Gender Pay Gap Consultancy

From Reporting to Real Change. Closing the gender pay gap requires more than numbers - it demands insight, accountability, and deliberate

ICENA Gender Pay Gap Action Plan: From Reporting to Real Change

Closing the gender pay gap requires more than numbers – it demands insight, accountability, and deliberate action.
From April 2027, organisations with 250 or more employees will be legally required to produce and publish an annual Gender Pay Gap Action Plan, detailing not only their data but the meaningful steps they are taking to address inequity.
 
ICENA’s Gender Pay Gap Action Plan service supports organisations to meet this requirement with confidence, integrity and purpose – and to use it as a catalyst for meaningful, people‑centred change.
 
Combining ICENA’s specialist consultancy expertise with our purpose‑built Action Plan Tool, we work alongside employers to move beyond static reporting and into accountable, values‑led action. Our approach is equity‑first, trauma‑informed, and grounded in lived experience, ensuring gender pay gap work is robust, ethical, and genuinely impactful.

ICENA supports organisations through every stage of their action‑planning journey:

  • Analyse gender pay gap data with clarity and confidence.

    We present your data through accessible, intuitive dashboards that support informed decision‑making. ICENA helps you move beyond headline figures to understand your gender pay gap data in a way that is clear, accessible, and decision‑ready. We also help you identify patterns across pay quartiles, bonus gaps, part‑time work, and occupational segregation ensuring data is usable, not overwhelming.

  • Identify systemic root causes, not surface‑level explanations.

    Working with you, ICENA supports deep analysis of the factors driving your pay gap across recruitment, progression, reward, retention, and workplace culture. This ensures action plans address the structures and practices that produce inequality, rather than relying on generic or performative responses. Our tool supports organisations to understand why gaps exist, not just that they exist, providing a robust, evidence‑based foundation for sustainable change. 

  • Develop evidence‑based, organisation‑specific actions.

    ICENA supports the design of clear, measurable actions that are proportionate, achievable, and aligned with 2026–2027 regulatory expectations. Actions are grounded in your data, your workforce reality, and your organisational context ensuring credibility and impact.

  • Apply ICENA’s reflective, lived‑experience‑centred framework.

    Throughout the process, ICENA’s reflective prompts support leadership and HR teams to centre employee experience, challenge assumptions, and make decisions grounded in transparency, accountability, and care strengthening ethical practice and organisational trust.


  • Embed accountability through a structured 12‑month action cycle.

    We support organisations to plan, document, and track activity over a 12‑month period, enabling clear evidence of steps taken, progress made, and lessons learned. This creates transparency for employees and assurance for regulators.

  • Produce a publish‑ready Gender Pay Gap Action Plan.

    At the end of the process, organisations can export a polished, compliant, publish-ready Gender Pay Gap Action Plan that meets statutory requirements for publication on both the organisation’s website and the government portal providing confidence in accuracy, alignment, and tone.

This is not a standalone tool – it is a structured, supported framework for change, backed by ICENA’s expertise in equity, safeguarding, and organisational culture.
 
With ICENA, organisations don’t just comply with gender pay gap legislation. They lead with integrity building workplaces where transparency is real, accountability is shared, and equity is actively practiced.
 

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