Meetings

Commissioners reviewed the Diversity and Inclusion suite of Annual Reports for 2024-25, which report on progress from teams across the Senedd Commission in delivering the objectives set out in the Commission’s Diversity and Inclusion Strategy (2022-26).

The Diversity and Inclusion Annual Report 2024-25 and the Workforce, Recruitment, Pay Gap Reporting and Equal Pay Audit Report 2024-25 are provided to meet the Commission’s obligations under the Public Sector Equality Duties (Equality Act 2010).

The Commissioner with the portfolio for Equalities highlighted some of the key aspects of the report and emphasised the need to continuously promote the positive achievements captured in the report.

Commissioners discussed the findings of internal surveys on mental health in particular.

Commissioners approved the report for publication, along with the accompanying suite of Diversity and Inclusion data reports.

Commissioners reviewed the Diversity and Inclusion suite of Annual Reports for 2023-24, which report on progress from teams across the Senedd Commission in delivering the objectives set out in the Commission’s Diversity and Inclusion Strategy (2022-26).

The Diversity and Inclusion Annual Report 2023-24 and the Workforce, Recruitment, Pay Gap Reporting and Equal Pay Audit Report 2023-24 are provided to meet the Commission’s obligations under the Public Sector Equality Duties (Equality Act 2010).

The Commissioner with the portfolio for Equalities highlighted some of the key aspects of the report including the introduction of mandatory Dignity and Respect training for Commission staff; the launch of the staff communication network, Engage and the new D&I Steering Group; and that the report would provide additional information regarding disability, mental health and wellbeing.

Commissioners approved the report for publication, along with the accompanying suite of Diversity and Inclusion data reports which would meet the public sector duties set out in the Equality Act 2010.

Commissioners noted the update after the first six months’ provision of free sanitary products in all toilets on the Senedd Estate, following Executive Board approval of the proposal from TUS.

The Commissioner with the portfolio for Equalities presented the Diversity and Inclusion Annual Report 2022-23, which reported on progress from teams across the Senedd Commission in delivering the objectives set out in the Commission’s Diversity and Inclusion Strategy (2022-26).

Commissioners noted the headlines of interest and new features in this year’s report intended to increase data transparency and improve accessibility. They discussed the socio-economic data and the geographic spread of response to recruitment for Commission roles.

Commissioners agreed the report for publication, along with the accompanying suite of Diversity and Inclusion data reports which would meet the public sector duties set out in the Equality Act 2010.

Commissioners also agreed the proposal to renew the Commission’s membership of the Stonewall Diversity Champions’ Programme for 2024/25.   

Commissioners discussed the draft Diversity and Inclusion Strategy. They welcomed the progress that had been made and were supportive of the next steps set out, reflecting on the significance to the recommendations made by the Special Purpose Committee.

Commissioners approved the strategy.

Commissioners noted the update which would be provided to the Committee relating to the Scrutiny of Accounts 2020-21. The letter would provide information on progress in responding to recommendations relating to the work of the Commission as an employer in its continued commitment to furthering inclusion for all.

Commissioners agreed the Diversity and Inclusion Annual Report 2021-22 along with the accompanying suite of Diversity and Inclusion data reports and Consolidated Action Plan.

Commissioners welcomed the report of the work that had been done and the improvement actions under the equal pay and gender, ethnicity and disability pay gap report. They were keen to enable benchmarking across other organisations.

The Commission also noted the inclusion of analyses for socio-economic background for internal and external job applicants and that socio-economic data will be collected for the Commission’s workforce this year and an analysis included in next year’s report.

Commissioners agreed the Diversity and Inclusion Annual report 2019-20, and the accompanying workforce and recruitment data monitoring report and equal pay and gender pay gap report, along with actions going forward.

These reports set out progress from teams across the Senedd Commission in delivering our Diversity and Inclusion objectives set out in the Diversity and Inclusion Strategy. Commissioners’ discussions focused on the BAME data, and work being undertaken to support further improvements to attract candidates of underrepresented groups, and support for those with caring responsibilities.

