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Embark Multi Academy Trust
Action plan 2026 to 2027

Contents

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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).

Embark Multi Academy Trust submitted the following supporting narrative with their action plan:

The plan focuses on embedding equality, inclusion and evidence-informed decision making to reduce the gender pay gap over time. It prioritises delivery of the Strategy, ensuring gender equality is considered in workforce planning and organisational decisions. A stronger data-led approach will use gender pay gap dashboards to monitor trends, identify areas for improvement and inform targeted action. Recruitment and selection processes will continue to embed inclusive principles, providing fair, transparent access to opportunities while monitoring diversity across all levels of the Trust. Leadership development will intentionally promote equality and support progression into senior roles. The Trust will strengthen staff engagement by listening to colleagues, responding to feedback and providing appropriate development opportunities. Support policies, including flexible working, menopause, parental leave and return-to-work arrangements, will be made more visible, accessible and consistently applied. Trust-wide induction and onboarding will also be strengthened to support long-term career development. Progress will be subject to regular reporting, review and scrutiny through in-year monitoring, ensuring actions remain focused on the areas of greatest impact. Collectively, these actions aim to address the structural causes of the gender pay gap, improve representation across higher-paid roles and create a culture where opportunity, progression and reward are accessible too everyone.

Read Embark Multi Academy Trust’s equality policies or strategy (opens their website in a new window)

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2. Planned actions

Embark Multi Academy Trust has committed to working on these actions in the 2026 to 2027 reporting year:

Offer mentoring, sponsorship and other development programmes

About this action

Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Intentional leadership development with equality at the centre of what we do. See full Gender Pay Gap Report 2025/2026.

Enhance and promote flexible working and leave policies

About this action

Enhance and promote leave policies and flexible working so employees know their entitlements and how to use them.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Well established but improving systems and processes

Review policies and procedures to meet the needs of employees experiencing menopause

About this action

Ensure your organisation’s policies align with the needs of employees experiencing menopause by reviewing your policies and procedures.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Ensuring visability and ease of access to our policies and procedures to support people to stay in work. Menopause policy to reflect this.

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3. Embedded actions

Embark Multi Academy Trust has indicated that the following actions are already an established part of their working practice.

Advertise leave policies in job adverts

About this action

Advertise parental, carer, and compassionate leave policies widely to ensure all prospective employees know the entitlements they would be eligible for.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Working for Us document sets this out

Reduce unconscious bias in CV screening

About this action

Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Recruitment system anonymises applications

Increase transparency for pay, promotion and rewards

About this action

Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Nationally agreed terms and conditions

Offer workplace adjustments to employees experiencing menopause

About this action

Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Embedded as part of good working practice

Offer occupational health advice to employees experiencing menopause

About this action

Giving employees specialised occupational health advice can help them manage menopause symptoms, get support and work more comfortably.
Read more (opens in a new window)

Embark Multi Academy Trust said:

Offered as part employee assistance.

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4. About Embark Multi Academy Trust

• Registered address: University Of Derby, E308, Kedleston Road, Derby, DE22 1GB