Section 8: Our Actions for the Future

Our future actions to address the ethnicity pay gap are underpinned by our Anti‑Racism Action Plan, which sets out a clear, organisation‑wide approach to tackling structural racism and advancing race equity across our workforce, systems and culture. The plan brings together targeted actions on leadership, learning, progression, accountability and data, ensuring that our response is sustained, measurable and embedded into everyday practice. It has been developed with the support of our staff, Corporate Leadership Team and in partnership with our recognised trade unions, [CW1] reflecting a shared commitment to transparency, collective responsibility and long‑term change.

Equality, Diversity and Inclusion (ED&I) practice is embedded into our values at GCC. As such, we will ensure that we remain up to date with the latest developments to reflect these within our policies and procedures. We will also sustain our encouragement and promotion of participation and membership of our staff networks.

We will continue to support the positive action development programmes to enable underrepresented staff to progress internally. We will also continue to develop our managers to create an inclusive work environment to eliminate barriers to progression and development.

In 2026 we will have access to additional reporting on recruitment and will utilise this tool to better understand who we attract and how underrepresented groups progress through the applications process.

We will continue to review the anti‑racism training for senior leaders and develop a learning offer that can be extended to the wider workforce, with the aim of embedding anti‑racist practice consistently across the organisation.