Commissioners discussed the recent achievement of IIP platinum, and thanked staff for all the work involved.

Commissioners agreed the suite of reports detailing activities related to diversity and inclusion over the period from 1 April 2018 to 31 March 2019. They supported the proposal to publish the workforce and recruitment diversity data monitoring report and an equal pay audit and gender pay gap report as separate reports, to enhance transparency.

Commissioners welcomed that the Commission would be amongst the first public sector institutions in Wales to publish some of the data. 

Commissioners agreed the report, introduced by Joyce Watson as Commissioner responsible, and that the finalised report should be published.

Commissioners noted the Diversity and Inclusion annual report and agreed it should be published in the usual way.

Paper 2 and annexes

Commissioners considered the new draft Diversity and Inclusion Strategy which had been prepared to replace the Assembly’s Equality Plan 2012-16. They particularly discussed aspects in relation to contracts held by the Commission.

Commissioners also considered progress across the Assembly against actions detailed in the Equality Plan 2012-16, as set out in the Annual Equality Report 2015-16. They requested further detail in relation to the age profile information in the report.

Commissioners agreed the draft Diversity and Inclusion Strategy 2016-21 and that Joyce Watson, as portfolio holder, will lead on the oversight of the corporate action plan. The Commission also agreed the draft Annual Equality Report 2015-16 for publication.

The Equality Report provides an update on progress against the Commission’s Equality plan for 2012-16. The report highlights a number of significant achievements over the year but also recognises some opportunities for improvement. Commissioners thanked staff for their on-going commitment to delivering the equalities agenda, which continued to demonstrate the Assembly’s positive contribution in this area.  

The report was agreed.

Paper 4

The Assembly Commission produces an Annual Equality Report which provides an update on progress made on actions set out in the Equality Scheme 2008-2012. The report provides an overview of the work Commission staff have undertaken to promote equality from January 2011 to March 2012.

Highlights include promoting democratic engagement through the ‘Vote 2011’ campaign; developing ways of engaging with a range of diverse groups across Wales; supporting staff networks; being ranked 20^th in Stonewall’s workplace Equality index 2012; hosting a range of events and exhibitions by diverse groups and developing factsheets to inform Members of their responsibilities under the Equality Act 2010.

Commissioners commended the work of the Equalities Team and noted the numerous achievements during the reporting period.

It was agreed that the some changes would be made to the report, including highlighting the most significant achievements more clearly and reducing the overall length of the document, prior to its publication.

The Presiding Officer thanked Ross Davies for compiling the submission to Stonewall’s Workplace Equality Index and noted that the Assembly’s ranking has improved again this year to the 20th gay friendly place to work in the UK, and third in the UK in the Government category.  Commissioners expressed their congratulations to all those involved, as well as those involved in the staff network, which also includes Members’ support staff, and which won the best Welsh network of the year.

Sandy Mewies AM introduced the paper on the equality plan.

The Equality Act 2012 requires the Commission to publish its equality objectives by April 2012.  The Equality Plan 2012-16 has been developed, in consultation with Members, their staff and Assembly staff, as well as external partners and stakeholders, to cover the Commission’s legal duties in relation to equality, the Commission’s corporate ethos, roles and responsibilities, our priority objectives, consultation methodology and an action plan.  While some of the actions represent new areas of work, many of them build on the work that has gone on to date to embed equality in the Assembly’s work.

The Plan, once agreed, will be supported and monitored by the Equality Team.  An annual report on progress against the Plan will be brought to the Commission each April.

Commissioners commended the rigorous consultation that had been undertaken in developing the plan and noted that it builds on a strong foundation.  They discussed the need to ensure there is sufficient data available to monitor the plan, particularly in relation to the composition of the workforce.

It was agreed that the plan represented a substantial and thorough piece of work.  The Equalities team and all those involved in the preparation of the strategy were thanked for their efforts to date.

The Commission formally agreed the Equality Plan 2012-16.

Action: Officials to provide an update on the steps being taken to improve the monitoring of the workforce. A full review of the plan will take place in April 2013.