Isle of Wight College
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).
Isle of Wight College submitted the following supporting narrative with their action plan:
The College will continue to monitor and address factors influencing its gender pay gap, with a focus on progression, workforce representation, wellbeing and inclusion.
While women are well represented across the workforce, they remain more concentrated within lower-paid roles. To support greater equality of opportunity, the College will continue to review pay gap, recruitment, promotion and retention data; maintain fair and transparent pay and grading arrangements; strengthen progression and development opportunities; and promote flexible working through recruitment and employment practices.
The College will also embed its Wellbeing and Inclusion Strategy, including staff-led Wellbeing Cafés and menopause support initiatives, provide manager training on menopause and workplace adjustments, and utilise Occupational Health support where appropriate. In addition, the College will implement its staff-developed Workload Charter, support inclusive recruitment and decision-making through EDI training, encourage career development and succession planning, and improve workforce data to better understand intersectional outcomes.
Progress against these actions will be reviewed annually as part of the College's Gender Pay Gap reporting and wider People Strategy, supporting a fair, inclusive and supportive working environment for all staff.
Read Isle of Wight College’s equality policies or strategy (opens their website in a new window)
2. Planned actions
Isle of Wight College has committed to working on these actions in the 2026 to 2027 reporting year:
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)
Isle of Wight College said:
The College will establish staff-led Wellbeing Cafés to create informal, supportive spaces where colleagues can share experiences and access peer support. This will include a dedicated Menopause Café to raise awareness, reduce stigma and support those experiencing menopause, alongside other groups focused on topics such as mental health, carers, neurodiversity, disability inclusion, financial wellbeing and work-life balance. The College will also provide managers with guidance on menopause and continue to promote wellbeing resources and reasonable adjustments to support staff wellbeing, retention and career development.
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)
Isle of Wight College said:
The College will provide managers with training and guidance to increase understanding of menopause and its potential impact on health, wellbeing and work. This will enable managers to have informed and supportive conversations, recognise when support may be needed, and consider appropriate workplace adjustments.
Advertise flexible working arrangements in job adverts
About this action (Advertise flexible working arrangements in job adverts)
Read more about the action: Advertise flexible working arrangements in job adverts (opens in a new window)
Isle of Wight College said:
The college will be reviewing its job adverts to highlight its commitment to family friendly policies and supporting staff with caring responsibilities, this will be linked to its inclusion and wellbeing strategy to be launched later in 2026/27
3. Embedded actions
Isle of Wight College has indicated that the following actions are already an established part of their working practice.
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)
Isle of Wight College said:
The College is committed to ensuring all job descriptions, person specifications and recruitment materials use inclusive language, focus on essential criteria and promote equality of opportunity.
Through regular review of recruitment practices, we aim to attract diverse talent, reduce barriers to employment and ensure opportunities are accessible to all applicants, supporting a more inclusive and representative workforce.
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)
Isle of Wight College said:
The College is committed to attracting talent that reflects the communities we serve. Through inclusive recruitment practices, community engagement and accessible advertising, we will continue to encourage applications from a diverse range of local candidates.
Building on the success of our existing approach, we will promote opportunities widely, remove unnecessary barriers to entry where possible, and showcase the College as an inclusive employer, helping to attract, develop and retain talent from across our community.
Reduce unconscious bias in CV screening
About this action (Reduce unconscious bias in CV screening)
Read more about the action: Reduce unconscious bias in CV screening (opens in a new window)
Isle of Wight College said:
The College is committed to fair, objective and inclusive recruitment practices that provide equitable opportunities for all applicants. To reduce the potential for unconscious bias, all applications are anonymised during the shortlisting process, removing personal information that is not relevant to assessing suitability for the role.
Recruitment and selection decisions are based on objective, role-related criteria and supported by training for recruiting managers on inclusive recruitment, fair decision-making and unconscious bias.
The College will continue to review its recruitment practices to promote consistency, transparency and fairness, ensuring that talented candidates from all backgrounds have the opportunity to succeed.
Use fair and structured interview techniques
About this action (Use fair and structured interview techniques)
Read more about the action: Use fair and structured interview techniques (opens in a new window)
Isle of Wight College said:
The College is committed to delivering a fair, inclusive and positive recruitment experience for all candidates. Structured interview approaches are used to ensure candidates are assessed consistently against the requirements of the role, using objective/transparent criteria. Recruitment panels receive regular training including on inclusive decision-making/unconscious bias. Recognising that candidates may have different needs, the College also adopts a flexible and supportive approach, offering reasonable adjustments and adapting recruitment processes where appropriate to enable candidates to perform at their best.
This helps ensure that recruitment decisions are based on skills, experience and potential, while promoting equality of opportunity for all applicants.
