ESTEEM MULTI-ACADEMY TRUST
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).
ESTEEM MULTI-ACADEMY TRUST submitted the following supporting narrative with their action plan:
The gender pay gap at Esteem Multi-Academy Trust can be partly related to the higher take up of positions in our
schools by female staff who seek part-time or flexible working, such as support staff roles. These are at lower
salary points and are term time only, aligning to childcare responsibilities and/or personal circumstances of
many. The workforce of Esteem Multi-Academy Trust is made up of predominantly support staff positions, along
with teaching and central team functions. Salaries are paid in accordance with the nationally agreed terms and
conditions of service for both teaching and support staff. This ensures that men and women, who undertake the
same job, or similar jobs of equal value, are paid equally. This has improved on the previous year and Esteem
Multi-Academy Trust continues to be committed to addressing the gender pay gap to ensure that it continues to
reduced or is eliminated.
At Esteem Multi-Academy Trust, we continue to promote progression into senior or leadership roles for female colleagues as well as progressing with the actions from our action plan to address this and support for menopause/ any time throughout a female or any staffs career with us.
Read ESTEEM MULTI-ACADEMY TRUST’s equality policies or strategy (opens their website in a new window)
2. Planned actions
ESTEEM MULTI-ACADEMY TRUST has committed to working on these actions in the 2026 to 2027 reporting year:
Reduce unconscious bias in CV screening
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
ESTEEM MULTI-ACADEMY TRUST said:
We currently use an applicant tracking system that supports removal of unconscious bias from applications and recruitment shortlisting, however, we continue to embed this over 2026/27.
To do this we will review current recruitment methods and compare to best practice in the sector.
To encourage reduction in any gendered language in job listings (both internal and external).
To ensure that the schools are using the blind shortlisting correctly to reduce unconscious bias
Introduce and encourage use of gender-balanced panels where it’s possible to reduce conscious and unconscious bias.
We will be able to track this through our recruitment system.
Offer mentoring, sponsorship and other development programmes
Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
ESTEEM MULTI-ACADEMY TRUST said:
To continue to ensure that all staff regardless of gender have the opportunity to gain additional coaching and CPD through the Trusts EPIC Hub, to support their leadership development. This program already exists and is up taken by a wide range of staff who wish to develop in leadership roles, we want to continue to embed this and be able to report on progress.
From this we would hope to see an increase in application and uptake of senior roles from female staff and can track this movement through our internal HR System.
Enhance and promote flexible working and leave policies
Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
ESTEEM MULTI-ACADEMY TRUST said:
We have a current Flexible Working Policy and procedures, which will be reviewed and compare to best practice to ensure it is fit for purpose and embedded. We will also ensure that this policy is availible to all staff including those on parental leave.
We will review ‘keeping in touch’ (KIT) strategy to make sure that staff are well supported and communicated with during maternity leave and develop a ‘return to work’ package with a dedicated mentor so staff feel supported navigating their career after maternity or parental leave.
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.
ESTEEM MULTI-ACADEMY TRUST said:
We have an existing policy and risk assessment document in place, however, to ensure this is embedded we will review this to ensure that the guidance is up to date and practical. We will also ensure that all staff are aware of the policy and look to review other policies to relate to menopause where applicable. This will ensure there is a coherent message for staff and across management. Staff will know what is available to them and where to find the policy. Managers will understand how to support staff with application of the policy.
Offer workplace adjustments to employees experiencing menopause
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
ESTEEM MULTI-ACADEMY TRUST said:
We already offer adjustment and have a list of reasonable adjustments available for line manager to support their staff, however, this needs further embedding to ensure it is normal practice and support for staff.
We continue to support with identifying adjustments we could make to their ways of working to help staff:
• Control their temperature
• Manage sanitary needs
• Manage medical appointments
• Manage fluctuating energy levels, ‘brain fog’, and changes to sleep
Continue to create and share guidance on adjustments to ways of working and continue to carry out individual risk assessments for staff affected by menopause.
Set up menopause support groups and networks
Menopause support groups in your organisation can help provide peer support, information and guidance.
ESTEEM MULTI-ACADEMY TRUST said:
We want all staff to be aware of the symptoms and impacts of perimenopause and menopause. We aim to do this by holding a CPD session led by an occupational health expert / menopause organisation at the next all Trust Inset day.
From that we aim to appoint menopause champions who staff can speak to and/ or create a menopause discussion group.
We will also create guidance for line managers to use when having conversations with staff about perimenopause and menopause, to ensure that these conversations are supportive and in line with our policy and values.
3. Embedded actions
ESTEEM MULTI-ACADEMY TRUST has indicated that the following actions are already an established part of their working practice.
Advertise flexible working arrangements in job adverts
Flexible working policies can aid work-life balance, especially for people with caring roles. Advertising flexibility can attract a wider, more diverse group of applicants.
ESTEEM MULTI-ACADEMY TRUST said:
It is already standard for all job adverts to express that flexibility and flexible working arrangements will be considered.
4. About ESTEEM MULTI-ACADEMY TRUST
- Registered address
- One Oakwood Court Little Oak Drive, Annesley, Nottingham, United Kingdom, NG15 0DR
- Sector
- Education