We turn an employer’s own gender pay gap filing into the narrative and action plan they publish alongside it — written as copy that is ready to go live, not a report that leaves you the writing.
Anyone can look them up. A prospective employee, a journalist, a client’s procurement team, a governor preparing for a committee meeting. What they find is a number and silence.
From spring 2027, subject to secondary legislation, employers with 250 or more staff are expected to publish an action plan as well. Most will meet the minimum by ticking two boxes on a government form. That is compliance. It is not an explanation.
The national median gender pay gap is around 9%. Quoting that at a school, a care provider or an engineering firm is useless, because the structure of their workforce is nothing like the national average.
So we build the comparison that actually applies. For independent schools, for example, we benchmarked all 777 that filed in 2025–26:
| Percentile | Median hourly gap |
|---|---|
| 10th | 2.7% |
| 25th | 13.3% |
| 50th — sector median | 26.6% |
| 75th | 39.5% |
| 90th | 48.6% |
A school at 24% is below its sector median and has a good story it has never told. A school at 48% is in the top decile and needs a careful one. The national figure would have called both of them a problem.
Fixed fee, agreed before we start. No day rates and no scope creep.
In most organisations a large gap is structural rather than a matter of unequal pay for equal work. A mostly female, lower-paid support population sitting alongside a professional payscale will move a median without anyone making an unfair decision. Outsourcing or in-housing a function moves it again, overnight.
That is worth saying out loud, in public, in your own words. Silence reads worse than the explanation almost always does.
Send us your organisation’s name and we will return the three-year breakdown we can build from public data — your trend, your quartile movement and your sector percentile. No charge, and nothing owed.