Annual diversity and inclusion report 2023 – 2024
Executive summary
Welcome to the summary of our Diversity and Inclusion Annual Report for 2023-2024. The report focuses on how we have implemented our Gyda’n Gilydd – All Together D&I Strategy which was developed to support the aims and objectives of our Strategic Equality Objectives.
Some of the highlights over the year have been: -
- Following consultation with our colleagues and stakeholders we have agreed to continue to work towards our robust Strategic Equality Objectives for the next four years. However, we will be reviewing our priorities against the feedback from the consultation, specifically around data, recruitment and culture.
- Reviewing and updating our EDI policy and launch of our video guidance and brand guide to support our colleagues and embed EDI into our ways of working.
- Developing our Equality Impact Assessment Screening Tool to support our colleagues
- An introductory training session for our colleagues who are new to carrying out Equality Impact Assessments and those looking to refresh their knowledge of the process.
- Piloted Active Bystander Training helping our colleagues to become aware when someone’s behaviour is inappropriate and challenging such behaviour as unacceptable.
- Inclusion Access Training providing an overview of the principles of including access, helping our colleagues to be more confident and supportive in this area of their work. This training has enabled a number of improvements to be made in improving access to some of our recreation facilities.
- Established two new Employee Resource Groups – Staff Networks
Whilst we have made progress to becoming a more inclusive organisation, we have work to do if we are to become more diverse in its broadest sense, which is crucial if we are to achieve a future where people and nature can thrive together.
In reaffirming our commitment to achieving our Strategic Equality Objectives and considering the feedback during the consultation, we will review our actions and potentially reprioritise activity so we can not only take action to achieve them, but also measure and evidence our maturity if we are to become a more diverse and culturally inclusive organisation.
We were pleased to see that our Gender Pay Gap had reduced this year gap by 0.3% to 2.0% following a slight increase last year.
Whilst we have received some complaints our colleagues have worked to resolve these matters directly with the complainant, which in turn improves our understanding how our work can at time cause difficulty to others.
We were pleased to receive a commendation from a member of the public who took the time to let us know how pleased they were with our accessible trails at our Cors Caron Nature Reserve. This meant a lot to the team who manage the trails knowing the difference their work can make to those who have difficulty in accessing the countryside due to mobility issues.
Background
The Equality Act 2010 places a duty on public bodies to consider the effect our work, policies and services that we deliver can have on others, including impacts in our own workplace. In summary, public bodies must, in the exercise of their functions, have ‘due regard’ to the need to:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
- Advance equality of opportunity between people who share a protected characteristic and those who do not.
- Foster good relations between people who share a protected characteristic and those who do not.
The Equality Act 2010 makes it unlawful to discriminate against people with a “protected characteristic”. The protected characteristics are:
- Age
- Disability
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race
- Religion or belief
- Sex
- Sexual Orientation
We are also subject to the devolved Public Sector Equality Duties Wales as set out in the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, noting that listed bodies will undertake:
- Annual Monitoring Reports
- Strategic Equality Plans
- Setting Objectives
- Collect and Analyse Equality Information
- Service User Equality Information
- Workforce Equality Information and Workforce Pay Differences
- Consultation and Engagement
- Assessing Impact
- Colleague Training
- Procurement
- Accessibility
The Public Sector Equality Duty is part of the Equality Act (2010) and a legal requirement. The broad aim of the general equality duty is to integrate consideration of the advancement of equality, non-discrimination and fostering good relations into everything we do. The purpose of the specific duties is to help in our performance of the general equality duty.
Our duties to promote and use the Welsh language are set in the Welsh Language (Wales) Measure 2011. Our Welsh Language Standards require that the language is considered in all our decision-making processes and is included as a consideration in our Equality Impact Assessment process, ensuring that both languages are treated equally.
Strategic equality objectives 2020–2024
The Public Sector Equality Duty (PSED) requires listed bodies to review their existing equality objectives at least every four years.
In line with recommendations from the Equality and Human Rights Commission (EHRC) and The Welsh Government, the duty represents an opportunity for public sector bodies in Wales to work together to recognise and collectively impact against the challenges set out in the Equality and Human Rights Commission 'Is Wales Fairer report, 2018'.
The themes and objectives for our Strategic Equality Objectives 2020-2024 were developed with other public organisations as part of The Wales Public Bodies Equality Partnership (WPBEP) and form part of our Diversity and Inclusion Strategy 2022-2025.
The Wales Public Bodies Equality Partnership represents a group of public bodies committed to working together to unite behind shared equality objectives. This approach promotes smarter working and creates opportunity for shared engagement, learning and intervention to achieve greater impact across the public sector and public services in Wales, contributing significantly to delivering equality.
Progress we have made in implementing our Strategic Equality Objectives for 2020 – 2024 can be found in Annex 1 of this report.
Strategic equality objectives 2024–2028
The themes and objectives from the Natural Resources Wales / Strategic equality objectives 2020-2024 are still important and relevant to our work.
Due to Covid-19 and our ambition to develop a more specific action plan, tailored to our organisational priorities and values, we have not been able to progress the aims and objectives of our Strategic Equality Objectives 2020- 2024 for the full 4 years. With our D&I Strategy approved in early January 2022 and the Action Plan developed and becoming operational in June 2022, there has been insufficient time for us to start implementing the actions identified in the plan in full to be able to measure the change in culture and diversity as planned.
To ratify the decision of the WPBEP to continue in progressing our current Strategic Equality Objectives for the next four years of 2024-2028. All members reported being in a similar position having not been able to progress the current Strategic Equality Objectives as planned, due in the main to the impact of the pandemic. This will ensure we are compliant with our legal duties and in line with the objectives of the partner organisations of the WPBEP.
Strategic equality objectives consultation
We carried out a consultation process between 15 December 2023 and 12 January 2024 on our Citizen Space consultation hub providing the public, stakeholders, partners, and colleagues with the opportunity to provide us with their views on whether they agree with the objectives and if there is anything else that needs to be included. The consultation was also shared with member of our EDI Forum, Trade Unions, and our Employee Resource Groups.
In summary, the objectives were agreed by an average of 77.5% of respondents with 16.0% stating they were not sure if they agreed with the objectives, and 6.5% stating they did not agree with all the objectives. There were no Welsh Language responses, 22.5% of those who responded declared they were Welsh speakers.
Responses from the consultation have been utilised to confirm and strengthen the long-term intended outcomes by 2028. This will further inform measures and steps that the partnership will take to meet the intended outcomes of the Shared Strategic Equality Plan.
The overall key themes analysed from the consultation to support continuing our current objectives can be found in Annex 2 of this report.
Continuing to work towards our current, robust objectives will provide us with more opportunities to progress in areas where we want to make a real difference over the lifetime of the strategy and beyond to help achieve the aims and ambitions of our D&I Strategy. These will be embedded in our action plan with SMART (Specific, Measurable, Achievable, Relevant and Time-Bound) targets.
The feedback has also led us to consider our priorities and how we can improve our data, integrate this with other services to measure and improve our inclusivity and diversity.
‘Gyda’n Gilydd - All Together’ NRW's diversity & inclusion strategy 2021-2025
The Strategy is centred around 6 key objectives as follows: -
- Bring about a shift in our culture by identifying and implementing initiatives that support everyone to actively listen and model inclusive workplace behaviours
- Improve the quality of data we capture to enable us to make more informed and better decisions
- Raise the Diversity and Inclusion bar through ‘living our values’ and by supporting and celebrating our own diversity as well as the diversity of Wales
- Review the way we use language in our policies and practices in order to create a more inclusive and diverse culture
- Ensure anyone in Wales, including our existing and new customers, stakeholders, and service users are able to shape our services and easily access our spaces
- Ensure our policies align with our Diversity and Inclusion objectives and develop our people in a meaningful way.
Progress on how we have implemented some of the actions to achieve the aims and objectives of our Strategy to help us in becoming a more diverse and inclusive organisation are highlighted below in the report.
EDI policy
The Equality, Diversity and Inclusion policy was updated in October 2023 and approved by Board in November 2023. The Equality, Diversity and Inclusion policy was reviewed by the Equalities Team, Employee Resource Groups – Staff Networks and members of Trade Unions. The changes to the Equality, Diversity and Inclusion policy were minor, as there have been no amendments or significant changes in legislation or business requirements. Therefore, it was a matter of reviewing and updating the document accordingly, which included updating into our correct corporate policy template: updating links relating to Human Resources policies and processes as these were out of date.
Equality impact assessments
Equality impact assessment screening tool
In November 2023 we launched our newly developed Equality Impact Assessment (EQIA) Screening Tool. This enables our colleagues to assess and make their own informed decision on whether there is a need to carry out an EQIA on work they propose to do. The tool will also provide evidence/assurance for audit purposes. The screening tool was promoted internally.
To ensure the toolkit is fit for purpose, the toolkit has been going through an ongoing review following feedback from our colleagues. To date the response to the tool has been positive and one less step in the process for our colleagues having to wait for acknowledgement from the Equalities Team.
In 2023 a total of 109 project briefs/work were assessed for the need to complete an EQIA. Of those assessed, 50 were assessed as requiring an assessment to be completed.
Equality impact assessments
Completing an EQIA helps to ensure our decisions, practices and policies are fair and do not discriminate against any protected characteristic group. Our assessments also include considerations to the Welsh language, Socio Economic Duty and Human Rights and help us to meet the public sector duty under the Equality Act 2010.
