Gender Equality Plan

Adopted: 18th September 2025 

Next Review: 18th Sept 2026

Purpose and Scope

An Actions Common CIC is committed to fairness, equality and inclusion in all that we do. 

This Gender Equality Plan (GEP) sets out how we will promote gender balance, prevent discrimination, and create a culture where everyone can participate fully and safely in our work.

We recognise gender in its full diversity including women, men, transgender, non-binary and gender-diverse people and commit to ensuring that everyone’s identity and expression are respected and protected within our work.

The Plan applies to all aspects of our organisation governance, staffing, volunteering, partnerships, programming and communications and mirrors our Workspace Equality, Inclusion and Diversity Policy and the shared principles that underpin our work.

We recognise that we are an early-stage community-interest company with limited capacity and resources. This Plan reflects a proportionate, practical approach, with clear commitments and an annual review process.

Our Commitment

  • We believe that gender equality is fundamental to social justice, creativity and community resilience.

    Our leadership commits to:

  • Actively promoting gender equality and diversity across all programmes and operations.

  • Embedding equality considerations in governance, recruitment, programming and decision-making.

  • Ensuring that Kirsty Gbasai, as Safeguarding Lead, has oversight of gender equality actions and reporting.

  •  Reviewing progress annually and publishing updates publicly.

This Plan has been approved by all three Directors of An Actions Common CIC.

Baseline Snapshot (2025)

We are a small but growing organisation.

At the time of publication:

  • Our current Board comprises three women Directors. As the organisation grows, we will continue to seek diverse representation across gender, background and lived experience.

  • Our core delivery team and volunteers currently number 12, of whom approximately 70 % are women and 30 % are men, with 0 % currently identifying as non-binary or gender-diverse.

  • We are developing a fuller gender-disaggregated dataset for staff, volunteers and partners, while recognising each individual’s right to non-disclosure of their gender identity.

These figures provide a baseline for setting targets and measuring progress in future reviews.

Objectives and Actions

A. Build awareness and strengthen inclusive culture

  • Deliver an annual awareness session for staff, volunteers and associates on gender equality, unconscious bias and inclusive practice.

  • Publish a short internal Gender Equality & Safeguarding Policy (to accompany this Plan).

  • Include equality and safeguarding principles in all induction materials.

  • Ensure inclusive language and imagery are used across communications and public materials.

    B. Governance and leadership balance

  • Review Board and decision-making structures annually to assess gender balance and opportunities for broader representation.

  • When appointing new Directors or senior associates, ensure inclusive recruitment language and fair selection processes.

  • Publish summary data on governance diversity in our annual report.

    C. Fair recruitment, pay and progression

  • Advertise all roles and commissions transparently with inclusive wording and flexible formats.

  • Collect and monitor anonymised gender data (where appropriate) across applicants and appointees.

  • Ensure parity of pay for comparable roles and transparent day rates.

  • Offer flexible working and fair arrangements that support people with caring responsibilities or other access needs.

    D. Safe, respectful and supportive environment

  • Maintain Our Shared Principles document, which sets out how we work together respectfully and collaboratively, and explicitly rejects discrimination, harassment, bullying or gender-based violence.

  • Provide a clear, confidential mechanism for raising and addressing any concerns.

  • Ensure that all concerns are logged, reviewed and addressed promptly by the Safeguarding Lead.

  • Embed wellbeing, rest and psychological safety in our approach to work and community engagement.

    E. Monitoring, accountability and learning

  • Review this Plan every 12 months and report progress in our annual review.

  • Collect simple, anonymised gender data on staff, volunteers, participants and partners.

  • Set achievable annual targets (e.g. 100 % of staff trained; inclusive language audit completed).

  • Share learning and actions publicly through our website and community updates.

Roles and Responsibilities

  • Safeguarding & Gender Equality Lead: Kirsty Gbasai — responsible for implementation, training and monitoring.

  • Board of Directors: Responsible for governance oversight, policy approval and annual review.

  • Staff & Volunteers: Expected to uphold the values and behaviours outlined in this Plan and in Our Shared Principles, and to report any concerns or suggestions.

As the organisation grows, we will review whether additional resources such as a dedicated Equality Officer or training budget are required.

Intersectional and Inclusive Approach

Gender equality includes people of all gender identities and expressions, and intersects with race, disability, sexuality, class, age and other factors.
Our commitment to inclusion means we will continually listen to and work with people of all identities and lived experiences to shape fair and accessible opportunities.

Publication and Review

This Plan will be:

Published on the An Actions Common CIC website and shared internally and with partners.

Reviewed and updated every year (next review: 18 September 2026).

Formally re-approved every three years or earlier if significant organisational changes occur.