It’s important that actions are focussed on addressing cultural and structural inequalities, rather than somehow ‘fixing’ the individuals who are underrepresented.
While there may be a place for gender-specific training and development courses, think about their objectives and how these are positioned.
Additionally, think about the root cause of things. The data are almost the symptom, you need to change the underlying issues which are creating the data trends, rather than trying to address the trend itself. For example, if women are less likely to apply for promotion, think about why. What is it about the criteria, process and working environment that is preventing them from applying. And at the same time think about why men are applying, for example, do they receive more informal encouragement and advice (sponsorship)?