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(COMMITTEE ON EQUALITY OF OPPORTUNITY EOC 02-02\(p3\))Tj
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(Date: )Tj
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(Wednesday 6 March 2002)Tj
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(Committee Room 1, National Assembly Building)Tj
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(Title:)Tj
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(Diversity Action Plan for Public Appointments.)Tj
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( )Tj
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(Modernising Public Service in Wales)Tj
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(The National Assembly\222s Diversity Action Plan for Public Appointments\
.)Tj
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(Purpose)Tj
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(1. The purpose of this paper is for the Committee to consider and commen\
t on the draft Diversity Action )Tj
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(Plan for Public Appointments.)Tj
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(Summary)Tj
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(2. The draft Diversity Action Plan is attached at )Tj
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(Annex A)Tj
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( and a summary of actions is attached at )Tj
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(Annex B)Tj
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(.)Tj
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(3. This is a dynamic Plan. The initial work \(from April 2002\) is to es\
tablish where we are now and to )Tj
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(engage the participation of partners. Once that has been achieved, we wi\
ll be in a position to refine the )Tj
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(Plan with more quantitative measures and timescales.)Tj
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(Action for the Committee)Tj
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(4. To provide the Chair with comments on the Plan.)Tj
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( )Tj
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( )Tj
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(Public Appointments Unit)Tj
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(March 2002)Tj
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(Annex A)Tj
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(Modernising Public Service in Wales)Tj
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(The National Assembly\222s Diversity Action Plan for Public Appointments\
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(..encouraging diversity among applicants, modernising boards and enhanci\
ng diversity in service )Tj
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(delivery.)Tj
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(Introduction )Tj
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(The Equality of Opportunity Committee has been working for some time tow\
ards increasing diversity in )Tj
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(public appointments. The Committee\222s own \221Report for the National \
Assembly for Wales Equal )Tj
T*
(Opportunities Committee on Public Appointments to Assembly Sponsored Pub\
lic Bodies\222 and the )Tj
T*
(subsequent consultation on that report raised a range of issues which ne\
eded to be taken forward. The )Tj
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(recent study commissioned on motivation pointed the way towards further \
steps. )Tj
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(Last July, the Chair of the Committee assured the Assembly in Plenary th\
at all this work would be )Tj
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(brought together into a Diversity Action Plan, under the supervision of \
Professor Teresa Rees. )Tj
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(Although we have preparatory work to draw on, the task ahead is not to b\
e under-estimated. We are )Tj
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(aiming to challenge perceptions and to change a culture, as well as cust\
oms and practice surrounding the )Tj
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(appointments process: we need to aspire to progressive change and should\
not necessarily expect )Tj
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(immediate results. )Tj
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(Remit)Tj
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("A programme of action designed to achieve applications for public appoi\
ntments which are broadly )Tj
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(representative of the Welsh population, particularly in respect of race,\
gender and disability; and which )Tj
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(enable appointments to be made so that public bodies reflect the communi\
ties they serve".)Tj
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( )Tj
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(Approach)Tj
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(The plan is entitled \221 Modernising Public Service in Wales\222 in ord\
er to pick up this challenge in a )Tj
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(forward thinking way. We need to ensure that the diversity of candidates\
coming forward for public )Tj
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(service matches that of the communities served by public bodies. However\
, we also need to ensure that )Tj
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(when they are appointed, members and Chairs are able to take up their ro\
les in modern, progressive )Tj
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(boards which embrace equality and diversity in all aspects of their work\
. )Tj
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(This agenda is not just about diversity but about a wider goal of modern\
ising public service. The )Tj
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(challenge isn\222t simply to get a more diverse range of people into pub\
lic appointments, but to enable )Tj
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(Assembly Sponsored Public Bodies to deliver appropriate services to the \
diverse population we have in )Tj
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(Wales. Modernising their approach will help boards to work together bett\
er, to be more open and to )Tj
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(improve decision making. We need to build the capacity of all boards and\
promote the evolution of a )Tj
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(modern public service in Wales.)Tj
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(We are engaged in a long-term strategic approach to cultural and procedu\
ral change. The Plan aims to )Tj
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(lay foundations and build capacity. It would be easy to throw money at w\
hat appear to be quick wins )Tj
T*
(and achieve nothing. For example, we could feel we have made great progr\
