In the development of our Scheme we involved staff, Assembly Members and their staff and the people of Wales. We received both qualitative and quantitative evidence, summaries of which can be seen below.
1. Statistical results
In response to the questions in our survey, the answers provided are broken down as follows:
Do you know how to find information about the National Assembly for Wales?
Yes: 74% No: 26%
Have you used our website?
Yes: 44% No: 56%
Should we produce information in other languages
Yes: 64% No: 36%
Do you know how to contact your AM?
Yes: 55% No: 45%
Do you regularly see our jobs advertised?
Yes: 34% No: 66%
Are you aware that you can watch Assembly meetings?
Yes: 65% No: 35%
Have you done this?
Yes: 35% No: 65%
Are you aware that meetings can be watched on the internet?
Yes: 34% No: 66%
Do you know about the National Assembly’s petitioning system?
Yes: 28% No: 72%
2. Qualitative feedback from targeted ethnic minority groups
We worked with ethnic minority groups, organisations and representatives to gather feedback on the accessibility of the National Assembly for Wales.
Access to information
While community ambassadors were aware of how to find information about the National Assembly and how to contact Assembly Members, the majority of ethnic minority people questioned were not.
Many respondents did not have the internet or the skills to use it. Those that had used our website, found it too formal and not very user-friendly.
The availability of information about the National Assembly in community languages was welcomed, as was the need for the increased use of plain English throughout Assembly documents.
More outreach work with ethnic minority people was necessary to increase understanding of the work of the National Assembly and to encourage people to apply for jobs within the organisation.
While few respondents were aware of local AM surgeries, most did not know how to contact their Assembly Member. Many only see their AM during election campaigns. Some respondents in South East Wales, however, stated that Mohammad Asghar, AM, was a visible ethnic minority Assembly Member.
Access to employment opportunities
Most people did not regularly see our jobs advertised, or know where to look for a job with the organisation.
Many respondents identified the need for a localised approach to job adverts, displaying them in a variety of media including community centres, post offices, job centres, local press, ethnic minority publications, religious institutions.
Open days, shadowing schemes, work experience and job seminars were identified as ways of encouraging more ethnic minority job applicants.
Cultural awareness and equality of opportunity were important factors to encourage job applications from ethnic minority people.
The need to speak Welsh, lack of visible ethnic minority staff, the need for specific qualifications, lengthy applications forms and discrimination and harassment were identified as barriers to applying for job within the National Assembly.
Access to proceedings
Some respondents had watched Assembly business in the Senedd but many were not aware that they could, or thought it too inaccessible.
There was very little knowledge about web-casting or the petitioning system
Access to our buildings
Some respondents were not aware that they could visit the Senedd, or that it was free or that it was open to visitors on weekends.
Lack of childcare facilities and a prayer room and difficulties in parking were identified as barriers to visiting the Senedd.
3. Responses from Disabled respondents and organisations
Access to information
Those who already engaged with devolution and the Assembly have used the website and know how to find information about the National Assembly. Those who are not so engaged find it harder to find information and to distinguish between the National Assembly and the Welsh Assembly Government.
The website should be made more accessible to visually impaired computer users. The website needs to be independently audited via "user testing” for this purpose.
The website is not completely accessible for individuals with dual sensory loss.
There is no accessibility button in main headings.
Information in other languages should be available upon request. Alternative formats such as easy-read, Braille and on tape/CD should also be more widely used, and promoted to the public.
The website could be more accessible if it was in plainer English or easy-read.
Access to AMs at local surgeries and other outreach venues should always be accessible. AMs could pay home visits if necessary.
Access to employment opportunities
It is difficult to reach sectors of the disabled community through traditional recruitment methods. Many do not see our jobs regularly advertised.
The job section on the website is difficult to navigate.
The Assembly could advertise jobs through representative organisations who could distribute vacancies through their networks. Jobs could also be advertised through disability specific publications.
A commitment to accessible and fair recruitment practices, effectively trained staff, publicising policies around reasonable adjustments and flexible working practices were identified as important factors to encourage applications.
A guaranteed interview scheme for disabled people also encourages applications.
