National Assembly for Wales Commission (Assembly Commission)
Equality Scheme
2008-2011
Contents
Foreword
Summary
1. The Role of the Assembly Commission
2. Legislative Context
3. The Development of our Scheme
4. The Assembly Commission as an Employer: our Workforce
5. Providing Support for Assembly Members
6. Access to our Buildings, Information and Proceedings
7. Procurement
8. Equality Impact Assessment
9. Success in Promoting Equality
10. Our Action Plan
Appendices
Appendix 1 – Organisational Chart
Appendix 2 - Glossary
Appendix 3 – Assessment of Functions and Policies
Appendix 4 - Summary of Responses to the Consultation and Involvement Exercise
Foreword
Written by the Presiding Officer and Chair of the Assembly Commission The Rt Hon the Lord Elis-Thomas AM and Chief Executive and Clerk to the Assembly Claire Clancy
The National Assembly for Wales Commission (Assembly Commission) is a new body that came into being in May 2007 and this is our first Equality Scheme. We have developed this Equality Scheme to assist our organisation in promoting equality, valuing diversity and in identifying and removing potential barriers to equality for our staff, Assembly Members, their staff and members of the public.
The Equality Scheme outlines what we will do to meet the requirements of the public sector equality duties for disability, gender (including gender identity) and race. We have however, extended this Equality Scheme to cover the other aspects of equality: age, religion/belief and sexual orientation. Human Rights principles (including fairness, dignity and respect) also underpin the development of this Equality Scheme.
We believe that equality and human rights should be integrated into our working practices to benefit all people. This Equality Scheme takes account of the fact that people are individuals and have differing requirements. Both the Scheme and its Action Plan aim to address specific and multiple disadvantages by identifying and removing barriers to equality.
As an employer, we value the contribution made by each member of staff and we want to support them to ensure they realise their full potential. As a service provider, we want to support Assembly Members to allow them to do their jobs effectively. For the public, we want the Assembly to be accessible and to provide the best possible service (visitor services, information and education, access to proceedings and participation). Our Action Plan details what steps we need to take to achieve this and also addresses the findings from our recent consultation and involvement exercises and sets out what has been identified as our priority equality outcomes and actions.
We are pleased that in developing our Equality Scheme, we have been able to involve a diverse range of individuals and organisations that constitute society in Wales today. We are grateful to those individuals and organisations who contributed to the development of our Equality Scheme and welcome further feedback on what you think we are doing well and where you feel we can improve.
Photographs of the Rt Hon the Lord Elis-Thomas AM – Presiding Officer and Chair of the Assembly Commission and Claire Clancy, Chief Executive and Clerk to the Assembly
Who we are and what we do
The Assembly Commission supports the National Assembly for Wales (60 Assembly Members) and provides staff, property and resources for it to function effectively.
What the Equality Scheme does
The Equality Scheme sets out the Assembly Commission’s approach to meeting its equality objectives in its role as an employer and provider of services to Assembly Members, their staff and members of the public. An accompanying Action Plan details the actions we will take to promote equality, eliminate harassment and discrimination and remove barriers to equality.
The Scheme covers the period November 2008 to November 2011 and sets out how we will we meet the requirements for the public sector equality duties for race, disability and gender (including gender identity). We have also included the other equality aspects of age, religion/belief and sexual orientation in this Scheme. Human Rights principles are also taken into account in the Scheme.
How we developed our Equality Scheme
We undertook an involvement and consultation exercise to help us develop our Scheme. We asked staff, Assembly Members, members of the public and representative organisations what they thought of the equality outcomes we had identified and what actions they think we needed to take to achieve these equality outcomes.
We used this information to develop our Action Plan.
Action Plan – Our Priorities
Our Action Plan details the outcomes we want to achieve for equality and the priority actions we need to take to achieve these. The actions include:
•Developing equality training and an awareness-raising programme for our staff, Assembly Members and their staff that reflects the requirements of our Equality Scheme
•Supporting Assembly Members to enable them to build equality considerations into their work
•Revising and piloting our equality impact assessment tool and training staff to carry our effective equality impact assessments
•Continuing to improve our staff equality data collection methods and employment monitoring arrangements
•Undertaking an equal pay review and developing a Pay Strategy that takes account of its results
•Supporting and involving our staff networks and external Disabled Users’ Forum
•Ensuring that our buildings are accessible to staff, Assembly Members, their staff and the public by continuing to undertake a programme of enhancements (using feedback from external users)
•Ensuring that external suppliers reflect our equality requirements and aspirations
•Making sure that the information we produce is accessible, informative and interesting
•Increasing our engagement with individuals and representative organisations across Wales
•Monitoring and acting on users’ feedback on our website and using this information to enhance its accessibility
•Reporting on progress in achieving our equality outcomes and actions in the Assembly Commission’s Annual Equality Report
Monitoring and Review
The Assembly Commission will produce an Annual Equality Report, which will provide an update on achieving our equality outcomes.
