GENERAL TRAFFIC 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 outlining how they intend to address their gender pay gap and support employees experiencing menopause. Subject to legislation, these will become mandatory from spring 2027.
To create their action plan, employers review a list of evidence-informed actions recommended by the government. They identify any they already routinely do (‘embedded actions’), and choose some new actions to work on for the first time or build on something they are already doing (‘planned actions’). They must choose at least 2 planned actions:
- one must address an organisation’s gender pay gap
- one must support employees experiencing menopause
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).
For more detail on the process, see the gender pay gap and action plan guidance (opens in a new window).
GENERAL TRAFFIC LIMITED submitted the following supporting narrative with their action plan:
General Traffic Ltd will continue to report annually on our gender pay gap and take concrete steps to close it and create a workplace where everyone has equal opportunities to succeed.
Read GENERAL TRAFFIC LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
GENERAL TRAFFIC LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Reduce unconscious bias in CV screening
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
GENERAL TRAFFIC LIMITED said:
Currently rebuilding new recruitment processes to improve recruitment screening.
Use fair and structured interview techniques
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
GENERAL TRAFFIC LIMITED said:
Part of building a new recruitment process with set interview processes relevant to the role
Conduct a menopause risk assessment for your workplace
Menopause risk assessments can identify workplace adjustments to help support your employees' wellbeing.
GENERAL TRAFFIC LIMITED said:
This will be implemented for further actions to be made.
Offer workplace adjustments to employees experiencing menopause
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
GENERAL TRAFFIC LIMITED said:
This will be implemented for further actions to be made.
3. Embedded actions
GENERAL TRAFFIC LIMITED has indicated that the following actions are already an established part of their working practice.
Make job descriptions inclusive
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
GENERAL TRAFFIC LIMITED said:
Continue to review job adverts, role requirements and recruitment channels to widen attraction and encourage applications from women for roles across the business, including operational and technical roles.
Encourage applications from a range of candidates
Actively seeking applications from under-represented groups can ensure a broader range of applicants for all roles.
GENERAL TRAFFIC LIMITED said:
Continue to review job adverts, role requirements and recruitment channels to widen attraction and encourage applications from women for roles across the business, including operational and technical roles.
Automatically consider eligible employees for promotion
Automatically considering all eligible employees for promotion gives them the choice to opt-out rather than opt-in.
GENERAL TRAFFIC LIMITED said:
Monitor progression, promotion and development opportunities by gender so that employees have fair access to training and career pathways.
Review pay and bonus outcomes annually to identify any patterns that may require further investigation and to ensure decisions are consistently applied.
Encourage employee development through actionable steps
Giving all employees clear and actionable advice on how to develop may benefit organisations with low rates of progression and retention for women.
GENERAL TRAFFIC LIMITED said:
Monitor progression, promotion and development opportunities by gender so that employees have fair access to training and career pathways.
Offer mentoring, sponsorship and other development programmes
Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
GENERAL TRAFFIC LIMITED said:
Monitor progression, promotion and development opportunities by gender so that employees have fair access to training and career pathways.
Set targets to improve gender representation
Setting specific internal targets that you can monitor using data gives your organisation clear steps to improve gender representation and equality.
GENERAL TRAFFIC LIMITED said:
Continue to support an inclusive working environment, including flexible and family-friendly practices where operationally possible, to help retain talent across the business.
Increase transparency for pay, promotion and rewards
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
GENERAL TRAFFIC LIMITED said:
Our Gender Pay Gap Report is updated clearly on our website which ensures transparency for all.
4. About GENERAL TRAFFIC LIMITED
- Registered address
- Rutland Mill, Adelaide Street, Bolton, United Kingdom, BL3 3NY
- Sector
- Wholesale and retail trade; repair of motor vehicles and motorcycles
- Person responsible
- Sonal Chauhan (HR Manager)