The assessments are reviewed by the Equalities Team who provide advice to those completing the assessment on possible barriers helping to re-evaluate their proposal to eliminate or minimise any effects. Engaging and seeking the views of different people who have lived experience helps to ensure that our decisions are based on evidence, helping us to reflect on the proposal for more positive opportunities.
A total of 25 Equality Impact Assessments were reviewed in 2023.
Equality impact assessment tracker
The EQIA Tracker captures actions identified in the assessments. The tracker helps us to identify trends and areas we need to improve in our understanding when developing projects and policies and in the way important decisions are made.
Some trends identified have been: -
- A need to consider underrepresented groups/seldom heard voices and consider options for digitally excluded customers when designing new services
- Communicate our work widely to ensure we engage at a community/local level and seek their views rather than assume
- Provide sufficient information in internal guidance e.g., include some examples, to help colleagues to make an informed decision
- A need to monitor and review the assessment when reviewing a policy or at the end of a project
Capturing these trends help the Equalities Team in understanding where further advice and guidance is required to help. This ensures our projects, work, policies and practices are inclusive and accessible to all.
Training
Equality impact assessment training
A two-day EQIA Training course took place in March 2023, the course was an introductory training session delivered to a cohort of our colleagues who were new to carrying out assessments and those looking to refresh their knowledge of the process.
Objectives of the training was: -
- Understand what an equality impact assessment is, why we carry them out and the different stages involved
- Identify evidence that can be used to inform the assessment
- Identify potential impacts on protected groups and mitigating actions
- Recognise the process for completing different parts of the assessment process.
10 members colleagues completed the two-day course.
Pilot active bystander training
In August an on-line Pilot Active Bystander Equality Training was arranged which 15 colleagues attended from across the organisation. The training gives colleagues the skills to challenge unacceptable behaviour, including behaviours which may have become normalised over time, and covers areas such as bystander apathy; assertiveness techniques to speak up; to share examples of inappropriate/unacceptable behaviour; and decision-making techniques to help people overcome lack of confidence to intervene.
Becoming an active bystander means becoming aware of when someone’s behaviour is inappropriate or threatening and choosing to challenge letting the perpetrator know that their behaviour is unacceptable. We are reviewing how we can deliver the Active Bystander Training across the organisation against a backdrop of budgetary constraints, so that all our colleagues are equipped with the confidence to challenge inappropriate and unacceptable behaviour in the workplace.
Inclusion access training
The Outdoor Access and Recreation Team are also progressing well with enabling access to our spaces. Inclusion Access Training which was delivered by Sensory Trust and Experience. Two sessions were delivered to colleagues from across the organisation: one was delivered in the Summer in Coed y Brenin and the second, in Autumn at the Wetlands in Newport. The training comprised of an overview of the principles of inclusive access and help on-site colleagues to be more confidence and supportive.
Guidance
Video guidance
In November 2023 a new internal guidance was launched for colleagues who are planning to create visual content for both internal and external audiences. It is vital that public bodies show meaningful and authentic inclusion and diversity in publicity and promotion materials.
The guidance provides a reflective tool that colleagues can use before, during and after storyboarding and will help to ensure that the content represents the people and communities that visit our sites, the work that we do and the people who work here, ensuring the content produced is as representative as possible.
The guidance not only aims to help colleagues consider Diversity and Inclusion as part of this work but also our Welsh language obligations as well as accessibility standards. This helps ensure that the content produced is inclusive and accessible to all.
Brand guide
To support our new brand re-fresh a Brand Manual has been developed. The Brand Guide Summary is more than just a logo, graphics, images and colour. It encompasses the story we tell and the entire customer experience. Our brand showcases every aspect of our organisation from our colleagues and communication to our campaigns, educational work, recreation centres and everyday interactions. The guide gives us all a better and our brand identity. It covers our appearance, our tone of voice, representation and equips colleagues with the necessary tools to use it effectively every day.
Website accessibility – making our online services more accessible
We continue to champion and improve accessibility to all our services by:
- re-writing content so that it’s clear for more people to understand
- publishing most content as web pages, as they are more accessible than PDFs
- testing new services, application forms and documents to make sure they compliant with accessibility standards
- publish PDFs by exception as we receive them (board papers, evidence reports) – we have implemented a new accessibility audit process - reporting and escalating issues within the org, to get more people taking ownership and responsibility for accessibility
- continuing to develop and improve guidance to colleagues so that everyone in the organisation is considering accessibility when creating content for people
Our accessibility statement for Natural Resources Wales will continue to be reviewed and updated.
There’s a risk that in the short term, more inaccessible documents are published, and we will work to escalate and report on these.
Resilient communities grant programme
The Resilient Communities Grant Programme focuses on building resilient communities by increasing community participation in nature to increase health and wellbeing and resilience and will contribute to the current place-based resilient community related priorities identified in our Area Statements.
We received 210 applications, totalling over £20m, of which 21 were successful. These include Age Cymru who will bring together older people in the community through a creative forest arts programme; Wrexham County Borough Council who will deliver two programmes Xplore! and Groundwork – to people aged 11 – 24 to encourage better connections with nature, gain skills and knowledge; and Diverse Cymru who have partnered with the Woodland Trust to offer specific woods and tree related opportunities to under-represented groups.
Visitor centre pilot scheme for placements for school leavers and university students
The Recruitment Team and the Visitor Centre Team developed a Pilot Scheme for placements at Visitor Centres to offer young people work experience opportunities. The placements were then advertised, both on-line and in our centre. We received five applications, with four of the candidates being successful. Of the four, three were of school age, in between GCSEs and A-Levels. The other was a university student. Each placement was spread over a few weeks. Some of the work they undertook included:
- Using the till to take card and cash payments to sell stock and car park tickets
- Served customers, gave out safety information and answered questions about the nature reserve
- Undertook litter picks out on site and cleaning indoors
- Did health and safety checks and recorded findings (e.g., fridge temperatures AM and PM, weekly vehicle checks)
- Helped to manage the conservation areas for ringed plovers.
After the placements ended, the candidates received a certificate of work for them to use in future. All four placements said they had really enjoyed their time at Ynyslas, and they really valued learning more about working on a nature reserve, as well as behind the desk at the visitor centre. They also really enjoyed working with the public, becoming more comfortable speaking to people.
Projects
Broadening the Environment Sector in Wales
The Diversifying the Environment Sector (formerly Ethnicity in the Environment) scoping exercise project with other eNGOs (environmental non-governmental organisations) to understand what work is taking place working with ethnic minority groups to diversify the environmental sector in Wales, which was initiated by us, came to an end in July 2023.
An end of project report is due to be written by the host, The Wildlife Trusts, and the partners. We will consider any findings in the report on action we can take, as an organisation and wider partnership, to diversify the sector and the improvements this can make in achieving our outcomes for people and nature.
Natur am Byth
We currently have a programme called Natur am Byth. The Natur am Byth partnership is Wales’ flagship Green Recovery project that was awarded funded by the Heritage Lottery Fund in June 2023. Natur am Byth is led by our organisation and brings together nine environmental NGO charities: Amphibian and Reptile Conservation, Bat Conservation Trust, Bat Conservation Truest, Buglife, Bumble Bee Conservation Trust, Butterfly Conservation, Plantlife, Marine Conservation Society, RSPB and Vincent Wildlife Trust. This group will work closely with ourselves to deliver the country’s largest natural heritage and outreach programme to save species from extinction and reconnect people to nature.
Natur am Byth will:
- consult and engage to better understand communities
- promote wellbeing through connection to nature
- find the relevance of rare species to the people of Wales
By communicating with the public, engaging new audiences, and creating volunteer activities we will bring species to life and increase the value that Welsh culture and language places on the natural world.
Project SIARC
We are also co-leading a multidisciplinary project with ZSL (Zoological Society of London) for 'Project SIARC (Sharks Inspiring Action and Research with Communities) Phase 2'.
Through working closely with people who fish and diverse and Welsh speaking communities, it will fill critical data gaps for six species of shark, skate, and ray, overcome barriers to achieve greater equity, diversity and inclusion in marine conservation and inspire the next generation through showcasing Wales' marine environment.
The project will focus on two Special Areas of Conservation - Pen Llŷn a'r Sarnau (PLAS) and Carmarthen Bay and Estuaries (CBAE).
Natur a Ni
We also have a programme called ‘Natur a Ni – Nature and Us’ to involve the people of Wales to develop a shared vision for the natural environment for 2050. We’ve been hosting a national conversation – collating voices from people across Wales and making extra efforts to ensure ethnic minority and marginalised people are involved. The shared vision will be used as a compass for us and other organisations working together to tackle the nature and climate emergencies.
Creative nature programme
In partnership with the Arts Council of Wales, we are part of the Creative Nature Programme which aims to cultivate the relationship between the arts and the natural environment, as part of our shared commitment to improve the environmental and cultural wellbeing of Wales. Arts Council for Wales and ourselves are joined by additional partners National Trust Cymru and Elan Valley Trust this year for the ‘connection to nature’ theme. The Future Wales Fellowship is a grant of £25,000 each for 8 individual artists or creative individuals to spend 16 months undertaking creative research on the theme of “connection to nature”.
Knowledge and records - library
The Lead Specialist Advisor – D&I has also been working closely with our Knowledge and Records Team on ensuring that our in-house library shelves include broader diversity. There has been an increase in anti-racist publications; and further publications reflecting authors from disabled, neurodivergent, non-binary and transgender backgrounds will be included over time.
Inclusive recreation access
Land Management teams across Wales provide access and recreation opportunities on our managed National Nature Reserves and the Welsh Government Woodland Estate, comprising of 107, 694 hectares of open access, 1,939km of public rights of way, 102km of purpose-built horse trails, 50 dedicated mountain biking trails, 10 picnic areas and 4 visitor centres.