The Scheme will be reviewed externally every three years and this will help inform the development of our next Scheme.
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How to give us feedback on our Equality Scheme
We welcome feedback on our Equality Scheme. You can do this by contacting us:
Equality and Access Team
Assembly Commission
Ty Hywel
Cardiff Bay
CF99 1NA
Telephone: 029 2089 8204
Textphone: 029 2089 8601
Fax: 029 2089 8117
E-mail: equalities.team@wales.gsi.gov.uk
If you would like a copy of our Equality Scheme or a summary of the Scheme in an alternative format please contact us using the details above.
Section 1. The Role of the Assembly Commission
Who We Are and What We Do
The Government of Wales Act 2006 created two separate legal bodies: the Welsh Assembly Government (the executive) and the National Assembly for Wales (the legislature). A third body, the National Assembly for Wales Commission (Assembly Commission), was also established.
National Assembly for Wales
60 Assembly Members
Scrutinises the Welsh Assembly Government
Passes legislation
Assembly Commission
Provides property, resources and staff to the National Assembly for Wales
Welsh Assembly Government
First Minister and Cabinet
Policy development and service delivery
The Assembly Commission exists to support the National Assembly for Wales to ensure its successful functioning as a democratic body. This involves a broad range of activities including:
Providing Assembly Members (AMs) with the accommodation, facilities, equipment and information they need to do their jobs;
Supporting Assembly Committees and Plenary by providing procedural, legal and other advice;
Providing translation, interpretation and reporting services which ensure the Assembly can operate in English and Welsh; and
Providing the public with information and education about the parliamentary role of the Assembly and by arranging visits to and from the Assembly.
The Assembly Commission exists to support the National Assembly for Wales to ensure its successful functioning as a democratic body. This involves a broad range of activities including:
•Providing Assembly Members (AMs) with the accommodation, facilities, equipment and information they need to do their jobs;
•Supporting Assembly Committees and Plenary by providing procedural, legal and other advice;
•Providing translation, interpretation and reporting services which ensure the Assembly can operate in English and Welsh; and
•Providing the public with information and education about the parliamentary role of the Assembly and by arranging visits to and from the Assembly.
The Assembly Commission operates under the guidance and direction of the Presiding Officer and four other Assembly Members drawn from the four political parties. Day-to-day operations are delegated to the Chief Executive and Clerk to the Assembly.
The Assembly Commission’s Purpose and Strategic Goals
This Scheme is linked to the Assembly Commission’s purpose which is “to make the Assembly an accessible and effective parliamentary body that inspires the confidence of the people of Wales”.
Our Goals:
•We will promote and widen engagement in devolution;
•We will show unity, leadership and a bold response to constitutional change;
•In all our work, we will demonstrate respect, probity and good governance;
•We will work sustainably; and
•We will ensure that the Assembly has the best service, provided in the most effective way.
Strategic Equality Policy Statement
The Assembly Commission is wholly committed to ensuring that as an employer and service provider, we are an exemplar organisation in our promotion of equality, human rights and provision of accessible services. Our Statement sets out how we will take forward our equality agenda and includes specific reference to this Equality Scheme:
Our Vision
The Assembly Commission provides resources, property and staff to enable the National Assembly for Wales to function as a democratic institution.
Our vision is to be a leading organisation in our commitment to promoting equality, valuing diversity and respecting human rights in our capacity as an employer and as an organisation that provides support for Assembly Members and interacts with the public.
We believe that equality of opportunity for all is a basic human right and actively oppose all
forms of unlawful and unfair discrimination.
We strive to create an accessible and effective parliamentary body, which engages with and respects all of the people of Wales. This policy is linked to our Purpose and Strategic Goals, Equality Scheme and our employment policies.
