The GLA is committed to reducing the Gender Pay Gap and has a robust action plan in place to tackle pay disparity. The action plan is published on the GLA website alongside the GLA’s Gender Pay Gap report. In any re-profiling of the GLA’s budget, work on initiatives to eliminate the Gender Pay Gap will continue to be prioritised. While there is not a direct link between the re-profiling of the GLA’s budget and the Gender Pay Gap, we recognise that changes to the organisational structure may have an impact. The GLA will follow its Organisational Change Policy and Procedure throughout any proposed organisational change, and proposals will be consulted on with staff and Unison. An equality impact assessment (EIA) will be undertaken for any significant change, and we will work to mitigate any adverse equality impact arising from change and ensure that there is no direct or indirect discrimination on the grounds of gender. The findings of any Equality Impact Assessments will be shared with Unison and staff.