TELEDOCTOR 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).
TELEDOCTOR LIMITED submitted the following supporting narrative with their action plan:
At ProblemShared, we are committed to creating an inclusive workplace where everyone has equal opportunities to join, develop, succeed and enjoy their career with the Company, regardless of their background or personal characteristics.
Equality, Diversity and Inclusion are embedded within our People Strategy, supported by policies, training and regular review of our People practices and processes.
Over the past year, we have continued to strengthen our approach by enhancing our family friendly benefits; investing in career development; maintaining robust pay benchmarking processes; and delivering learning that promotes inclusive behaviours.
During the coming year, we will build on these foundations by expanding career path frameworks to more departments within the Company; further strengthening inclusive recruitment practices via hiring manager training; and increasing awareness and support around Menopause in the workplace.
Progress against this plan will be reviewed through data analysis; employee survey feedback; and recruitment and reward metrics; along with championing from the Senior Leadership Team.
This action plan compliments our wider Equality, Diversity & Inclusion commitments and should be read alongside our Equality, Diversity & Inclusion Policy; Menopause Policy; and Family Leave policies.
Read TELEDOCTOR LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
TELEDOCTOR LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Encourage applications from a range of candidates
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TELEDOCTOR LIMITED said:
Continuing to build diverse pipelines for hiring and promotion:
We are continuing to strengthen diversity across our recruitment and internal progression processes to ensure opportunities are accessible to the widest possible range of candidates. This includes expanding attraction strategies, reviewing recruitment outcomes and supporting equitable access to promotion opportunities. Progress will be monitored through recruitment and promotion data, diversity metrics and representation across the Company.
Automatically consider eligible employees for promotion
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TELEDOCTOR LIMITED said:
Continuing to build diverse pipelines for hiring and promotion:
We are continuing to strengthen diversity across our recruitment and internal progression processes to ensure opportunities are accessible to the widest possible range of candidates. This includes expanding attraction strategies, reviewing recruitment outcomes and supporting equitable access to promotion opportunities. Progress will be monitored through recruitment and promotion data, diversity metrics and representation across the Company.
Encourage employee development through actionable steps
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TELEDOCTOR LIMITED said:
Career Path Frameworks have already been introduced in several areas of the business, providing greater transparency around career progression, expectations and development opportunities. During the coming year these frameworks will be rolled out across additional functions to ensure employees have consistent visibility of career pathways and the skills required to progress. By increasing transparency and applying a consistent approach to career progression, we aim to reduce the potential for bias in progression decisions and support equitable access to development opportunities. Progress will be measured through implementation milestones, employee feedback, internal promotion rates and continuous career development conversations.
Train managers to support employees experiencing menopause
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TELEDOCTOR LIMITED said:
Introduce Menopause Awareness E-learning
Building on our existing Menopause Policy and recent awareness session, we will introduce dedicated menopause awareness e-learning for all employees and managers. The training will improve understanding of menopause, increase manager confidence in supporting their line reports/colleagues and ensure employees are aware of the support available. Impact will be measured through completion rates and employee feedback via our pulse/engagement surveys.
Use fair and structured interview techniques
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TELEDOCTOR LIMITED said:
Recruitment Training for Hiring Managers
We will introduce recruitment training for hiring managers to strengthen inclusive recruitment practices and promote consistent, fair decision making throughout the hiring process. The training will cover objective assessment techniques, reducing bias and creating an inclusive candidate experience. Success will be measured through training completion rates, hiring manager feedback and recruitment outcomes.
3. Embedded actions
TELEDOCTOR LIMITED has indicated that the following actions are already an established part of their working practice.
Reduce unconscious bias in CV screening
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TELEDOCTOR LIMITED said:
Equality, Diversity & Inclusion and Neurodiversity Awareness Training:
Our mandatory Equality, Diversity & Inclusion training and Neurodiversity Awareness training ensures all employees have a shared understanding of inclusive behaviours, unconscious bias and the importance of creating an accessible workplace. Completion rates are monitored to ensure all employees receive this training, helping to embed inclusion throughout the Company.
Make job descriptions inclusive
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Increase transparency for pay, promotion and rewards
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TELEDOCTOR LIMITED said:
Fair and Consistent Pay Practices
All roles are benchmarked annually using a benchmarking tool, to ensure our pay remains fair and competitive within the healthcare industry. Benchmarking outcomes are reviewed by the Senior Leadership Team as part of our annual pay review process, supporting consistent pay decisions and helping identify any emerging disparities.
Regularly Review Pay Data
Alongside our annual benchmarking process, we will continue to review pay data to identify and address any disparities across employee groups, as needed. Findings will inform reward decisions and future people initiatives, with progress monitored through annual pay reviews.
Enhance and promote flexible working and leave policies
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TELEDOCTOR LIMITED said:
Enhanced Family Friendly Benefits
We introduced enhanced Paternity Leave and Shared Parental Leave during 2026 to better support employees balancing work and family responsibilities. These enhancements reflect our commitment to creating a more inclusive workplace and providing equitable support throughout our employees’ different life stages.
Offer workplace adjustments to employees experiencing menopause
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Advertise flexible working arrangements in job adverts
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Offer occupational health advice to employees experiencing menopause
About this action (Offer occupational health advice to employees experiencing menopause)
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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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Set up menopause support groups and networks
About this action (Set up menopause support groups and networks)
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TELEDOCTOR LIMITED said:
Menopause, Mental Health and Neurodivergent Women
In June 2026, we delivered a Continuing Professional Development (CPD) session exploring the relationship between menopause, mental health, and neurodiversity. The session examined how hormonal fluctuations during menopause can affect executive functioning, sensory processing, and emotional wellbeing. We also explored the impact on mental health, the unique challenges many women experience during this life stage, and practical ways to provide effective support. Finally, the session considered the changing social identities and expectations of women throughout different life stages, from early adulthood through to later life.
4. About TELEDOCTOR LIMITED
- Registered address
- 16 High Holborn High Holborn, London, England, WC1V 6BX
- Sector
- Information and communication
- Person responsible
- Susie Oldham (Chief People Officer)