The Estate Recreation Planning team manage the ‘Days Out’ section on our web site, highlighting car parks, picnic benches, toilet facilities, walking and mountain bike trails, and accessible trails. We provide accessibility information on our website and in our new handy sized booklet ‘Visiting National Nature Reserves and Woodlands’.
At many of our sites, we include information on parking for blue badge holders, accessible toilets, trails designed in partnership with local disabled associations, and wheelchair friendly picnic tables. As well as maintaining the existing trails, we’re always forward planning to create additional opportunities for accessible trails across our Estate.
Our Recreation Strategy, due to be published in June 2024, will ensure we maintain the strong connection between people and nature - creating the best possible opportunities for everyone to enjoy the outdoors. Our aim is to continue to providing access to all, removing physical barriers where we can, and to introduce sensory elements to trails over the coming years.
Enabling access at Newborough
Newborough is one of our most popular sites with around half a million visits a year from locals and tourists. Under the Equality Act 2010, we have an obligation to enable least restrictive access by all reasonable means while still ensuring that important conservation features, such as dynamic dune systems are not impacted or constrained. This has presented a significant challenge for the Teams working at Newborough to find a suitable solution that meets these statutory requirements.
Initially a timber boardwalk from the carpark over the coastal due system to a beach viewing platform was constructed, with “Beach ladders” provided enabling access to the sea. This also protected the dune system from unnatural erosion from foot fall, but it did not withstand the process of coastal erosion.
We are now using sand permeable “Mobi-Mats” which are designed for safe access onto the beach and suitable for wheelchairs, mobility scooters, prams, bikes etc. We will be working with Ynys Mon CC to provide beach wheelchairs that will provide access down to the sea. The mats are made from recycled plastic which help prevent erosion from foot fall and can be repositioned to accommodate any natural changes in the dune system.
Longer term, beach access will be part of the wider People Plan which will consider many other aspects of visitor experience at Newborough.
Tramper trails at Coed y Brenin
Tramper trails in the Coed y Brenin Forest Park were launched in 2020 in conjunction with Countryside Mobility. Trampers are off road & all terrain mobility scooters and enable a wider range of users to access the countryside.
Users hire the Trampers from the visitor centre to access our trails and has proved extremely popular with 70 unique users in the first year of launch. There is a need for longer trails to compliment those already on offer both for repeat visitors but also to attract visitors who have their own Trampers to enable them to explore further into the forest park. Our colleagues in the centre have fully embraced this work and taken ownership of the hire; it’s been brilliant from the point of view of buy in from our colleagues.
The team have recently been working with the Disabled Ramblers and Countryside Mobility (our Charity partner in promoting the Trampers) who have both been out on site and assessed the proposed new trails and their suggestion/recommendations have been taken on board.
We will be installing 4 new waymarked Tramper trails, mainly on forest roads, with launch date scheduled for Spring 2025. This should see an increase in repeat visits and widen the appeal of the trails to those wishing to spend a longer time out in the forest on their visit.
Improving accessibility at Coed y Brenin Forest Park
As well as the Tramper trail the team at Coed y Brenin have also added more accessible picnic tables at our accessible picnic sites. The local Land Management team have created wider access around several forest barriers in Coed y Brenin to allow better access to the park for those on foot, bike, Tramper, or horse.
Electric bike charging points have been installed; this has seen a big increase in those using electric bikes using the facilities which allows less physically active people to be able to explore the forest park.
Over the next year the team are looking to improve signage to find accessible car parks within the forest park.
Championing diversity outdoors with the Muslim Hikers
As an organisation, we work with a variety of partners on the Wales Coast Path (WCP) to encourage people of all backgrounds to visit the path. One of our collaborations was with the Muslim Hikers who champion diversity in the outdoors, Transport for Wales, Gwynedd Council, Swansea City Council, Portmeirion, Visit Wales and the rest of the WCP team.
The partnership welcomed nearly 300 walkers from the Muslim community and other ethnic communities. Two walks were arranged during June and July 2023 to explore the unique perspective of the Welsh coastline on the Gower, Criccieth and Portmeirion.
Having seen the Muslim Hikers organised guided walks on social media, the partners reached out to them inviting them to come for a walk on the Wales Coast Path. The Muslim Hikers mission is "championing diversity outdoor". They've already arranged walks in some of the UK's amazing green spaces, including Eryri and Bannau Brycheiniog National Parks.
Welsh Government anti-racist Wales action plan
As an institution, we also support the Anti-racist Wales Action Plan (ARWAP) which calls for a collaborative approach to this work and actions we can take collectively immediately and in the long term. Welsh Government published the Anti-racist Wales Action Plan, in June 2022 with a vision of ‘A Wales which is Anti-racist by 2030’.
ARWAP sets out to tackle institutional and structural racial inequalities in Wales to make ‘meaningful and measurable changes to the lives of Black, Asian and Minority Ethnic people by tackling racism’.
In developing the action plan, Welsh Government have focused on 6 ways in which racism impacts on the lives of ethnic minority people:
- experience of racism in everyday life
- experience of racism when experiencing service delivery
- experience of racism in being part of the workforce
- experience of racism in gaining jobs and opportunities
- experience when they lack visible role models in positions of power or influence
- experience of racism as a refugee or asylum seekers.
As Welsh Government focus on delivering the plan, collaboration from members of Welsh society, including ourselves, will be key.
ARWAP places a strong emphasis on senior leadership being representative and inclusive, people in public bodies being anti-racist, with zero tolerance of any form of discrimination or inequality, and public bodies being safe and inclusive environments for ethnic minority people.
Thus, leadership across the Welsh Public Sector including our Chair has a diversity and inclusion performance objective related to anti-racism in 2023, with the intention of including this in the wider Board Members’ objectives this year.
In addition to the ARWAP, Welsh Government are currently developing a more comprehensive action plan to include work on climate change, rural affairs, and environment, based on evidence from data and from the ‘lived experiences’ of Black, Asian and minority ethnic people from across Wales.
Our Lead Specialist Advisor, Diversity & Inclusion, who was appointed in September 2022 has extensive anti-racism and race discrimination related professional experience, has been working closely with Welsh Government on this piece of work.
Internally, a forum has been co-created with the support of the Lead Specialist Advisor to have ‘uncomfortable conversations about racism’. The forum is set up for colleagues to identify individual actions and work towards becoming proactive allies. These co-facilitated sessions have raised awareness around: Black History Wales; South Asian History; Islam and Anti-Racism and Anniversary for Stephen Lawrence Day and Anniversary of George Floyd’s murder.
Equality, diversity and inclusion forum
The EDI Forum met four times in 2023 to discuss equality and diversity matters. Each of our Staff Networks is represented at the Forum as well as representatives from our Board, Executive Team, each of our eight Directorates and our Trade Unions.
During the last year, Forum Members have been more involved in our work around Diversity Inclusion and have provided valuable insight and discussions which helps embed our work across the organisation.
Some of the work that the Forum members have been involved with: -
- Support with the ambitions of the Diversity and Inclusion Strategy
- Contribute to EDI Policy including feeding back on Equality Impact Assessments
- How to incorporate D&I into the Managers Took Kit
- Work and Wellbeing Passport and Disability Confident Scheme
- Provided feedback to Corporate Planning Team on the draft Corporate Plan
- Ongoing discussions on training requirements for Managers on EDI to help embed our values and expected behaviours within their teams
Employee Resource Groups (ERG) - Staff networks
Employee Resource Groups (ERG), also known as Employee or Staff Networks are a supportive and welcoming space for our colleagues to come together to create change in the workplace. Employee Resource Groups are often centred around an under-represented protected characteristic in the workplace. The networks provide our colleagues with the opportunity to meet with colleagues from across the organisation and get involved with network activities.
Employee Resource Groups also carry out the essential tasks of creating new diversity and inclusion good practices influencing those in charge to implement them.
During this year, two new ERG’s were set up to support our colleagues namely the Women’s Staff Network and the Sight Impaired Staff Network under the wider Disability Employee Resource Group.
Each of our ERG’s have a dedicated intranet page with information relevant to each group which all colleagues have access to.
We currently have nine Employee Resource Groups that represent protected characteristic themes, namely Disability, Sex and Gender, Sexual Orientation, Religion and Belief. These are:
- Assisted User Group
- Calon- The LGBTQ+ Staff Network
- Christian Fellowship Staff Network
- Cwtch - The Carers Network
- Dementia Friends Network
- Muslim Staff Network
- Neurodiversity Staff Network
- Sight Impaired Network
- The Women’s Network
Each ERG has a lead, or the role is carried out jointly with another colleague. These roles are carried out voluntarily and provide colleagues with a safe space and someone to contact when support is required. A good practice guidance was devised with the support of the ERG which outlined the aims and objectives of Networks, and role of Network leads for consistency. The guidance also provides a framework to support their mental health and wellbeing and to balance their day job and role as Network Leads, as well as succession planning.
ERG Leads are also encouraged by the Equalities Team to make more use of Webinar Wednesdays especially in raising awareness of significant D&I dates such as Neurodiversity Awareness Week, LGBTQ+ History Month and International Women’s Day.
More information can be found on the work of our Employee Resource Groups in Annex 3 of this report.
Memberships
Neurodiversity in business
In March 2023 to mark Neurodiversity Celebration Week, we joined Neurodiversity in Business (NiB).
NiB are a forum to support businesses and organisations in building a better workplace for Neurodivergent employees, share good practice on recruitment, retention, and empowerment.
