Intellectual Property Office
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).
Intellectual Property Office submitted the following supporting narrative with their action plan:
At the Intellectual Property Office, we are committed to creating an inclusive, supportive and high-performing organisation where everyone can thrive. Our Gender and Menopause Action Plan builds on strong existing foundations, including embedded fair recruitment practices, flexible working and a comprehensive wellbeing offer, while setting out targeted actions to address areas for improvement.
Our approach is informed by workforce data, including our gender pay gap analysis, and focuses on improving representation, progression and the overall employee experience. We are strengthening how we attract diverse talent, improve transparency in pay and progression, and expand access to development opportunities across all grades.
We are also taking a focused approach to supporting employees experiencing menopause. This includes enhancing manager capability, strengthening peer support networks, reviewing policies and introducing more structured approaches to identifying and addressing workplace risks.
Together, these actions aim to reduce barriers, support retention and progression, and ensure that our workplace is inclusive of different life stages and experiences.
This work aligns with our broader equality, diversity and inclusion ambitions and forms part of our ongoing commitment to continuous improvement.
Read Intellectual Property Office’s equality policies or strategy (opens their website in a new window)
2. Planned actions
Intellectual Property Office has committed to working on these actions in the 2026 to 2027 reporting year:
Encourage applications from a range of candidates
About this action (Encourage applications from a range of candidates)
Read more about the action: Encourage applications from a range of candidates (opens in a new window)
Intellectual Property Office said:
We are strengthening our approach to attracting diverse candidates by broadening outreach, reviewing recruitment messaging and working with networks and partners to increase visibility of opportunities. Our focus is on reducing barriers to entry and ensuring that people from underrepresented groups feel confident to apply. This includes considering how roles are presented and ensuring that our employer offer reflects inclusivity, flexibility and support. This work supports longer-term improvements in representation across grades and contributes to addressing gender pay disparities.
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)
Intellectual Property Office said:
We are working to improve the visibility of our family-friendly and wellbeing-related policies within recruitment materials. This includes making information about leave entitlements clearer within job adverts and candidate information packs. By increasing transparency, we aim to support informed decision-making for applicants and demonstrate our commitment to supporting employees through different life stages, including menopause. This will help attract and retain talent and contribute to a more inclusive and supportive working environment.
Encourage employee development through actionable steps
About this action (Encourage employee development through actionable steps)
Read more about the action: Encourage employee development through actionable steps (opens in a new window)
Intellectual Property Office said:
We are strengthening our approach to employee development by providing clearer guidance and tools to support career progression. This includes promoting development conversations, improving access to learning opportunities and supporting managers to take an active role in employee growth. We are also considering how development support can better meet the needs of employees at different life stages, including those experiencing menopause, ensuring that support is inclusive and responsive.
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)
Intellectual Property Office said:
We are continuing to develop and promote mentoring and development opportunities to support career progression across the organisation. Our focus is on ensuring equitable access to these opportunities, particularly for groups that may face barriers to progression. By strengthening support networks and development pathways, we aim to improve representation at all levels and address underlying drivers of the gender pay gap.
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)
Intellectual Property Office said:
We are committed to improving transparency in how pay, progression and reward decisions are made. This includes strengthening communication, improving access to information and ensuring consistent application of policies. By increasing transparency, we aim to build trust and confidence in our processes and support fairness across the organisation. This work is a key part of our approach to addressing the gender pay gap.
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)
Intellectual Property Office said:
We are enhancing manager capability to support employees experiencing menopause through guidance, toolkits and targeted learning. Our focus is on building confidence, increasing awareness and ensuring managers can have supportive and informed conversations. This forms part of our wider commitment to wellbeing and inclusive leadership.
Conduct a menopause risk assessment for your workplace
About this action (Conduct a menopause risk assessment for your workplace)
Read more about the action: Conduct a menopause risk assessment for your workplace (opens in a new window)
Intellectual Property Office said:
We are introducing a more structured approach to assessing workplace factors that may impact employees experiencing menopause. This will help identify potential risks and ensure that appropriate mitigations are in place. This work complements our existing health, safety and wellbeing approaches.