Some respondents were afraid that their disability would prevent them getting a job within the organisation.
The Assembly Commission could also make wider use of the Access to Work scheme, and publicise this.
Promoting voluntary placements and work experience would be beneficial.
Access to proceedings
While there was some awareness of the ability to observe Assembly meetings, few had taken advantage.
Not many people were aware of web-casting or the petitioning system. Those that had used web-casting thought that signing, subtitling and audio descriptions would be beneficial.
Access to our buildings
The accessibility of the Senedd has been applauded by a number of respondents, although many identified continued problems, especially on the external steps
There is a lack of tactile pathways, making it difficult for people with visual impairments to navigate through large open spaces. However, Assembly staff are always helpful and friendly.
A tactile plan or model of the Senedd could help people with visual impairments conceptualise the building and the layout of the public areas.
Disabled access to building not clearly marked.
There should be accessible toilets on the café level.
4. Other Comments Raised through the Involvement Exercise
Access to information
While some people found it easy to navigate the website to find information about the National Assembly, others found it complicated to use or to find the information they were looking for, suggesting a better categorisation of information (i.e. A-Z) and better search engine.
The website is very busy, with lots of information on each page. The tone of the website is too "dry”.
Some respondents criticised the font used on the website, saying that it was confusing, not clear or large enough.
Online streaming and video content is sometimes inoperative.
There is a need for some publications, such as a guide to the Assembly, in languages other than English and Welsh. Other publications should be available in alternative formats and in other languages upon request. Issues of reasonableness and cost were raised.
Access to employment opportunities
Jobs should be advertised in local and national (Wales and UK-based) newspapers, easier to find on Assembly website, in more diverse publications and in universities and colleges.
Employment benefits and policies (such as flexible working, part-time working and home working) should be promoted to encourage applications.
A multi-strand Equality Scheme will enable the Assembly Commission to work to recruit a diverse workforce.
The Assembly Commission should work with representative organisations to tackle under-representation within the workforce.
Potential direct and indirect discrimination across the equalities strands would discourage people from applying for jobs, as would the perceived need to speak Welsh.
A number of respondents said that they felt that their advanced age would be a barrier to gaining employment within the Assembly Commission
The "long and complicated” application form was seen as a barrier to applicants.
Access to proceedings
While there is generally little awareness of web-casting, many of those who had observed meetings, either in person, on TV or on the internet, found them accessible, useful and informative.
There can be a delay in Assembly Business appearing on the internet.
More engagement with third-sector organisations will increase engagement in the political process.
The language used in Assembly Business is too formal, and not plain English/Welsh.
Access to our buildings
More outreach work is needed which targets under-represented and under-engaged groups. For example, to widen access to Assembly events, they should be held at times when women are more able to attend, so events held after 10am and before 3pm are more likely to attract women. Events should be easily accessible by public transport and should have access to baby-changing and crèche facilities.
It needs to be more obvious where the entrance to Senedd is located. The entrance is difficult to spot from the outside. Better signage required, maybe in the form of a name on the side of the building.
The building could benefit from the use of audio-visual information/presentations.
Visitor services should be promoted to the people of Wales.
5. Responses Factored into our Action Plan
Many of the issues raised in the consultation responses have been addressed in our Action Plan. The codes below (A6, C4, G1 etc) refer to the corresponding objective and required action in the Plan.
Outreach and awareness work with under-represented and under-engaged groups
See Actions A6, A9, C1, C3, C4, C6, C7, C8
Producing information in other languages when necessary
See Action C8
Making the website accessible and user friendly, taking into account users’ feedback
See Actions D1, D3
Advertise vacancies and promote employment policies to increase the diversity of our workforce, including the need to dispel the perception that people must be able to speak Welsh to work in our organisation which operates on a bilingual basis
See Actions A9, B1, C1, C9, B6, B11
Improving the awareness of staff, Assembly Members and their staff about cultural diversity and differing needs.
See Actions A7, A8, B2, G1
Having effective policies to deal with bullying, harassment and discrimination
See Action B3
Ensuring our buildings are accessible
See Actions C4, C5, F1, F3
