From Reporting to Real Change

Under the Employment Rights Act 2025, UK employers with more than 250 employees will be required to publish clear and measurable gender pay gap and menopause action plans — from spring 2027 onward, subject to legislation.

I help organisations move from compliance to impact: developing robust, practical action plans that address the structural and cultural drivers of gender inequality across the employee lifecycle.

Value & Outcomes

• Regulatory readiness and confidence
  Stay ahead of UK requirements on gender pay gap and menopause reporting. Achieve full compliance while building internal clarity and direction.

• Address root causes, not just symptoms
  Pinpoint and tackle the structural and cultural factors behind gender disparities — empowering sustainable, measurable progress.

• Stronger accountability and trust
  Build credibility with employees and stakeholders through transparent priorities, clear commitments, and visible results.

• Clear, practical outputs for implementation
  Receive a compliant, evidence‑based gender action plan with a roadmap to guide implementation across your organisation.

Why Work with Me?

I combine a deep understanding of UK regulatory frameworks with a systemic perspective on organisational change — ensuring your action plan is both compliant and transformative.

My approach focuses on addressing root causes and embedding lasting accountability, helping organisations move beyond reporting to real, measurable change.

“The work we did with Yael to create our own unique gender action plan made us a lot more accountable.

Now we make a concerted effort to follow our strategy, and it’s become much easier to integrate our targets into everyday work and planning. It gives us a strong framework and a roadmap that is incredibly valuable.”

LJ Silverman MBE
Head of LSE Generate, London School of Economics

Gender Pay Gap Action Planning