SEMCO MARITIME LIMITED
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).
SEMCO MARITIME LIMITED submitted the following supporting narrative with their action plan:
We recognise that reducing our gender pay gap, particularly in the context of a male dominated offshore workforce, will take time and sustained effort. While structural change will not happen overnight, we are committed to making meaningful progress by improving representation, supporting inclusive career pathways, and embedding fair and transparent pay practices across our organisation.
Read SEMCO MARITIME LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
SEMCO MARITIME LIMITED 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)
SEMCO MARITIME LIMITED said:
Our actions focus on addressing the root causes of our gender pay gap, with particular emphasis on the male dominated nature of our offshore workforce.
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)
SEMCO MARITIME LIMITED said:
We will maintain focus and accountability for progress.
Hold leaders accountable for improving gender representation and inclusion within their areas.
Review gender pay and workforce data annually to assess progress and inform future actions.
Communicate openly with employees about progress and challenges.
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)
SEMCO MARITIME LIMITED said:
We will support sustainable careers across different life stages.
Explore offshore rota flexibility where operationally feasible.
Support employees before, during, and after family related leave to maintain career continuity.
Encourage alternative career pathways between offshore and onshore roles where appropriate.
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)
SEMCO MARITIME LIMITED said:
This Policy sets out the rights of employees experiencing menopausal symptoms and explains the support available to them.
Semco Maritime Ltd are committed to creating an open and supportive culture for their employees and want employees to feel comfortable speaking about how menopause related symptoms may be affecting them at work and be able to ask for the support they need to help manage their symptoms.
3. Embedded actions
SEMCO MARITIME LIMITED has indicated that the following actions are already an established part of their working practice.
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)
SEMCO MARITIME LIMITED said:
We will take steps to improve gender balance within our offshore workforce over the long term.
Analyse offshore workforce data by role, grade, and discipline to identify priority areas.
Work with operational leaders to identify roles and career pathways where female participation can be increased.
Promote offshore roles more actively as viable, sustainable career options for a broader and more diverse talent pool.
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)
SEMCO MARITIME LIMITED said:
We will focus on retaining and developing women in offshore roles.
Ensure that offshore facilities, rotas, and working environments support an inclusive and safe workplace.
Provide development, mentoring, and career planning support for employees in offshore roles.
Monitor offshore progression and assignment opportunities by gender.
Set targets to improve gender representation
About this action (Set targets to improve gender representation)
Read more about the action: Set targets to improve gender representation (opens in a new window)
SEMCO MARITIME LIMITED said:
We will take steps to improve gender balance within our offshore workforce over the long term.
Analyse offshore workforce data by role, grade, and discipline to identify priority areas.
Work with operational leaders to identify roles and career pathways where female participation can be increased.
Promote offshore roles more actively as viable, sustainable career options for a broader and more diverse talent pool.
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)
SEMCO MARITIME LIMITED said:
We will continue to ensure fairness and consistency in how employees are rewarded.
Carry out regular reviews of pay, allowances, and premiums to identify any unexplained differences.
Apply consistent role evaluation and salary frameworks across offshore and onshore roles.
Monitor starting pay and pay progression outcomes by gender.
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)
SEMCO MARITIME LIMITED said:
The Menopause is a natural event which happens when a person has not had a period for 12 months. There are several hormonal changes that happen in the body including a decrease in oestrogen, progesterone, and testosterone levels.
The Menopause usually occurs between the ages of 45 and 55 and typically lasts between 4 and 8 years. The average age for a person to reach menopause is fifty-one, however it can be earlier or later that this due to surgery, illness, or other reasons. Occasionally, menopausal symptoms can begin before the age of forty.
4. About SEMCO MARITIME LIMITED
- Registered address
- 37 Abercrombie Court Prospect Road, Arnhall Business Park, Westhill, Scotland, AB32 6FE
- Sector
- Manufacturing
- Person responsible
- David Hutchinson (Managing Director)