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)
Intellectual Property Office said:
We are continuing to strengthen our approach to supporting employees experiencing menopause by reviewing and aligning policies, guidance and support. We already have a dedicated menopause policy and broader menstrual health support, alongside practical tools such as a menopause-related absence recording option to reduce stigma. Employees and managers are supported through a central menopause hub, which provides guidance, resources, podcasts and advice on speaking to GPs and line managers, as well as access to peer support networks and cafés. Our current work focuses on ensuring consistency, improving awareness and embedding this support across all areas of the organisation.
3. Embedded actions
Intellectual Property Office has indicated that the following actions are already an established part of their working practice.
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)
Intellectual Property Office said:
Structured and competency-based interview approaches are standard practice across the organisation. Interview panels are supported with clear guidance to ensure consistency, fairness and transparency in assessment. Scoring frameworks and panel diversity help mitigate bias and ensure that candidates are evaluated objectively against the same criteria. This supports equitable recruitment outcomes and contributes to building a workforce that reflects a wide range of experiences and perspectives.
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)
Intellectual Property Office said:
We have embedded inclusive job design principles across the organisation to ensure roles are accessible and appealing to a diverse range of candidates. This includes using gender-neutral language, clearly outlining essential criteria, and avoiding unnecessary barriers. We regularly review job descriptions to ensure they reflect modern working practices, including flexibility and wellbeing considerations. This approach supports our commitment to attracting and retaining talent from all backgrounds and contributes to reducing structural inequalities that can impact the gender pay gap.
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)
Intellectual Property Office said:
We have embedded measures to reduce the impact of unconscious bias in recruitment, including the use of blind sifting processes. Applicants are asked to remove identifiable information such as name, address, place of birth and education details from applications and CVs, helping to ensure that assessment is based on skills, experience and potential. Recruiting managers are also supported with structured guidance to promote fair and objective decision-making. These approaches help reduce the risk of bias influencing outcomes and support our commitment to equitable recruitment and progression.
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)
Intellectual Property Office said:
Flexible working is a core part of our employment offer and is actively promoted through our recruitment processes. Job adverts clearly highlight opportunities for flexible working, supporting candidates to understand how they can balance work with personal needs. This is particularly important in supporting employees experiencing menopause, who may benefit from greater flexibility. Embedding this approach helps attract a diverse workforce and supports retention, progression and wellbeing.
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)
Intellectual Property Office said:
Flexible working and supportive leave policies are well established within the organisation and continue to be actively promoted. We recognise the importance of flexibility in supporting employees through different life stages, including menopause. Ongoing work focuses on ensuring that these policies are applied consistently and are well understood by both employees and managers. This supports wellbeing, retention and inclusion.
Offer occupational health advice to employees experiencing menopause
About this action (Offer occupational health advice to employees experiencing menopause)
Read more about the action: Offer occupational health advice to employees experiencing menopause (opens in a new window)
Intellectual Property Office said:
Employees have access to occupational health support, where tailored advice can be provided to support those experiencing menopause. This includes recommendations for workplace adjustments and support mechanisms to help individuals remain in work and perform at their best. This provision is part of our broader wellbeing offer.
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)
Intellectual Property Office said:
We have established a range of peer support networks to support employees experiencing menopause. This includes active communities on Viva Engage, regular menopause cafés and a network of trained menopause champions who provide a safe and supportive space to share experiences and seek advice. These networks are open to all employees, including those directly affected as well as colleagues and managers who want to build their understanding. Together, these approaches help to reduce stigma, encourage open conversations and create a more inclusive and supportive workplace culture.
Offer workplace adjustments to employees experiencing menopause
About this action (Offer workplace adjustments to employees experiencing menopause)
Read more about the action: Offer workplace adjustments to employees experiencing menopause (opens in a new window)
Intellectual Property Office said:
We support employees experiencing menopause through reasonable workplace adjustments, tailored to individual needs. This includes flexibility, environmental adjustments and other practical support. Managers are encouraged to work collaboratively with employees to identify appropriate solutions that support wellbeing and performance.
4. About Intellectual Property Office
- Registered address
- Concept House, Cardiff Road, Newport, Newport, NP108QQ
- Sector
- Public sector