GENDER EQUALITY MANAGEMENT PLAN
(UK – England & Wales)
1. Purpose and Commitment
PeroCycle Limited is committed to promoting gender equality, eliminating discrimination, and fostering an inclusive working environment where all employees are treated fairly and with dignity.
This Gender Equality Management Plan (“the Plan”) sets out the company’s approach to complying with English equality legislation and embedding gender equality into all aspects of employment and management practice.
The company recognises its legal and moral obligations under the Equality Act 2010 and is committed to continuous improvement beyond minimum statutory requirements.
2. Legal Framework
This Plan is based on the following key legislation and guidance:
• Equality Act 2010
o Prohibits direct and indirect discrimination, harassment, and victimisation on the grounds of sex, gender reassignment, pregnancy and maternity.
• Equal Pay Act provisions (now contained within the Equality Act 2010)
o Requires equal pay for equal work, work rated as equivalent, or work of equal value.
• Employment Rights Act 1996
• Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000
• Flexible Working Regulations
• Gender Pay Gap Reporting Regulations 2017 (where applicable)
3. Scope
This Plan applies to:
• All employees, workers, contractors, and agency staff
• All stages of employment, including:
o Recruitment and selection
o Pay, benefits, and bonuses
o Training and promotion
o Performance management
o Flexible working
o Redundancy and dismissal
o Parental leave and return to work
4. Definitions
• Gender Equality: Fair treatment of all individuals regardless of sex or gender, ensuring equal access to opportunities, resources, and decision-making.
• Discrimination: Treating someone less favourably because of a protected characteristic, including sex or gender reassignment.
• Harassment: Unwanted conduct related to sex or gender that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
5. Roles and Responsibilities
5.1 Senior Management
• Demonstrate visible commitment to gender equality
• Allocate appropriate resources to implement this Plan
• Ensure accountability at leadership level
5.2 Managers
• Apply policies fairly and consistently
• Challenge discriminatory behaviour
• Support flexible working and family-friendly practices
• Ensure objective decision-making in recruitment, pay, and promotion
5.3 Human Resources
• Monitor compliance with equality legislation
• Conduct gender pay and workforce analysis
• Provide training and guidance
• Handle grievances and complaints confidentially and fairly
5.4 Employees
• Treat colleagues with respect and dignity
• Comply with equality policies
• Report concerns or breaches of this Plan
6. Recruitment and Selection
• Recruitment processes will be fair, transparent, and based on objective criteria.
• Job descriptions and advertisements will use gender-neutral language.
• Selection decisions will be based solely on skills, qualifications, and experience.
• Shortlisting and interview panels will be trained in unconscious bias.
• Reasonable adjustments will be provided where required.
7. Pay, Benefits, and Equal Pay
• The company is committed to equal pay for equal work.
• Pay structures will be transparent and based on objective criteria.
• Regular equal pay audits will be conducted.
• Any identified gender pay gaps will be investigated and addressed.
• Where legally required, gender pay gap reports will be published in accordance with statutory deadlines.
8. Training, Development, and Promotion
• All employees will have equal access to training and development opportunities.
• Promotion decisions will be based on merit and performance.
• Career progression pathways will be clearly communicated.
• Steps will be taken to encourage underrepresented genders into leadership roles where imbalance exists.
9. Flexible Working and Work–Life Balance
• The company supports flexible working arrangements, including part-time work, remote working, and flexible hours, subject to business needs.
• Requests for flexible working will be considered fairly and in line with statutory rights.
• Employees returning from maternity, paternity, adoption, or shared parental leave will not be disadvantaged.
10. Pregnancy, Maternity, and Parental Rights
• Employees will not be treated unfavourably due to pregnancy, maternity, or parental responsibilities.
• Risk assessments will be carried out for pregnant employees where required.
• Support will be provided for employees returning to work after parental leave.
11. Harassment, Bullying, and Victimisation
• The company operates a zero-tolerance approach to harassment and bullying.
• Sexual harassment and gender-based harassment are strictly prohibited.
• Complaints will be handled promptly, confidentially, and without victimisation.
• Disciplinary action may be taken against anyone found to have breached this policy.
12. Monitoring and Data Collection
• Gender-related data (e.g. recruitment, promotion, pay, turnover) will be monitored regularly.
• Data will be handled in accordance with data protection legislation.
• Findings will be used to inform action plans and improvements.
13. Training and Awareness
• Equality and diversity training will be provided to all employees.
• Managers will receive additional training on:
o Equality law obligations
o Fair decision-making
o Managing flexible working and parental leave
14. Reporting Concerns and Grievances
• Employees may raise concerns under the Grievance Procedure or Dignity at Work Policy.
• Complaints will be investigated impartially.
• Employees will not suffer retaliation for raising genuine concerns.
15. Review and Continuous Improvement
• This Plan will be reviewed at least annually.
• Updates will be made to reflect changes in legislation, workforce data, or organisational priorities.
• Employees and employee representatives may be consulted as part of the review process.
16. Approval
This Gender Equality Management Plan has been approved by senior management and is effective from 1st July 2025.