ess if we manage to corral a )Tj
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(group of suitable candidates from the disabled community onto boards of \
Assembly Sponsored Public )Tj
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(Bodies \(ASPBs\), but the Assembly\222s commitment to equality goes furt\
her than this. If the culture itself )Tj
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(is unwelcoming and does not genuinely provide equal opportunties for tho\
se on the board and promote )Tj
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(equal opportunities in its work, the long term effect could be counter-p\
roductive. )Tj
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(We need to take a strategic approach, not re-inventing the wheel but usi\
ng the best advice available and )Tj
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(ensuring we are putting our energies and resources to best effect. While\
Public Appointments Unit will )Tj
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(be taking the lead in many activities, we will also crucially be acting \
as a catalyst, asking others to work )Tj
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(with us in partnership. These parties have not been approached in advanc\
e of the agreement of this plan, )Tj
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(but we are confident that they will support this agenda.)Tj
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(The plan extends the remit in its definition of \221diversity\222. Again\
, planning for the future, it takes into )Tj
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(account the implications of the recent European anti-discrimination legi\
slation \271 and considers diversity )Tj
T*
(in terms of sex, race and ethnic origin, disability, age, sexual orienta\
tion and religious and political )Tj
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(beliefs. We also need to consider diversity in terms of urban and rural \
and Welsh speaking communities. )Tj
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(The plan also emphasises the modern resource of the internet. This is an\
increasingly important )Tj
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(communication tool and one in which a modern public service needs to inv\
est and from which it should )Tj
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(learn to benefit.)Tj
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(Action Plan for 2002-2003)Tj
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(In the first year of this plan we need to move forward three key action \
points: )Tj
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(1. )Tj
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(We need to establish the )Tj
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(baseline)Tj
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(, to be clear about where we are now, )Tj
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(2. )Tj
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(We need to )Tj
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(build capacity)Tj
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(, to engage partners who are committed to the same equality agenda )Tj
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(\(from equality organsations, the voluntary sector, the local government\
sector, trade union sector )Tj
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(etc.\) to work alongside us.)Tj
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(3. )Tj
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(We need to build in )Tj
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(evaluation )Tj
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(and monitoring tools to measure our progress. )Tj
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( )Tj
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(In taking forward these actions, we will focus on: )Tj
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(a. )Tj
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(Assembly)Tj
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( \226 the resources available to the Assembly in this task, including of\
ficials, Independent )Tj
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(Assessors, external contacts, a candidate database, website and key docu\
ments.)Tj
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(b. )Tj
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(Boards )Tj
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(\226 recognising that current chairs and members of boards have a stake \
and a vital role to )Tj
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(play in this work.)Tj
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(c. )Tj
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(Candidates )Tj
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(\226 These are the people we aim to reach. We need to attract a diverse \
range of )Tj
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(suitable candidates and to offer them a rewarding and challenging experi\
ence working with us as )Tj
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(public appointees, as well as supporting them with information, awarenes\
s and training.)Tj
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(A programme of action for 2003-2004 will be drawn up early in 2003 in th\
e light of what we have )Tj
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(learned. Details of the Action Plan for 2002-3003, expressed in terms of\
the above action points and )Tj
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(areas of focus, are set out in )Tj
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(Annex B.)Tj
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(Funding)Tj
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(Subject to agreement of the detail of this Plan, funding of \24380,000 h\
as provisionally been made available )Tj
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(for its implementation in 2002-2003. It is anticipated that this level o\
f funding will be a baseline for )Tj
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(future years.)Tj
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( )Tj
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( )Tj
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(Lindsay Hollies)Tj
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(\271 Whereas the UK Government already has legislation covering discrimi\
nation on the grounds of sex, )Tj
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(race and disability, the new European Race and Employment Directives cov\
er discrimination in )Tj
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(employment on the new grounds of age, religion and sexual orientation, w\
hich commits EU member )Tj
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(states to introduce legislation. The UK Government will introduce legisl\
ation relating to discrimination )Tj
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(on the grounds of religion, belief and sexual orientation by December 20\
03 and on age by December )Tj
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