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)
Isle of Wight College said:
The College is committed to supporting internal progression by encouraging managers to identify and discuss development opportunities with staff through regular performance and career conversations. Succession planning, professional development and transparent recruitment processes help ensure employees are aware of and supported to pursue progression opportunities.
This approach supports fair access to higher-paid roles, helping to develop talent from within the workforce and address areas where women are currently overrepresented in lower pay quartiles.
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)
Isle of Wight College said:
Continue working with Occupational Health and staff to strengthen support for staff experiencing menopause or related symptoms, including through awareness, manager guidance, reasonable adjustments where appropriate and a culture where staff feel able to seek support.
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)
Isle of Wight College said:
The College is committed to supporting employees experiencing menopause through a range of workplace adjustments tailored to individual needs. Employees can access advice and support through Occupational Health referrals, enabling specialist recommendations to be considered and appropriate adjustments implemented. Adjustments may include flexible working arrangements, changes to working environments, access to wellbeing support, temporary duties adjustments, and other measures designed to help employees remain healthy, productive and engaged at work. Managers are supported with guidance to ensure menopause-related health needs are addressed sensitively, consistently and in a timely manner.
Advertise leave policies in job adverts
About this action (Advertise leave policies in job adverts)
Read more about the action: Advertise leave policies in job adverts (opens in a new window)
Isle of Wight College said:
The College actively promotes its annual leave entitlement, family-friendly policies and work-life balance benefits within job adverts and recruitment materials. This well-established practice has proven successful in attracting a diverse range of candidates and strengthening the College's reputation as an employer of choice.
By clearly highlighting the support available to employees, the College helps potential applicants make informed decisions and demonstrates its commitment to employee wellbeing, flexibility and an inclusive working environment from the outset.
Encourage employee development through actionable steps
About this action (Encourage employee development through actionable steps)
Read more about the action: Encourage employee development through actionable steps (opens in a new window)
Isle of Wight College said:
As an educational provider, the College is committed to investing in the development and progression of its workforce. Through a comprehensive programme of staff development days, professional updates, mandatory and voluntary training, mentoring opportunities and support for professional qualifications, employees are encouraged to continuously develop their knowledge, skills and career aspirations.
The College promotes access to learning and development opportunities at all levels, supports career conversations and succession planning, and actively encourages staff to pursue professional qualifications and continuous professional development, helping to create clear pathways for progression and long-term career success.
Offer mentoring, sponsorship and other development programmes
About this action (Offer mentoring, sponsorship and other development programmes)
Read more about the action: Offer mentoring, sponsorship and other development programmes (opens in a new window)
Isle of Wight College said:
As an educational provider, the College is committed to supporting career development through a range of mentoring, sponsorship and professional development opportunities. This includes participation in the College's teacher mentoring programme, support for staff undertaking Taking Teaching Further placements, access to Career Mentoring, professional networking opportunities, leadership development initiatives and support for relevant professional qualifications. Along with back to industry days/professional update days for all staff.
These programmes help staff build confidence, develop skills, broaden career aspirations and access progression opportunities, supporting a strong internal talent pipeline and helping colleagues from all backgrounds realise their full potential.
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)
Isle of Wight College said:
The College is committed to ensuring that pay, progression and reward arrangements are fair, transparent and clearly understood by staff. This is supported through regular job evaluation and job review processes, ensuring roles are appropriately graded and responsibilities accurately reflected.
Managers are encouraged to hold regular career and development discussions with staff to explore aspirations, progression opportunities and professional development needs.
Clear recruitment, promotion and pay processes help provide equitable access to opportunities, while supporting staff to understand potential career pathways and the skills and experience required for progression within the College
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)
Isle of Wight College said:
The College is committed to supporting work-life balance through flexible working arrangements, and a range of wellbeing-focused leave provisions. These benefits are promoted through recruitment, induction and ongoing employment practices, helping to attract and retain a diverse workforce. To further support employee wellbeing, the College has introduced a Workload Charter, created by staff and developed in partnership with recognised trade unions. The Charter promotes sustainable working practices, wellbeing and shared accountability for managing workload, helping to create an inclusive environment where employees can balance work and personal commitments, remain engaged in their roles, and access opportunities for development and progression.
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)
Isle of Wight College said:
The College is committed to continuously reviewing and enhancing its people policies, procedures and employee support programmes to ensure they remain inclusive, effective and responsive to the needs of its workforce. Through regular consultation with staff, trade unions and key stakeholders, the College evaluates the impact of existing arrangements and introduces improvements where appropriate. This includes ongoing review of wellbeing initiatives, flexible working practices, family-friendly policies, occupational health support, workload management and equality, diversity and inclusion measures, helping to ensure staff feel supported, valued and able to thrive throughout their career with the College.
4. About Isle of Wight College
- Registered address
- Dodnor Lane, Newport, Isle Of Wight, United Kingdom, PO30 5TA
- Sector
- Education, Public sector