As part of this free membership, we have access to a resource hub for employees and managers, workshops on key topics, events, sharing of good practice, advice, and training for both colleagues and managers.
Employers for carers UK
We are affiliate members of Carers UK. The Employers for Carers membership benefits include:
- Access to the Carers UK Affiliate Hub, which hosts a number of resources to help us stay up to date with Policy, practice and data relating to carers
- Regular webinars highlighting Carers UK latest campaigns and updates on Policy and Research work
- A monthly Policy digest of key Policy changes, government consultations, and the latest Research affecting carers
- Priority invitations to events and 10% discounts off Carers UK conferences
Stonewall Cymru
We are members of Stonewall Cymru Diversity Champion membership. Stonewall Cymru has worked with thousands of the UK and the world’s leading employers through the Diversity Champions programme and Workplace Empowerment Programme; and are proud to see so many more LGBTQ+ people celebrated and supported at work. As members, we have access to good practice guides and resources.
Women leadership working group Wales
Our organisation is also part of Women Leadership Working Group Wales hosted by CBI. This is attended by the Head of People Development and Wellbeing.
Recruitment applications statistics
From January 2023 until December 2023, we received 4118 applications in total, 670 of these were from internal candidates.
As part of our commitment to the EDI strategic objectives and the D&I Strategy, our aim will be to attract applications across our communities to best reflect the diversity of our population in Wales. A breakdown of our external recruitment statistics for the period above can be found in Annex 4 this report. The statistics are based on questions asked on our external application form titled ‘Equalities Monitoring Form Recruitment”.
The statistics show, from those who self-declared, that the highest percentage of applications are:
- 31% aged between 25-34
- 55% are female
- 74% declare they are from white or white mixed ethnicity
The least percentage of applications were received from:
- 7% from LGBTQ+
- 7% from ethnic minority groups
From statistics gathered there appears to be an increase of 2% in applications from ethnic minority groups.
Disability Confident employer
“Disability Confident” is a scheme that is designed to help us recruit and retain disabled people for their skills and talents. This ensures that those with disabilities are guaranteed an interview when applying for vacancies within our organisation where they meet the minimum skill criteria requirements for the role. We successfully achieved Level 2 re-accreditation to this scheme in May 2021 and are working towards re-accreditation by April 2024.
Over the last year, we have received 180 requests for interviews under this scheme’s guaranteed interview process. Of the 180 requests, 35 requests were from internal colleagues and 145 from external candidates, with 132 candidates invited to an interview. The other 48 did not meet the minimum criteria requirement for the roles in questions and were declined an interview on this occasion.
From January 2023 until December 2023, we received 4118 applications in total, 670 of these were from internal candidates.
Self-disclosure statistics
Our colleagues can self-disclose voluntarily personal details such as ethnicity, sexual orientation, religion, faith, belief or no belief and caring responsibilities confidentially in our central HR and Finance system. We ask and encourage our colleagues to self-disclose as this helps us to understand the makeup of our workforce, however it is at the discretion of the employee how much or how little information they declare. Self-declaring helps us to ensure we have the right policies and procedures in place to support our colleagues as well how reflective we are as an organisation of the population and communities we serve in Wales.
The current figures show, 69% of our colleagues have self-disclosed some or all information voluntarily, this is an increase of 1% since last year, with 31% of colleagues who have not self-disclosed or have decided to use the option “prefer not to say”. According to figures 287 new colleagues started with us with 157 leaving the organisation between January and December 2023.
Self-disclosure completion rates by Directorate December 2023
| - |
Number Completed Disclosure |
Number Not Completed Disclosure |
Total |
Percentage Completed Disclosure |
Percentage Not Completed Disclosure |
|---|---|---|---|---|---|
|
CCC |
91 |
56 |
147 |
62% |
38% |
|
CSD |
90 |
34 |
124 |
73% |
27% |
|
EPP |
511 |
183 |
694 |
74% |
26% |
|
FCS |
126 |
66 |
192 |
66% |
34% |
|
OPS |
904 |
431 |
1335 |
68% |
32% |
|
Total |
1722 |
770 |
2492 |
69% |
31% |
More information can be found in Annex 5 on our colleagues self-disclosure statistics.
Disclosure includes ‘prefer not to say’ option.
Gender Pay Gap at 31/03/2023
|
Measure |
2019 |
2020 |
2021 |
2022 |
2023 |
|---|---|---|---|---|---|
|
Mean |
5.3% |
2.5% |
2.0% |
2.3% |
2.0% |
|
Median |
12.1% |
3.1% |
3.1% |
6.4% |
3.1% |
2020
| Quartiles | Male | Female |
|---|---|---|
| Lower quartile | 54% | 46% |
| Lower middle quartile | 53% | 47% |
| Upper middle quartile | 52% | 48% |
| Upper quartile | 62% | 38% |
| Total workforce | 55% | 45% |
2021
| Quartiles | Male | Female |
|---|---|---|
| Lower quartile | 53% | 47% |
| Lower middle quartile | 54% | 46% |
| Upper middle quartile | 51% | 49% |
| Upper quartile | 62% | 38% |
| Total workforce | 55% | 45% |
2022
| Quartiles | Male | Female |
|---|---|---|
| Lower quartile | 53% | 47% |
| Lower middle quartile | 52% | 48% |
| Upper middle quartile | 53% | 47% |
| Upper quartile | 62% | 38% |
| Total workforce | 55% | 45% |
2023
| Quartiles | Male | Female |
|---|---|---|
| Lower quartile | 52% | 48% |
| Lower middle quartile | 50% | 50% |
| Upper middle quartile | 50% | 50% |
| Upper quartile | 60% | 40% |
| Total workforce | 53% | 47% |
Analysis of Gender Pay Gap
The gender pay gap measures the difference between average (median) hourly earnings of men and women, usually shown by the percentage men earn more than women.
Our gender pay gap information is captured on 31 March each year and reported on the Gender Pay Gap Service on .Gov to comply with The Equality Act 2010 (Specific Duties and Public Authorities) (Gender Pay Gap Information) Regulations 2017 methodology.
From figures captured in March 2023 analysis for 2418 colleagues show that the mean gender pay gap has reduced this year by 0.3% to 2.0%. This means that females earn 98p for every £1 males earn when comparing hourly pay.
Our median gender pay gap has also reduced this year to 3.1% a reduction of 3.3%. This shows that females earn 96.9p for every £1 males earn when comparing hourly pay.
Importantly, this gap does not mean that males are paid more than females for carrying out the same type of role.
Whilst the median pay gap shows a difference of (96.9p to every £1), the average does show that “on the whole”, the hourly salaries aren’t too far apart (98p to every £1). There are several factors that impact the pay gap e.g.
- 2% of our workforce are male
- 8% of our workforce are female
- 93% of our male workforce work full time with 7% working part time
- 77% of our female workforce work full time with 23% working part time
- 60% of our upper quartile hourly salaries are male
- There are more males than females in all our quartiles
With the introduction of our new Working Styles policies, this in time may help to reduce the gap further by providing more opportunities for our colleagues to work around responsibilities if they so wish.
The UK pay gap for April 2023 published by the Office for National Statistics on 1 November 2023 for full time employees is 7.7%, this is an increase of 0.1% from 2022.
Complaints and commendations
During 2023 we received 4 complaints and one commendation in relation to EDI as follows: -
Complaint 1
Complaint 1 was received following changes made to the entrance to the trails at Llanwynno car park. A motorcycle inhibitor was installed to reduce illegal off-road vehicle activity which the complainant claimed prevented wheelchair access for the complainant.
The local team checked the inhibitor and found that it had not been installed to the correct specification and looked into rectifying the matter. As part of the response to the complainant the Team Leader offered to meet with the individual concerned should they wish to discuss the matter and their needs further.
Complaint 2
Complaint 2 was received following public access being restricted and blocked off around Pysgodlyn Mawr reservoir following improvement work to the reservoir. The complainant had regularly visited the site previously on foot, but now visited using a mobility scooter and was unable to do so following the work. The complaint went to Stage 2 investigation as the complainant felt that the first response was unsatisfactory.
Following the Stage 2 investigation it was decided overall to uphold the complaint that the access was restricted, and the following recommendations were to be actioned by ourselves:
- Access for the public to the west bank of the reservoir to be re-instated ensuring that the gate is accessible to users of mobility scooters.
- The Land Management Team provide reasonable timescale for carrying out the
upgrading work to the south of the north-east of the bank at the reservoir and keep the complainant updated if this should be delayed.
- A Public Safety Risk Assessment to be carried out in line with Visitor Safety Group
principles by the end of August 2023.
Complaint 3
Complaint 3 was received following dissatisfaction regarding the resurfacing of Wet Meadow and The Duchess Ride tracks in Monmouthshire which the complainant used for recreation purposes. It was felt that the aggregate that had been used was too big making walking on it uncomfortable. The complaint also mentioned that it would be difficult to run, use a wheelchair or pushchair on it.
In response it was explained that the resurfacing work had been carried out in readiness for the forest thinning programme of work to be carried out in the area to protect the road when heavy machinery would be working to remove Ash and diseased Larch over the coming years and the upgrade was to ensure the track was fit for these operations to be carried out.
An open day had been held locally to explain the proposed works to members of the public.
Complaint 4
Complaint 4 was received via Visit Wales regarding the accessible walks at our Cors Caron Nature Reserve following an email they received from a member of the public. The complainant claimed that the change from walking on the plastic non-slip resistant boardwalk to the non-slip strips mounted on wood boards on the accessible walk caused the wheelchair to jolt making it uncomfortable for the user and the person pushing the wheelchair. Visit Wales states that our website states Cors Caron offers accessibility and mobility facilities and if this was incorrect asked for the information to be removed. The complainant also noted there were no obvious designated blue badge parking spaces at the site.
