Mersey View Learning Trust
Action plan 2026 to 2027

Contents

  1. Introduction
  2. Planned actions
  3. Embedded actions
  4. About Mersey View Learning Trust

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 Mersey View Learning Trust’s equality policies or strategy (opens their website in a new window)

2. Planned actions

Mersey View Learning Trust has committed to working on these actions in the 2026 to 2027 reporting year:

Encourage employee development through actionable steps

About this action (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.
Read more about the action: Encourage employee development through actionable steps (opens in a new window)

Mersey View Learning Trust said:

We will improve gender representation in senior roles by setting targets to improve gender representation by:

•reviewing the gender profile of leadership and management positions annually

•setting a target to increase female representation in senior leadership and higher-paid roles where under-representation exists

•report progress to the board of trustees on an annual basis.

Offer mentoring, sponsorship and other development programmes

About this action (Offer mentoring, sponsorship and other development programmes)
Providing development programmes, such as mentoring, gives employees a formal channel for advice and support.
Read more about the action: Offer mentoring, sponsorship and other development programmes (opens in a new window)

Mersey View Learning Trust said:

We will strengthen career development and progression by offering mentoring, sponsorship and development programmes by:

•introducing a structured leadership development programme accessible to all employees

•encouraging and supporting female employees to apply for promotion opportunities

•ensuring eligible employees are routinely considered for progression and development opportunities.

Increase transparency for pay, promotion and rewards

About this action (Increase transparency for pay, promotion and rewards)
Transparency in pay, promotion, and bonus policies helps ensure everyone understands how decisions are made.
Read more about the action: Increase transparency for pay, promotion and rewards (opens in a new window)

Mersey View Learning Trust said:

We will increase transparency in recruitment for pay, promotion and rewards by:

•reviewing recruitment and promotion processes to ensure they are fair and transparent by:

•publishing information about career pathways and progression opportunities

•using structured interview and selection processes to minimise unconscious bias.

Train managers to support employees experiencing menopause

About this action (Train managers to support employees experiencing menopause)
Manager training can help organisations support employees experiencing menopause.
Read more about the action: Train managers to support employees experiencing menopause (opens in a new window)

Mersey View Learning Trust said:

We will support employees experiencing menopause by reviewing policies and procedures to meet the needs of employees experiencing menopause by:

•creating menopause guidance for employees and managers

•providing menopause awareness training for line managers

•promoting access to occupational health and wellbeing support.

3. Embedded actions

Mersey View Learning Trust has indicated that the following actions are already an established part of their working practice.

Reduce unconscious bias in CV screening

About this action (Reduce unconscious bias in CV screening)
Using structured, skill-based screening can minimise bias and boost diversity in hiring.
Read more about the action: Reduce unconscious bias in CV screening (opens in a new window)

Use fair and structured interview techniques

About this action (Use fair and structured interview techniques)
Structured interviews support fair, objective hiring. Standardised questions and scoring helps reduce bias and promotes equal opportunity.
Read more about the action: Use fair and structured interview techniques (opens in a new window)

Make job descriptions inclusive

About this action (Make job descriptions inclusive)
Inclusive job descriptions can attract diverse talent by using neutral language, listing only essential requirements, and highlighting equal opportunities.
Read more about the action: Make job descriptions inclusive (opens in a new window)

Offer workplace adjustments to employees experiencing menopause

About this action (Offer workplace adjustments to employees experiencing menopause)
Personalised workplace adjustments for employees experiencing menopause can support their wellbeing and ability to work.
Read more about the action: Offer workplace adjustments to employees experiencing menopause (opens in a new window)

4. About Mersey View Learning Trust

Registered address
19 Mount Pleasant, Liverpool, United Kingdom, L22 5PL
Sector