Most agency leaders are not indifferent to fairness. They are busy. But when pay, progression, hiring and recognition decisions are made under pressure, patterns build quickly.

Why this matters (without the blame)

Pay gaps are compounded, not caused by one moment. They creep in through everyday decisions across the employee experience, especially in small agencies where a few decisions can shift outcomes quickly.

This programme helps you spot where the gap is being created in your agency, understand what UK law expects as a minimum, and prioritise realistic actions that fit your size and capacity.

What you’ll get (outcomes)

By the end of the programme, you’ll have:

• Clarity on what’s driving your pay gap outcomes (and what isn’t)
• A practical set of actions you can implement without turning it into a huge project
• More confidence in pay, progression and people decisions
• Stronger retention and a healthier leadership pipeline
• A clearer narrative for your employer brand and credibility with clients and candidates

The five-pillar framework

Each month I focus on one pillar. Every module covers: the data, the law (minimum expectations), and best practice (what good looks like):

• Recruitment: who enters the business, at what level, and on what terms.
• Retention: who stays, who leaves, and what life events or working patterns affect that.
• Recognition: who gets rewarded, promoted, stretched and trusted.
• Reputation: how the agency talks about fairness internally and externally.
• Reach: who gets visibility, access, networks and opportunity.

Format

• 6 live online sessions (2 hours each)
• Templates and practical tools
• Slack group for peer support and accountability
• Recordings of every session (so holidays don’t derail progress)

Dates (Cohort 1)

July–December 2026
2nd Thursday of each month, 10:00–12:00 (UK time) Recordings provided for every session.

Investment

Per attendee:

• £725 pay in full, or
• 4 x £195 instalments (total £780)

Who it’s for

This is for agency owners and senior leaders who:

• want to improve fairness and progression without performative DEI
• know passiveness keeps the status quo
• want practical, proportionate action for a small business
• want to protect retention, reputation and leadership pipeline

What it is (and isn’t)

• This is not a generic HR course.
• It’s a practical, pay-gap-led programme that connects the dots across the five pillars where pay gaps are compounded.

Join or find out more

Join the cohort or book a short call if you want to check it is right for you.