In response, it was explained that there are two accessible walks at the site, the product used reduces the slip effect of the wooden boards which covers most of the boardwalk. The strips used, are the only robust product made to a British standard that can retrofit onto the wooden boardwalk specifically to reduce slips. The issue had been discussed with the manufacturers who explained that the effect of these strips varies depending on the type and style of wheelchair, with powered chairs with larger wheels being the least affected.
The access to the walk is 400 metres from the main car park along a fully accessible path, it was explained to the complainant that it wasn’t deemed necessary to provide designated blue badge parking spaces.
Scheduled work to replace the areas most affected boards with a new plastic boardwalk, with priority given to the areas most affected during the autumn and winter of 2023. The remaining boards are set to be replaced in the next 5 years.
Commendation
Cors Caron National Nature Reserve team received commendation about the design of the accessible walk at the reserve. The feedback stated that the users found the boardwalk design well considered and constructed for use by an electric wheelchair user who has limited opportunities to access to walks such as these.
The whole site including signage and seating were also commended, and the commendation stated the walk made the wheelchair user feel normal and commending the whole team who designed the walk whilst respecting nature and keeping the sense of place intact.
As an organisation we were grateful to the individuals who took the time to write and tell us about their experience in using the facility, having found it disability friendly that was easy to walk with their dog.
Conclusion
Over the year we have taken a number of positive steps in implementing the action plan to support the delivery of our D&I Strategy to support our Strategic Equality Objectives, this work will continue over the lifetime of the strategy and beyond and help make our organisation a more diverse and inclusive workplace where everyone can bring their whole self to work.
The training that has taken place has furthered our colleagues understanding of EDI and the steps we can all take to make a difference, not only to make our workplace more diverse and inclusive but also in improving the recreation facilities we manage to help make our outdoor recreation places and spaces more inclusive and accessible so that they can be enjoyed by everyone.
From figures captured in March 2023 analysis shows that the mean gender pay gap has reduced this year by 0.3% to 2.0%. This means that females earn 98p for every £1 males earn when comparing hourly pay. The UK pay gap for April 2023 published by the Office for National Statistics on 1 November 2023 for full time employees is 7.7%, this is an increase of 0.1% from 2022.
Our colleagues self-disclosure stats remain unchanged on the whole as in previously reported statistics. Attracting a more diverse workforce forms part of our D&I Action Plan, diversity includes diversity of thought and ways of working. More needs to be done in this area to raise awareness of who we are and the diversity of jobs we have as an organisation. If we are to fulfil our purpose and help tackle climate change, we need to have a workforce with a diversity of thought and socio-economic backgrounds as well as protected characteristics to achieve this purpose.
Annex 1: Progress made in implementing Strategic Equality Objectives 2020-2024
Increase Workforce diversity and inclusion
- Appointed Lead Specialist Advisor – Diversity & Inclusion.
- Inclusive statement embedded on application forms.
- Board and ET members attended a dedicated awareness session on Neurodiversity (this is the recording which is shared for Managers and explains the different conditions etc)
- Reasonable adjustments around Disability: Neurodiversity i.e., giving candidates questions in advance.
- Guaranteed interview scheme for disabled people
- EDI Induction for all new starters
- EDI and Unconscious Bias Online module for all colleagues
- Interview Panel undertake unconscious bias in recruitment
- Work and Wellbeing Passport launched.
- A series of awareness sessions have been delivered through Webinar Wednesdays around disability: neurodiversity, dementia friendly organisation.
- The Lead Specialist Advisor – Diversity & Inclusion has also introduced and hosts monthly sessions: Uncomfortable Conversations About ‘Race’ and Racism to support Welsh Governments Anti-Racist Wales Action Plan.
- Increased D&I publications for in-house library.
- EDI Forum set up.
- Increased Employee Resource Groups (ERG) – Staff Networks
- New values launched and communicated across the organisation at colleague corporate events.
- Kick-start opportunities aimed at young people from lower socio-economic backgrounds.
- Developing apprenticeships and placements across NRW.
- Volunteering opportunities across the organisation.
- Worked on pilot scoping project to diversify the environment sector with NGO’s
- Membership Carers for Employers/Neurodiversity in the Business/Stonewall Cymru
Eliminate Pay Gaps
- 2021-22 a deep dive into our gender imbalance was carried out. Future work will include exploring the underlying reasons why the difference in pay between the sexes (Male/Female) is largest among higher earners. Break down the statistics for working commitment (full/part time) and by roles.
- Promote the completion of colleagues self-disclosure to all colleagues and in Induction for new colleagues.
- Lead specialist Advisor – Diversity & Inclusion carried out a Gap Analysis and identified areas for improvement around data collection and monitoring around protected characteristics.
- Introduced a Working Styles Policy designed to give a better work/life balance, increase flexibility and job satisfaction, enhance productivity and performance, whilst ensuring that we can deliver effectively as an organisation.
- Living Wage accredited employer
- Ongoing work to encourage people to self-disclose their personal/sensitive data
- Annual Gender Pay Gap reporting
- Participated in the consultation exercise led by the Workforce Partnership Council (WPC) on the potential for public bodies to go beyond the requirement to publish gender pay data and to voluntarily report on other protected characteristics, including ethnicity and disability.
Engage with the Community
- Engagement Strategy being progressed.
- Natur am Byth is a four-year programme that will support eleven projects across Wales. This is one of the most ambitious conservation programmes ever undertaken in Wales. It will provide the opportunity for more people to reconnect with nature in their neighbourhood. Natur am Byth will offer engagement and volunteering activities; whilst celebrating the value that Welsh culture and language place on the natural world.
- Natur a Ni/Nature and Us (formerly Vision 2050) Invited the people of Wales to participate in a national conversation about the future of the natural environment. We are current undertaking an evaluation of the Nature and Us programme which is likely to draw out key learning for the organisation in relation to how we work.
- Corporate Plan 2023 – 2030 – we worked with partners such as Diverse Cymru and Cynnal Cymru, Children’s Commissioner for Wales, Race Equality First, Shelter Cymru, Llamau and Wales Youth Parliament, to broaden our stakeholder networks using their ‘voice’ to connect with communities that they represent.
- People and Places Team across Wales work with local communities on projects.
Ensure equality is embedded into the procurement / commissioning process and is managed throughout delivery
- Procurement team have a set of standards that are considered when procuring: Where the contract involves the provision of goods or services to our colleagues or the public as a direct part of the contract. Procurement highlight to contract managers the need to ensure that the specification takes into account accessibility criteria for disabled persons or design for all users. Also, in consultation with the subject matter expert, advise on appropriate selection and award criteria that may be used to check bidder’s ED&I policies and procedures, whilst ensuring that they are relevant and proportionate to the requirement.
- Equality Impact assessment Training delivered to cohort of colleagues.
- Updated our Equality Impact Assessment form, guidance and have a screening tool in place which we are piloting
Ensure service delivery reflects individual need
- Natural Resources Wales is committed to making its websites accessible, in accordance with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018.
- This website is partially compliant with the Web Content Accessibility Guidelines version 2.1,AA standard. This is due to some non-compliances issues and exemptions we still have on our website.
- Website page promoting our accessible recreation trails and facilities across Wales Natural Resources Wales / Accessible visits
- Sand Matts on Newborough which enable wheelchair access onto the beech
- Coed y Brenin have a tramper trail new in 2021 - Coed y Brenin Forest Park | Countryside Mobility
- Updating recreation promotional material to be more representative of the diversity of Wales.
- Customer Service Tam and Health, Safety and Wellbeing support all employees with a delivery of service to customers
- Customer Experience and Engagement Strategy in process.
- Natur a Ni/Nature and Us project (formerly Vision 2050) involved the people of Wales in a national conversation about the future of the natural environment. The aim was to develop a shared vision for the year 2050 and consider the changes we need to make leading up to 2030 and 2050, as individuals and as a country.
- We collated views from thousands of people all over Wales as part of a national conversation. We then asked a Citizens’ Assembly to consider those views, and to create the shared Vision. We are current undertaking an evaluation of the Nature and Us programme which is likely to draw out key learning for the organisation in relation to how we work.
Annex 2: Overall Key Themes from Strategic Equality Objectives 2024-2018 consultation
Overall Key themes from themes the previous survey and consultation 2020; and most recent consultation 2024 support:
Objective 1: Increase workforce diversity and inclusion
Long term outcome - Our organisations will reflect a fair and inclusive environment, where all people feel valued and can have equal opportunities to fulfil their potential within organisation.
Key themes: workforce representation; colleague training; data; diversification/targeted work around recruitment; communication; involvement and engagement and culture change.
Objective 2: Eliminate pay gaps
Long term outcome - Disclosure of information is part of organisational culture, colleagues understand why data is collected, ensuring that necessary data is only collated (GDPR).
Key themes: Accessible information; transparency of data collection and analysis; recruitment; job evaluation, equal pay and pay information; organisation culture; job sharing and flexible working;
Objective 3: Engage with the community
Long term outcome - Diverse communities throughout Wales will be actively engaged in our organisations’ work. Strategies, policies, and decisions will be co-produced with diverse individuals. People’s experiences and views will shape our organisations.
Key themes – co-production with communities; direct engagement and outreach in communities; accessibility of engagement and awareness of different groups; plain language communication; colleague training; culture change; public sector collaboration; surveys and research; transparency, reporting, measuring and monitoring progress of community inclusion.
