in the 2026 to 2027 reporting year:
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)
University of Hertfordshire said:
Women at Herts represent approximately 60% of work force. This proportion is not reflected within grades UH08 and above. Applications from women for roles graded UH08 and above has declined from 38% (23/24) to 33% (24/25).
Action: To review and update language used for job descriptions for senior roles (UH8 and above) for new vacancies.
Track Progress: Target to increase proportion of applications within these grades to 50% from women by 2030.
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)
University of Hertfordshire said:
Require ongoing monitoring of recruitment and promotions panels to ensure are diverse and representative. Confirm that panel chair has completed the relevant EDI training, including Unconscious Bias/ or similar by:
• Development of a monitoring process to record panel membership ensuring that gender and ethnicity were represented.
• Panel chairs completed training before recruitment process starts.
• Generating outcome - The provision of a consistent and fair process to further increase diversity of application to successful appointment.
Track progress - Feedback via New Starters Survey and Data tracking
Advertise leave policies in job adverts
About this action (Advertise leave policies in job adverts)
Read more about the action: Advertise leave policies in job adverts (opens in a new window)
University of Hertfordshire said:
Review external website jobs page and develop to improve information regarding our rewards/benefits package.
Track progress- Attract more female applicants for vacancies within grades UH08 and above by 2030.
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)
University of Hertfordshire said:
Increase transparency for pay and rewards through the implementation of a staff reward platform that will outline all rewards/benefits available for staff.
Track progress
• Monitor proportion of female staff interaction with software
• Increase positive responses to 50% for the survey question "I think the pay and benefits I receive compare favourably with other similar employers" by next staff survey currently planned for 2028. Positive responses currently 34% of all staff (Female only responses to question rated 38%).
Enhance and promote flexible working and leave policies
About this action (Enhance and promote flexible working and leave policies)
Read more about the action: Enhance and promote flexible working and leave policies (opens in a new window)
University of Hertfordshire said:
Audit of Flexible Location Principles identified the need to update the manager guide and create a new staff guide along with regular staff communications. This is scheduled to be reviewed by 2027
Track Progress - By the next staff survey ensuring relevant flexible working and flexible location questions to remain highly positive (80% and above).
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)
University of Hertfordshire said:
Due to limited line manager take up of online menopause awareness training, further communications directing line managers to staff intranet for an array of supporting information relating to staff experiencing menopause.
Track progress: Number of hits on relevant web pages and menopause absence records.
3. Embedded actions
University of Hertfordshire has indicated that the following actions are already an established part of their working practice.
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)
University of Hertfordshire said:
Herts have an active Menopause Network with 199 members and the Director of HR as the Senior Champion. This network has a dedicated budget and runs numerous events throughout the year and regular catch ups for network members.
Track progress
• For continuous improvement, members are regularly invited to suggest topics/events to be covered within the network to remain meaningful and effective
• Increasing membership
4. About University of Hertfordshire
- Registered address
- University of Hertfordshire, College Lane, Hatfield, Hertfordshire, AL10 9AB
- Sector
- Education, Public sector