Gender Pay Gap Toolkit

With new legislation requiring organisations to develop and publish action plans alongside their gender pay gap reports, many businesses are asking the same question:

How do we turn data into real, lasting change?

This toolkit has been developed to help answer that question. It supports organisations to create practical, relevant and impactful action plans that go beyond reporting requirements and contribute to meaningful progress across our industry.

Built through collaboration and shared purpose, the toolkit follows a co creation approach. It reflects our belief that the most effective solutions are those developed by industry, for industry grounded in real experience, informed by best practice, and shaped by those who will use them.

The Gender Pay Gap Toolkit is designed for any organisation looking to create an effective action plan alongside their gender pay gap figures.

Developed by Co op in collaboration with WiHTL, the toolkit provides:

• A step by step guide to building your gender pay gap action plan
• Practical actions organisations can adapt to their context
• Real world case studies from across the industry
• A downloadable action plan template to help set clear actions and measurable outcomes

This toolkit is intended to support meaningful progress; it does not replace any existing legal or statutory requirements.

For official guidance on calculating and reporting gender pay gap data, please refer to resources available on gov.uk.

Natasha Hunter, Inclusive Partnerships Lead at Co-op, said:

“We know there is more work to do to close the gender pay gap, and this is not about Co-op telling others what to do. Our aim is to support collaboration across supply chains by sharing practical interventions, learning from organisations that are already taking action, and helping employers turn insight into meaningful change. Working together is essential if we are to accelerate progress towards fairer outcomes for women at work.”

Tea Colaianni MBE, Founder and Chair of WiHTL, said:

“Publishing gender pay gap data is only the first step. The requirement to publish an action plan rightly shifts the focus from transparency alone to meaningful change. Transparency provides the evidence, action plans set out clear commitments, and accountability ensures progress is monitored and sustained. When all three are applied together, organisations can move beyond compliance and deliver fairer pay outcomes and stronger performance.”