Objective 4: Ensure equality is embedded into the procurement / commissioning process and is managed throughout delivery
Long term outcome - Equality is embedded into procurement principles which are operational and evidenced.
Key themes – clear definition of what is meant by procurement; not focus on value for money but quality product; micro-businesses and third sector organisations not being disadvantaged; consideration of diversity of providers
Objective 5: Ensure service delivery reflects individual need
Long term outcome - People and shared good practice actively influences delivery of services to meet individual needs.
Key themes – accessibility; engaging people and acting on people’s experiences; service design and delivery; delivering shared learning and best practice systems; culture change; measuring impact.
Annex 3: Staff Network Information
Assisted User Group – received 13.10.23
The Assisted User Group have met 4 times over the last year and have been mainly helping out with testing as follows: -
- the remote desktop (AVD) which will be rolled out to our colleagues in due course
- Rolling out the latest version of Dragon for those who use the software
- Resolve assisted user issues with assistive software
For 2024 the group will be involved in testing the new Windows 11 and MS surfaces which will be rolled out to all colleagues. The group will continue to support assisted users within the organisation.
Dementia Friends
Despite many of our teams continuing to work from home we have created 61 new dementia friends via virtual sessions this year.
Our virtual sessions comprise the Dementia Friends Awareness session, followed by a short discussion about our journey as an organisation to becoming a Dementia Friendly Community, the resources that are available to colleagues and the expectations we have of them to be ‘Dementia Friendly’ in their work. We continue to arrange sessions via Webinar Wednesdays and respond to individual / team requests.
This year has brought changes to how we document and evidence our dementia friendly work, with formal accreditation from the Alzheimer’s Society being superseded by organisations setting and managing their dementia friendly objectives as part of ‘business as usual’. We’ve taken the opportunity of this process change to also review how we manage our dementia friendly activity across the organisation to give wider oversight and governance across our many work streams. The Network Leads remain very much involved but with a ‘colleague’ focus, linking in to the Cwtch network and continuing to deliver Dementia Friends Awareness sessions.
The Dementia Champion requirements changed in November 2022. We now have one accredited Ambassador to run information sessions, and one person awaiting the training.
Our Dementia Friendly work continues to be represented at our ongoing EDI Forum meetings, Carers Network (Cwtch) calls and a ‘caring for elders’ virtual cuppa. As we have become more established, most of our Dementia Friendly contact from colleagues now tends to come through the Cwtch group and colleague cuppa events.
We continue to participate in a Wales-wide ‘blue light’ dementia group to share learning and best practice. This is co-ordinated by the ambulance service and includes representation from police and fire. We also receive requests to join County Coalition groups, particularly from Carmarthenshire who are particularly active, and the co-Leads join these where we can – taking the opportunity to share ideas and resources.
Christian Fellowship
We have continued to provide prayer support for one another / the organisation (NRW & Welsh Gov) / world crises and Bible studies aimed at living out the principles of Christian Discipleship.
We raise awareness on our Viva Engage channels of the true meaning of our Christian Public Holidays and a reminder to colleagues of who we are and what we believe, as well as when and how we meet.
New colleagues are made aware of our Network as part of the EDI presentation at the e-Induction sessions.
We meet regularly as follows: -
- Every Monday 20–30-minute prayer and worship
- Fortnightly Wednesday lunchtime Fellowship meeting on Teams
- Fortnightly Thursday lunchtime fellowship meetings jointly with Welsh Government Christian Fellowship
Looking to arrange a Face to Face get together over the next year.
Cwtch Carers Network
Our Carer’s Network (Cwtch) group was established in 2019 with the aim of doing more to recognise, support and value our colleagues who care for a loved one. We now have around 30-35 on our meeting group membership Between 10 and 20 people regularly attend. We have 100 members on our Viva Engage page.
Our Cwtch group has links to other staff networks such as the Dementia Friends group and the wellbeing and time to talk groups. We also attend and update the EDI Forum and continue to support them in their work.
We have ‘Carers Cuppa’ sessions that take place monthly, such as the Elder Care Cuppa and ‘A word’ cuppa, and a group that care for their partners. The co-leads continue to field lots of calls or requests from colleagues on a one-to-one basis seeking support in their role as a Carer and employee. One of the co-leads has completed the Carers Wales Workplace Carers Champion course and is booked to do the Mental health First Aiders course in February 2024.
In meetings this year the group has discussed:
- 2023’s State of Caring report – the UK’s most comprehensive research into the lives and experiences of carers in 2023
- The work and wellbeing passport- how it is being used and how it could be improved upon
- Activities to promote Carers Rights Day and Carers Week 2023
- EDI Forum support
- Carers leave polices and the new changes which become law in 2024
In June 2023 we celebrated Carers Week. We had a strong intranet presence letting people know about the group and held several drop-in sessions with the team from Carers Wales.
In November on Carer’s Rights Day, we hosted a workshop focusing on ‘Carers Guilt.’
The Cwtch group continue to work with the Equalities Team to link with the ‘Employers for Carers’ scheme and we have remained members of the Wales hub, the membership having just been renewed for a third year. The aim of Employers for Carers is to support employers in supporting employees with caring responsibilities and to create carer-friendly workplaces. We have access to their publicity, guidance, and training materials and we share these details with colleagues who are carers and their line managers through the intranet, yammer and Managers Monthly as appropriate.
In 2024 we aim to:
- Present our proposals for Carers leave to the EDI Board and to ET
- Continue to meet 4 times per year
- Hold monthly carers cuppa catch ups
- Propose a face-to-face meeting for members
- Revisit the Carers Confident application
- Work with ET to advocate for and promote the work of the Cwtch network
The Women’s Network
The Women’s Network promotes and encourages gender equality and women’s rights at work, but also at home and in public life. The Women’s Network believe in a society that is free from gender discrimination where people have equal authority and opportunity to shape society and their own lives.
The aim of the Women’s Network is to create a stronger, happier, better future for everyone by enabling a working environment in which women and girls in all their diversity are equal and truly free to fulfil their potential. We want others to join us and help us with our goals and activities.
We have posted about World Menopause Day and Black History month 'Saluting our Sisters’ on Yammer, as well as other smaller news events and campaigns affecting women.
We have hosted one introductory meeting on the 6 December 2023, to gather ideas for the group and we now need to plan how to progress from the meeting. A key idea raised was women mentoring women and we plan to hold further meetings with The Equalities Team in early 2024 to see how we can work with this idea.
In 2024 we are booked in for a Webinar Wednesday for International Women’s Day, to host a panel of NRW women colleagues talking about their experiences. We are in our early stages and aim to evolve gradually by listening to our members.
Calon – LGBT+ Network
Co-leads stepped down from Calon in April due to new roles and personal concern that they would not be able to commit as much time to lead Calon as the network deserved.
In July three new members started discussions to become new co-leads. Although access to the membership list and email has been hampered by colleague absences, the team has put on various community engagement events and polls via yammer to gauge what the network wants to look like going forward. Once full access to the membership list is available there will be additional opportunities for the network to discuss what they are looking for. There will also be a call out for local leads to organise local in person catch up sessions, and other champions to support intra-network diversity.
