WOODGATE AND CLARK 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).
Read WOODGATE AND CLARK LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
WOODGATE AND CLARK LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Automatically consider eligible employees for promotion
About this action (Automatically consider eligible employees for promotion)
Read more about the action: Automatically consider eligible employees for promotion (opens in a new window)
WOODGATE AND CLARK LIMITED said:
We identified a risk that promotion opportunities may not always be visible to all eligible employees, potentially limiting fairness and accessibility. This was identified through review of internal processes and feedback indicating that informal or ad‑hoc approaches could disadvantage some groups. To address this, we are working to ensure that all internal promotion opportunities are clearly advertised through a transparent internal recruitment process, giving all eligible employees equal access to information and the opportunity to apply.
Encourage applications from a range of candidates
About this action (Encourage applications from a range of candidates)
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WOODGATE AND CLARK LIMITED said:
We identified that the diversity of our applicant pool may be influenced by where and how we advertise roles. Preliminary review highlighted that we have not yet formally assessed the diversity reach or inclusion commitments of all job boards and advertising channels we use. To address this, we will conduct a review of our recruitment advertising platforms to assess audience reach, diversity credentials and alignment with our inclusion aims, and will take action to broaden advertising where
appropriate to improve access for candidates from different backgrounds.
Reduce unconscious bias in CV screening
About this action (Reduce unconscious bias in CV screening)
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WOODGATE AND CLARK LIMITED said:
This issue was identified through review of our screening processes and awareness of the potential for unconscious bias at early recruitment stages. Currently, personal information such as names and nationality may be visible during CV screening. We plan to review our HR Information System (HRIS) recruitment functionality to determine whether anonymised applications can be enabled. Where system changes are not immediately possible, interim guidance will be reinforced to hiring managers to focus assessment strictly on skills, experience, and role‑related criteria.
Advertise flexible working arrangements in job adverts
About this action (Advertise flexible working arrangements in job adverts)
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WOODGATE AND CLARK LIMITED said:
We identified that flexible and hybrid working options were not consistently or clearly communicated in job adverts, which may deter candidates who value work‑life balance or require flexibility. To address this, we are reviewing job adverts to ensure they clearly outline available flexibility and family‑friendly initiatives where applicable. This will improve transparency at the attraction stage and support our commitment to inclusive and flexible ways of working.
Advertise leave policies in job adverts
About this action (Advertise leave policies in job adverts)
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WOODGATE AND CLARK LIMITED said:
A review of job adverts highlighted reliance on generic wording such as “competitive package,” which may limit transparency and fail to demonstrate the full value of our employee offering. To address this, we plan to include clearer detail on leave entitlements, benefits, and wellbeing initiatives in job adverts. This will help better reflect our culture, promote fairness through transparency, and encourage applications from a broader and more diverse range of candidates, including women and those returning to work.
Set targets to improve gender representation
About this action (Set targets to improve gender representation)
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WOODGATE AND CLARK LIMITED said:
We identified limited completeness of diversity data as a constraint on our ability to accurately monitor representation and set meaningful targets. To address this, we are planning enhanced HRIS data collection for Equal Opportunities and Diversity information. Alongside this, communications will be developed to encourage employees to voluntarily complete their diversity data on an annual basis, helping to build a more accurate picture of
workforce composition and enabling informed, evidence‑based actions to improve representation.
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)
WOODGATE AND CLARK LIMITED said:
As part of our commitment to proactively supporting health and wellbeing, a menopause risk assessment checklist has been reviewed and approved for internal use. This provides a structured way to identify potential workplace risks and appropriate adjustments. Work is in progress to communicate this tool to line managers and ensure awareness that menopause risk assessments are available and can be used alongside DSE and other health assessments to support employees sensitively and effectively.
3. Embedded actions
WOODGATE AND CLARK LIMITED has indicated that the following actions are already an established part of their working practice.
Encourage employee development through actionable steps
About this action (Encourage employee development through actionable steps)
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WOODGATE AND CLARK LIMITED said:
Review of internal mobility processes highlighted the importance of consistently promoting development opportunities such as internal moves, promotions, and secondments. All internal roles are now advertised openly to all staff to support career progression and skills development. This approach is currently in progress and is designed to ensure decisions are
based on merit, capability, and aspiration, while encouraging employees to take proactive steps in their own development.
Make job descriptions inclusive
About this action (Make job descriptions inclusive)
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WOODGATE AND CLARK LIMITED said:
We identified inclusive language as a potential barrier to attracting diverse candidates through an internal review of our recruitment approach and external good‑practice guidance. Our Applicant Tracking System (ATS) includes built‑in bias and gender‑coded language detection, which is used when drafting and publishing job descriptions and adverts. This ensures potentially exclusionary language is flagged and amended before roles are advertised. This approach is now embedded as standard practice to help widen appeal and reduce unintended bias at the attraction stage.
