HARRODS 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).
HARRODS LIMITED submitted the following supporting narrative with their action plan:
Harrods is committed to ensuring gender equity, and have robust review processes and committees in place to achieve this.
We work closely with our Employee Networks on policy development and colleague support to make sure what we offer and signpost enables equity. We also use our well established listening channels to establish focus areas for improvement, and understand what is landing well and what needs more work.
The plan we have outlined covers some of the work we are doing already, and some work that is in plan for the future. We are proud of the improvement we have seen to our gender pay gap in recent years, and the achievement of becoming accredited as a menopause friendly employer in 2025. We plan to regularly review our actions and commitments to make sure they continued to be focussed and effective.
Read HARRODS LIMITED’s equality policies or strategy (opens their website in a new window)
2. Planned actions
HARRODS LIMITED has committed to working on these actions in the 2026 to 2027 reporting year:
Make job descriptions inclusive
About this action (Make job descriptions inclusive)
Read more about the action: Make job descriptions inclusive (opens in a new window)
HARRODS LIMITED said:
To help ensure job descriptions and adverts are inclusive we will use gender decoder to ensure gender bias language is not being used. This is in place for some adverts and job descriptions already, we aim to do this for all.
Encourage employee development through actionable steps
About this action (Encourage employee development through actionable steps)
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HARRODS LIMITED said:
To ensure development is structured and consistent we do the following;
Regular manager upskilling to ensure feedback is structured and actionable.
Skills gap identification and targeted offering for women, facilitated through our women's network in partnership with our Learning & Talent Development team.
Ensure all colleagues have structured goals.
Share expectations per band through the launch of Values Based Behaviours, to make it clear what is expected at each level and what is needed to progress into more senior roles.
Set targets to improve gender representation
About this action (Set targets to improve gender representation)
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HARRODS LIMITED said:
To identify areas to improve gender representation we are using our demographic dashboard data to review internal gender representation v's external benchmarks, and aligning on which areas need more focus.
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)
HARRODS LIMITED said:
To highlight the policies and benefits we have to support women in the workplace we;
Promote key policies regularly through policy spotlight comms - Maternity Leave, Parental Leave, Carers Leave, Flexible Working.
Annually review our maternity pay offering and enhancement.
Signpost policies at on-boarding.
Upskill managers in policy understanding and application.
Maintain and embed colleague networks notably Women's, Carers and Working Parents networks.
Encourage applications from a range of candidates
About this action (Encourage applications from a range of candidates)
Read more about the action: Encourage applications from a range of candidates (opens in a new window)
HARRODS LIMITED said:
To improve the diversity of our talent pool we plan to;
Monitor candidate and colleague demographic data to identify where there is opportunity to increase female representation.
Make gender data visible to leaders and managers in their people management information data so they can be aware of where there is opportunity to improve female representation.
Trial gender balanced shortlists in identified areas to be more intentional about addressing gender imbalance.
Train managers to support employees experiencing menopause
About this action (Train managers to support employees experiencing menopause)
Read more about the action: Train managers to support employees experiencing menopause (opens in a new window)
HARRODS LIMITED said:
This is an ongoing activity as part of our menopause support and awareness. We do the following;
Run regular manager upskilling on menopause and how to support those navigating peri- menopause symptoms.
Signpost to support available within the menopause policy and through regular comms campaigns - both led centrally and via our Women's Network.
Leverage & share menopause resources available through key related health and wellbeing partners including Grace & Green, Henpicked and Retail Trust.
Signpost support and resources relating to health conditions related to menstrual health & period dignity.
Offer occupational health advice to employees experiencing menopause
About this action (Offer occupational health advice to employees experiencing menopause)
Read more about the action: Offer occupational health advice to employees experiencing menopause (opens in a new window)
HARRODS LIMITED said:
We already refer to the BUPA menopause support programme via Occupational Health and Treatment teams for additional support where needed.
We plan to upskill our in house Occupational Health and Treatment colleagues in specialist menopause support.
We plan to run Occupational Health facilitated drop in sessions for colleagues and managers to provide advice and guidance in partnership with our Women's network.
We plan to track attendance and engagement in the sessions.
3. Embedded actions
HARRODS LIMITED has indicated that the following actions are already an established part of their working practice.
Use fair and structured interview techniques
About this action (Use fair and structured interview techniques)
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HARRODS LIMITED said:
Standardised interview packs are used with standardised scoring.
Hiring manager training on the interview process is mandatory as a pre-requisite to hiring.
The assessment process is clear and consistent, and is communicated to candidates up-front.
Adjustment needs are proactively asked about right at the start of the process to make sure it is as comfortable as possible for all.
The Talent Acquisition team are upskilled in inclusive & accessible recruitment, with identified subject matter experts (SMEs) in the team to provide additional support as needed.
Reduce unconscious bias in CV screening
About this action (Reduce unconscious bias in CV screening)
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HARRODS LIMITED said:
Bias training is already included in mandatory manager training pre interview.
Offer mentoring, sponsorship and other development programmes
About this action (Offer mentoring, sponsorship and other development programmes)
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HARRODS LIMITED said:
We have a well established reverse mentoring programme in place to support building leadership awareness and sponsorship of colleagues from under represented groups. This is run annually and is opt in for all senior leaders.
Offer workplace adjustments to employees experiencing menopause
About this action (Offer workplace adjustments to employees experiencing menopause)
Read more about the action: Offer workplace adjustments to employees experiencing menopause (opens in a new window)
HARRODS LIMITED said:
Workplace adjustments are recommended by the in-house Occupational Health team based on assessments of individual experience and job role.
We review of inclusion listening channel feedback for any suggestions or questions relating to menopause support.
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)
Read more about the action: Review policies and procedures to meet the needs of employees experiencing menopause (opens in a new window)
HARRODS LIMITED said:
We have a published menopause policy which we regularly share and signpost. This is reviewed annually in partnership with our Women's network.
Set up menopause support groups and networks
About this action (Set up menopause support groups and networks)
Read more about the action: Set up menopause support groups and networks (opens in a new window)
HARRODS LIMITED said:
Menopause cafes are facilitated by the Corporate Health team and the Women's network.
Support and resources available through our Menopause Friendly Accreditation are regularly signposted.
Colleagues are encouraged to share personal experiences of navigating menopause to help others to feel safe and able to be open and seek the support they need.
Increase transparency for pay, promotion and rewards
About this action (Increase transparency for pay, promotion and rewards)
Read more about the action: Increase transparency for pay, promotion and rewards (opens in a new window)
HARRODS LIMITED said:
We do this by;
Providing clarity on pay review process through internal comms channels and manager upskilling around pay review process.
Making our Gender Pay Gap report prominent and accessible through internal & external channels / platforms.
Using robust and consistent grading and salary benchmark data to inform pay decisions.
Ensuring pay uplift decisions are reviewed and approved via a quarterly pay committee.
Ensuring internal vacancies visible to all through Workday - with regular promotion of 'Hot Jobs' business wide to further raise awareness.
4. About HARRODS LIMITED
- Registered address
- 87/135 Brompton Road, London, SW1X 7XL
- Sector
- Wholesale and retail trade; repair of motor vehicles and motorcycles
- Person responsible
- Abi Weeks (Chief People Officer)