Neurodiversity Network
In 2023 the Network have been busy with the following:
- The network holds weekly lunchtime drop-in sessions for network members to check in and raise any issues they have
- The network did a survey of members to capture problems and inform corporate responses
- We did a Wednesday webinar introducing neurodiversity
- We did a lot of awareness raising over Neurodiversity Celebration Week with a lot of engagement with Board members posting about their own experience and a blog from the chief executive
- We raised awareness during dyslexia, autism and ADHD awareness weeks
- We gave feedback on training, recruitment and wellbeing passports
- We increased the membership to over 160 people
Annex 4: External Recruitment Statistics for January – December 2023)
What is your age group
|
Age group |
Total |
|---|---|
|
16 – 24 |
559 |
|
25-34 |
1070 |
|
35-44 |
648 |
|
45-54 |
393 |
|
55-64 |
152 |
|
65+ |
0 |
|
Prefer not to say |
28 |
|
Blank |
598 |
What is your Gender
|
Gender |
Total |
|---|---|
|
Female |
1882 |
|
Male |
1501 |
|
No record |
59 |
|
Prefer Not to Say |
6 |
|
Non-Binary |
0 |
Does your Gender identity match to the sex you were assigned to at birth
|
Gender Identity |
Total |
|---|---|
|
Yes |
2804 |
|
Blank |
590 |
|
Prefer Not to Say |
39 |
|
No |
15 |
Are you currently married or in a civil partnership
|
Married or Civil Partnership |
Total |
|---|---|
|
No |
1784 |
|
Yes |
996 |
|
Blank |
597 |
|
Prefer Not to say |
71 |
What is your sexual orientation
|
Sexual orientation |
Total |
|---|---|
|
Blank |
593 |
|
Heterosexual / |
2453 |
|
Prefer not to say |
174 |
|
Bisexual |
143 |
|
Gay Man |
42 |
|
Gay Woman / |
37 |
|
Other |
2 |
|
Prefer to use own term |
4 |
What caring responsibilities do you have
|
Caring responsibility |
Total |
|---|---|
|
None |
2020 |
|
No information |
603 |
|
Primary Carer of children (under 18) |
591 |
|
Secondary Carer |
125 |
|
Prefer not to say |
87 |
|
Primary Carer (over 65) |
15 |
|
Primary Carer of Disabled child (under 18) |
5 |
|
Primary Carer of Disabled adult (over 18) |
2 |
Do you consider yourself to have a disability
|
Disability |
Total |
|---|---|
|
No |
2620 |
|
Blank |
587 |
|
Yes |
193 |
|
Prefer not to say |
48 |
What is your religion or belief
|
Religion or belief |
Total |
|---|---|
|
Have no faith or belief |
1794 |
|
Have faith or belief |
816 |
|
No record |
605 |
|
Prefer not to say |
219 |
|
Other |
14 |
What is your ethnicity
|
Ethnicity |
Total |
|---|---|
|
White (English, Welsh, Scottish, Northern Irish, British, Irish, Gypsy or Traveller, any other White background) |
2552 |
|
No record |
601 |
|
Prefer not to say |
55 |
|
Asian/Asian British (Indian, Pakistani, Bangladeshi, Chinese, any other Asian background) |
100 |
|
Mixed/Multiple ethnic groups (White and Black Caribbean, White and Black African, White and Asian, any other mixed/multiple ethnic background) |
66 |
|
Black/African/Caribbean/Black British (African, Caribbean, Any other Black/African/Caribbean background) |
59 |
|
Other ethnic group (Arab or any other ethnic group) |
15 |
Annex 5: NRW Colleague Self-disclosure statistics
Age analysis
January 2022
| Age | Number of staff | Percentage of staff |
|---|---|---|
| Under 25 | 33 | 1.4% |
| 25 to 35 | 428 | 19.0% |
| 35 to 45 | 636 | 28.2% |
| 45 to 55 | 671 | 29.7% |
| 55 to 65 | 446 | 19.8% |
| Over 65 | 43 | 1.9% |
| Total | 2257 | 100% |
January 2023
| Age | Number of staff | Percentage of staff |
|---|---|---|
| Under 25 | 41 | 1.7% |
| 25 to 35 | 461 | 19.6% |
| 35 to 45 | 688 | 29.0% |
| 45 to 55 | 688 | 29.0% |
| 55 to 65 | 453 | 19.1% |
| Over 65 | 38 | 1.6% |
| Total | 2369 | 100% |
January 2024
| Age | Number of staff | Percentage of staff |
|---|---|---|
| Under 25 | 44 | 1.9% |
| 25 to 35 | 492 | 20.8% |
| 35 to 45 | 700 | 29.5% |
| 45 to 55 | 712 | 30.1% |
| 55 to 65 | 496 | 20.9% |
| Over 65 | 48 | 2.0% |
| Total | 2492 | 100% |
Age profile – full time and part time
January 2022
Part-time
|
Age |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Under 25 |
0 |
0.0% |
|
25 to 35 |
37 |
1.6% |
|
35 to 45 |
106 |
4.7% |
|
45 to 55 |
100 |
4.4% |
|
55 to 65 |
76 |
3.4% |
|
65 and above |
16 |
0.7% |
|
Total |
335 |
14.8% |
Full-time
|
Age |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Under 25 |
33 |
1.5% |
|
25 to 35 |
391 |
17.3% |
|
35 to 45 |
530 |
23.5% |
|
45 to 55 |
571 |
25.3% |
|
55 to 65 |
370 |
16.4% |
|
65 and above |
27 |
1.2% |
|
Total |
1922 |
85.2% |
Total overall: 2257
January 2023
Part-time
|
Age |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Under 25 |
# |
0.1% |
|
25 to 35 |
39 |
1.6% |
|
35 to 45 |
115 |
4.9% |
|
45 to 55 |
98 |
4.1% |
|
55 to 65 |
85 |
3.6% |
|
65 and above |
14 |
0.6% |
|
Total |
353 |
14.9% |
Full-time
|
Age |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Under 25 |
39 |
1.6% |
|
25 to 35 |
422 |
17.8% |
|
35 to 45 |
573 |
24.2% |
|
45 to 55 |
590 |
24.9% |
|
55 to 65 |
368 |
15.5% |
|
65 and above |
24 |
1.0% |
|
Total |
2016 |
85.1% |
Total overall: 2369
January 2024
Part-time
|
Age |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Under 25 |
# |
0.1% |
|
25 to 35 |
35 |
1.5% |
|
35 to 45 |
115 |
4.9% |
|
45 to 55 |
97 |
4.1% |
|
55 to 65 |
92 |
3.9% |
|
65 and above |
21 |
0.9% |
|
Total |
363 |
14.6% |
Full-time
|
Age |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Under 25 |
41 |
1.7% |
|
25 to 35 |
457 |
19.3% |
|
35 to 45 |
585 |
24.7% |
|
45 to 55 |
615 |
26.0% |
|
55 to 65 |
404 |
17.1% |
|
65 and above |
27 |
1.1% |
|
Total |
2129 |
85.4% |
Total overall: 2492
Working arrangements
January 2022
| Working Arrangement | Number of staff | Percentage of staff |
|---|---|---|
| Full-time | 1922 | 85.2% |
| Part-time | 395 | 14.8% |
| Total | 2257 | 100% |
Of those who disclosed Working Arrangement:
| Working Arrangement by sex | Number of staff | Percentage of staff |
|---|---|---|
| Full-time - Male | 1147 | 50.8% |
| Full-time - Female | 775 | 34.4% |
| Part-time - Male | 79 | 3.5% |
| Part-time - Female | 256 | 11.3% |
| Total | 2257 | 100% |
January 2023
| Working Arrangement | Number of staff | Percentage of staff |
|---|---|---|
| Full-time | 2016 | 85.1% |
| Part-time | 353 | 14.9% |
| Total | 2369 | 100% |
Of those who disclosed Working Arrangement:
| Working Arrangement by sex | Number of staff | Percentage of staff |
|---|---|---|
| Full-time - Male | 1178 | 49.7% |
| Full-time - Female | 838 | 35.4% |
| Part-time - Male | 82 | 3.5% |
| Part-time - Female | 271 | 11.4% |
| Total | 2369 | 100% |
January 2024
| Working Arrangement | Number of staff | Percentage of staff |
|---|---|---|
| Full-time | 2129 | 85.4% |
| Part-time | 363 | 14.6% |
| Total | 2492 | 100% |
Of those who disclosed Working Arrangement:
| Working Arrangement by sex | Number of staff | Percentage of staff |
|---|---|---|
| Full-time - Male | 1230 | 49.4% |
| Full-time - Female | 899 | 36.1% |
| Part-time - Male | 95 | 3.8% |
| Part-time - Female | 268 | 10.7% |
| Total | 2492 | 100% |
Disability analysis
January 2022
| Disability status | Number of staff | Percentage of staff |
|---|---|---|
| Yes | 83 | 3.7% |
| No | 1390 | 61.6% |
| Prefer not to say/not completed | 784 | 34.7% |
| Total | 2257 | 100% |
January 2023
| Disability status | Number of staff | Percentage of staff |
|---|---|---|
| Yes | 85 | 3.6% |
| No | 1431 | 60.4% |
| Prefer not to say/not completed | 853 | 36.0% |
| Total | 2369 | 100% |
January 2024
| Disability status | Number of staff | Percentage of staff |
|---|---|---|
| Yes | 83 | 3.3% |
| No | 1505 | 60.4% |
| Prefer not to say/not completed | 904 | 36.3% |
| Total | 2492 | 100% |
Gender analysis
January 2022
|
Gender |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Male |
1226 |
54.3% |
|
Female |
1031 |
45.7% |
|
Prefer not to say/not completed |
0 |
0 |
|
Total |
2257 |
100% |
January 2023
|
Gender |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Male |
1260 |
53.2% |
|
Female |
1109 |
46.8% |
|
Prefer not to say/not completed |
0 |
0 |
|
Total |
2369 |
100% |
January 2024
|
Gender |
Number of colleagues |
Percentage of colleagues |
|---|---|---|
|
Male |
1325 |
53.2% |
|
Female |
1167 |
46.8% |
|
Prefer not to say/not completed |
0 |
0 |
|
Total |
2492 |
100% |
January 2022
| Sexual orientation | Number of staff | Percentage of staff |
|---|---|---|
| Heterosexual/straight | 1288 | 57.1% |
| Lesbian | 15 | 0.7% |
| Gay | 12 | 0.5% |
| Bisexual | 18 | 0.8% |
| Other | 10 | 0.4% |
| Prefer not to say/not completed | 914 | 40.5% |
| Total | 2257 | 100% |
| % of workforce identifying as LGBTQ+ | 55 | 2.39% |
January 2023
| Sexual orientation | Number of staff | Percentage of staff |
|---|---|---|
| Heterosexual/straight | 1312 | 55.4% |
| Lesbian | 15 | 0.6% |
| Gay | 18 | 0.8% |
| Bisexual | 22 | 0.9% |
| Other | 15 | 0.6% |
| Prefer not to say/not completed | 989 | 41.7% |
| Total | 2369 | 100% |