Use fair and structured interview techniques
About this action (Use fair and structured interview techniques)
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WOODGATE AND CLARK LIMITED said:
Through feedback and review of recruitment practices across the business, we identified inconsistencies in how interviews are conducted and documented. To ensure fairness and comparability of decision‑making, we are standardising our interview approach by introducing structured interviews based on competency‑based questions aligned to role requirements. Hiring managers are being trained on fair recruitment principles, unconscious bias and consistent assessment, and HR is developing standard templates and guidance to support this approach across all business areas.
Offer mentoring, sponsorship and other development programmes
About this action (Offer mentoring, sponsorship and other development programmes)
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WOODGATE AND CLARK LIMITED said:
Through workforce planning and engagement discussions, we identified the need for clearer and more structured development pathways to support long‑term career progression. Existing support such as funding for professional memberships and qualifications is in place, but further work is underway to develop mentoring and sponsorship programmes, improve visibility of career pathways, and clearly communicate opportunities for
apprenticeships and training. These initiatives aim to ensure development opportunities are transparent, accessible, and equitable for all staff
Increase transparency for pay, promotion and rewards
About this action (Increase transparency for pay, promotion and rewards)
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WOODGATE AND CLARK LIMITED said:
Through ongoing review of reward practices and commitment to pay fairness, we identified the importance of maintaining transparency and consistency in how pay and promotions are determined. Annual salary benchmarking is carried out across all roles, business areas and levels to ensure alignment with market rates and internal equity. Pay and promotion decisions are linked to appraisal outcomes and performance against clear objectives. Becoming a Real Living Wage employer further reinforces our commitment to fair and equitable reward practices.
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)
WOODGATE AND CLARK LIMITED said:
Review of employee benefits and changing workforce expectations highlighted the need to regularly assess and enhance flexible working and parental leave provision. Maternity and paternity leave entitlements have been enhanced above the statutory minimum and are embedded within our policies, with ongoing review to ensure they remain competitive and
supportive. This approach supports fairness, retention, and inclusion for employees with caring responsibilities.
Train managers to support employees experiencing menopause
About this action (Train managers to support employees experiencing menopause)
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WOODGATE AND CLARK LIMITED said:
We identified through wellbeing discussions, manager feedback and best‑practice guidance that managers may lack confidence or knowledge when supporting employees experiencing menopausal symptoms. To address this, targeted menopause training is being developed to equip
managers with the understanding and tools needed to hold supportive conversations, recognise symptoms and make reasonable adjustments. Available learning resources on the Zing platform are being reviewed, alongside external webinar‑based menopause training (including wellbeing
support through Westfield Health), with the intention of offering accessible learning for all staff and more in‑depth training for managers.
Offer occupational health advice to employees experiencing menopause
About this action (Offer occupational health advice to employees experiencing menopause)
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WOODGATE AND CLARK LIMITED said:
Recognising that menopause can have varying physical and psychological impacts at work, we identified the importance of confidential, professional health advice. Occupational Health (OH) referrals via a third‑party provider are embedded and available to support employees experiencing
menopause‑related symptoms. The OH provider offers expert advice, risk assessments and recommendations, ensuring any required workplace adjustments are identified and implemented promptly to support individual needs.
Offer workplace adjustments to employees experiencing menopause
About this action (Offer workplace adjustments to employees experiencing menopause)
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WOODGATE AND CLARK LIMITED said:
We identified that practical, flexible workplace adjustments can have a significant positive impact for employees experiencing menopause symptoms. Through the Occupational Health referral process, reasonable adjustments are assessed and implemented where appropriate. This may
include changes to working environment, flexibility, workload or equipment. These measures are embedded to ensure employees are supported to remain comfortable, productive and engaged at work.
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)
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WOODGATE AND CLARK LIMITED said:
A review of company policies identified the importance of clearly linking menopause support with wider wellbeing provision. Relevant policies are in place and reviewed annually, while a programme of wellbeing webinars is available to all employees covering physical health, mental health and work‑life balance topics, including menopause. The Employee Assistance Programme (EAP) and healthcare benefits provide additional confidential support. These resources are promoted regularly throughout the year to ensure employees are aware of the support available and feel encouraged to access it
4. About WOODGATE AND CLARK LIMITED
- Registered address
- 86 Deansgate, Manchester, England, M3 2ER
- Sector
- Administrative and support service activities
- Person responsible
- Claire Fisk (HR Director & ESG Lead)