| % of workforce identifying as LGBTQ+ | 70 | 3% |
January 2024
| Sexual orientation | Number of staff | Percentage of staff |
|---|---|---|
| Heterosexual/straight | 1369 | 54.9% |
| Lesbian | 15 | 0.6% |
| Gay | 17 | 0.68% |
| Bisexual | 28 | 1.1% |
| Other | 17 | 0.7% |
| Prefer not to say/not completed | 1046 | 42% |
| Total | 2492 | 100% |
| % of workforce identifying as LGBTQ+ | 77 | 3.1% |
Ethnicity analysis
January 2022
| Ethnicity | Number of staff | Percentage of staff |
|---|---|---|
| White | 1440 | 63.8% |
| Asian/Asian British | 13 | 0.6% |
|
Black/African/Caribbean/Black British |
# | # |
| Other ethnic groups | # | # |
| Mixed multiple ethnic groups | 16 | 0.7% |
| Prefer not to say/not completed | 782 | 34.6% |
| Total | 2257 | 100% |
| % of colleagues who identify as Black, Minority Ethnic |
35 | 1.6% |
January 2023
| Ethnicity | Number of staff | Percentage of staff |
|---|---|---|
| White | 1480 | 62.5% |
| Asian/Asian British | 13 | 0.5% |
|
Black/African/Caribbean/Black British |
# | # |
| Other ethnic groups | # | # |
| Mixed multiple ethnic groups | 20 | 0.8% |
| Prefer not to say/not completed | 850 | 35.9% |
| Total | 2369 | 100% |
| % of colleagues who identify as Black, Minority Ethnic |
39 | 1.65% |
January 2024
| Ethnicity | Number of staff | Percentage of staff |
|---|---|---|
| White | 1547 | 62.1% |
| Asian/Asian British | 12 | 0.5% |
|
Black/African/Caribbean/Black British |
# | # |
| Other ethnic groups | # | # |
| Mixed multiple ethnic groups | 22 | 0.9% |
| Prefer not to say/not completed | 905 | 36.3% |
| Total | 2492 | 100% |
| % of colleagues who identify as Black, Minority Ethnic |
40 | 1.6% |
Religion, belief, or non-belief analysis
January 2022
| Religion, belief, or non-belief | Number of staff | Percentage of staff |
|---|---|---|
| Have a faith or belief | 501 | 22.2% |
| Have no faith or belief | 650 | 28.8% |
| Prefer not to say/not completed | 1106 | 49% |
| Total | 2257 | 100% |
| % of colleagues who identify their religion, belief, or non-belief | 501 | 22.2% |
January 2023
| Religion, belief, or non-belief | Number of staff | Percentage of staff |
|---|---|---|
| Have a faith or belief | 507 | 21.4% |
| Have no faith or belief | 675 | 28.5% |
| Prefer not to say/not completed | 1187 | 50.1% |
| Total | 2369 | 100% |
| % of colleagues who identify their religion, belief, or non-belief | 507 | 21.4% |
January 2024
| Religion, belief, or non-belief | Number of staff | Percentage of staff |
|---|---|---|
| Have a faith or belief | 512 | 20.5% |
| Have no faith or belief | 633 | 25.4% |
| Prefer not to say/not completed | 1249 | 50.1% |
| Total | 2492 | 100% |
| % of colleagues who identify their religion, belief, or non-belief | 512 | 20.5% |
Caring responsibilities
January 2022
| Caring responsibilities | Number of staff | Percentage of staff |
|---|---|---|
| Have a caring responsibility | 568 | 25.2% |
| Have no caring responsibility | 783 | 34.7% |
| Prefer not to say/not completed | 906 | 40.1% |
| Total | 2257 | 100% |
January 2023
| Caring responsibilities | Number of staff | Percentage of staff |
|---|---|---|
| Have a caring responsibility | 588 | 24.8% |
| Have no caring responsibility | 806 | 34.0% |
| Prefer not to say/not completed | 975 | 41.2% |
| Total | 2369 | 100% |
January 2024
| Caring responsibilities | Number of staff | Percentage of staff |
|---|---|---|
| Have a caring responsibility | 612 | 24.6% |
| Have no caring responsibility | 850 | 34.1% |
| Prefer not to say/not completed | 1030 | 41.3% |
| Total | 2492 | 100% |
Type of caring responsibility
January 2022
| Caring responsibility | Number of staff | Percentage of staff |
|---|---|---|
| Primary carer of child/children under 18 | 381 | 67.1% |
| Secondary carer | 91 | 16.0% |
| Multiple caring responsibilities | 45 | 7.9% |
| Primary carer of person over 65 | 30 | 5.3% |
| Primary carer of disabled child/children | # | # |
| Primary carer of disabled adult (over 18) | 12 | 2.1% |
| Total | 568 | 100% |
January 2023
| Caring responsibility | Number of staff | Percentage of staff |
|---|---|---|
| Primary carer of child/children under 18 | 401 | 68.2% |
| Secondary carer | 89 | 15.1% |
| Multiple caring responsibilities | 43 | 7.3% |
| Primary carer of person over 65 | 31 | 5.3% |
| Primary carer of disabled child/children | 11 | 1.9% |
| Primary carer of disabled adult (over 18) | 13 | 2.2% |
| Total | 588 | 100% |
January 2024
| Caring responsibility | Number of staff | Percentage of staff |
|---|---|---|
| Primary carer of child/children under 18 | 426 | 69.6% |
| Secondary carer | 91 | 14.9% |
| Multiple caring responsibilities | 44 | 7.2% |
| Primary carer of person over 65 | 28 | 4.6% |
| Primary carer of disabled child/children | 10 | 1.63% |
| Primary carer of disabled adult (over 18) | 13 | 2.1% |
| Total | 612 | 100% |
National identity analysis
January 2022
Note: Data below 10 is shown as a # for data protection purposes
| National Identity | Number of staff | Percentage of staff |
|---|---|---|
| Welsh | 738 | 32.7% |
| British | 634 | 28.1% |
| English | 100 | 4.4% |
| Scottish | 17 | 0.8% |
| Northern Irish | # | # |
| Other | 50 | 2.2% |
| Prefer not to say/not completed | 714 | 31.6% |
| Total | 2257 | 100% |
January 2023
Note: Data below 10 is shown as a # for data protection purposes
| National Identity | Number of staff | Percentage of staff |
|---|---|---|
| Welsh | 776 | 32.8% |
| British | 642 | 27.1% |
| English | 97 | 4.1% |
| Scottish | 15 | 0.6% |
| Northern Irish | # | # |
| Other | 51 | 2.2% |
| Prefer not to say/not completed | 784 | 33.1% |
| Total | 2369 | 100% |
January 2024
Note: Data below 10 is shown as a # for data protection purposes
| National Identity | Number of staff | Percentage of staff |
|---|---|---|
| Welsh | 812 | 32.6% |
| British | 659 | 26.4% |
| English | 118 | 4.7% |
| Scottish | 15 | 0.6% |
| Northern Irish | # | # |
| Other | 50 | 2.0% |
| Prefer not to say/not completed | 835 | 33.5% |
| Total | 2492 | 100% |
Welsh language ability of colleagues
January 2022
| Language Ability | Number of staff | Percentage of staff |
|---|---|---|
| Colleagues who have self-assessed language skills in MyNRW | 2214 | 98.1% |
| Colleagues who have declared they are able to communicate in Welsh at various levels | 2126 | 96% |
| Able to pronounce basic Welsh phrases and names | 941 | 41.7% |
| Able to construct basic Welsh sentences | 458 | 20.3% |
| Fluency in spoken and written Welsh | 331 | 14.7% |
| Fluency in spoken Welsh | 222 | 9.8% |
| Able to discuss some work matters confidently | 174 | 7.7% |
| No understanding of Welsh | 88 | 3.9% |
| No return completed |
43 | 1.9% |
| Total | 2257 | 100% |
January 2023
| Language Ability | Number of staff | Percentage of staff |
|---|---|---|
| Colleagues who have self-assessed language skills in MyNRW | 2326 | 98.1% |
| Colleagues who have declared they are able to communicate in Welsh at various levels | 2228 | 95.8% |
| Able to pronounce basic Welsh phrases and names | 991 | 41.8% |
| Able to construct basic Welsh sentences | 477 | 20.1% |
| Fluency in spoken and written Welsh | 347 | 14.7% |
| Fluency in spoken Welsh | 227 | 9.6% |
| Able to discuss some work matters confidently | 186 | 7.9% |
| No understanding of Welsh | 98 | 4.1% |
| No return completed |
43 | 1.8% |
| Total | 2369 | 100% |
January 2024
| Language Ability | Number of staff | Percentage of staff |
|---|---|---|
| Colleagues who have self-assessed language skills in MyNRW | 2450 | 98.3% |
| Colleagues who have declared they are able to communicate in Welsh at various levels | 2355 | 96.1% |
| Able to pronounce basic Welsh phrases and names | 1058 | 42.5% |
| Able to construct basic Welsh sentences | 498 | 20% |
| Fluency in spoken and written Welsh | 360 | 14.4% |
| Fluency in spoken Welsh | 228 | 9.1% |
| Able to discuss some work matters confidently | 211 | 8.5% |
| No understanding of Welsh | 95 | 3.8% |
| No return completed |
42 | 1.7% |
| Total | 2492 | 100% |
Welsh language ability by Directorate January 2024
|
Language Level |
Communication Customer and Commercial |
Corporate Strategy and Development |
Evidence, Policy and Permitting |
Finance and Corporate Services |
Operations |
Total |
|---|---|---|---|---|---|---|
|
0 - No understanding of Welsh |
4 |
3 |
26 |
16 |
46 |
95 |
|
1 - Able to pronounce basic Welsh phrases and names |
35 |
43 |
319 |
85 |
576 |
1058 |
|
2 - Able to construct basic Welsh sentences |
24 |
32 |
161 |
35 |
246 |
498 |
|
3 - Able to discuss some work matters confidently |
14 |
9 |
63 |
16 |
109 |
211 |
|
4 - Fluency in spoken Welsh |
16 |
12 |
48 |
16 |
136 |
228 |
|
5 - Fluency in spoken and written Welsh |
48 |
22 |
73 |
21 |
196 |
360 |
|
No Declaration |
6 |
3 |
4 |
3 |
26 |
42 |
|
Total |
147 |
124 |
694 |
192 |
1335 |
2492 |
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