Our Values
The Assembly Commission:
•Promotes, respects and values equality of opportunity and diversity
•Challenges and eliminates harassment and discrimination
•Recognises and removes barriers to equality
•Behaves as an exemplary employer and accessible service provider
•Values the contribution made by our staff and supports each individual to realise their full potential
•Aims for our workforce to be representative of our diverse society
•Widens participation and engagement across Wales
•Promotes positive attitudes and good relations between all groups of people
•Accepts the social model of disability, recognising that it is the barriers created by society which creates disability, not an impairment
How we plan to achieve our vision and promote our values:
•By implementing and actively monitoring our Equality Scheme and Action Plan and other supporting policies
•By training and supporting staff, Assembly Members and their staff with relevant equality training and awareness-raising activities
•By involving our staff and members of the public in our impact assessment and decision-making processes
•By acting, where appropriate on feedback and suggestions
How we will monitor our progress in achieving this:
Our Equality Scheme will be reviewed every three years and we will publish an Annual Equality Report which will detail our progress in meeting our equality objectives. This Report will be scrutinised annually by the National Assembly’s Equality of Opportunity Committee.
The Scheme and Action Plan are underpinned by our purpose, equality vision and values. We are aware of our legal equality obligations but we want to go beyond this with a best practice approach across all the equality strands. Our Action Plan sets out in detail how we aim to achieve these equality objectives.
Assessment of our Key Functions in Relation to Equality
We have assessed our policies/functions with regards to their relevance to the promotion of equality which is at Annex 3.
Equality and Access Team
The Equality and Access Team is based in the Corporate Unit of the Assembly Commission; the Corporate Unit provides support to the Chief Executive, Directors and Assembly Commission. The Team is a source of advice to staff and Assembly Members regarding access and other equality issues. The Team also provides the strategic direction for planning equality and human rights issues and liaises with service areas across the organisation.
Equality Steering Group
The Assembly Commission has an Equality Steering Group which consists of equality leads/representatives who are members of staff (at all levels) representing their particular service areas. The Group meets quarterly and is chaired by the Chief Executive.
The role of the leads is to raise awareness of equality and human rights issues amongst their colleagues and to monitor progress in achieving equality objectives in their service areas. The Group has contributed to the development of this Equality Scheme alongside the service areas’ input.
Responsibility and Accountability
The Chief Executive and Directors are responsible and accountable for the delivery of our equality objectives. Heads of Service identify their service area’s respective equality outcomes and actions when they draw up their service area business plans which are signed-off by Directors.
Monitoring and Implementation
Heads of Service, via Directors report twice a year to the Equality and Access Team on progress in achieving equality objectives for their areas and this information will be included in the Assembly Commission’s Annual Equality Report which is published and scrutinised by the Assembly’s Equality of Opportunity Committee.
Review
This Equality Scheme covers the period November 2008 to November 2011. We will also externally review our Equality Scheme every three years.
Section 2. Legislative Context
The Assembly Commission acts in accordance with Equality legislation, which includes the public sector equality duties for disability, gender and race. This Equality Scheme aims to meet the requirements set out under the duties. The Assembly Commission extends this approach to age, religion/belief and sexual orientation and has included these strands in the Scheme.
The National Assembly for Wales (the legislature) however, is exempt from these duties but nonetheless strives to ensure that it operates with a best practice approach to equality and human rights. This Scheme anticipates the introduction of a Single Equality Bill and subsequent Act by the UK Government.
Public Sector Equality Duties
The requirements for each of the disability, gender and race equality duties are listed below.
Disability Equality Duty
Our organisation has to pay due regard to the following requirements of the disability equality duty:
•Eliminate unlawful discrimination
•Eliminate harassment of disabled people that is related to their disabilities
•Promote equality of opportunity between disabled people and others
•Take steps to take account of disabled people’s disabilities even where that involves treating them more favourably than others
•Promote positive attitudes towards disabled people
•Encourage participation by disabled people in public life
Gender Equality Duty
Our organisation has to pay due regard to the following requirements of the gender equality duty:
•Eliminate unlawful sex discrimination (also on the basis of gender reassignment)
•Eliminate unlawful harassment (also on the basis of gender reassignment)
•Promote equality of opportunity between men and women
Race Equality Duty
Our organisation has to pay due regard to the following requirements of the race equality duty:
•Eliminate unlawful discrimination
•Promote equality of opportunity
•Promote good relations between people of different racial groups
The Human Rights Act 1998
Section 6(1) of the Human Rights Act makes it unlawful for a public authority to act in a way that contravenes rights protected by the European Convention on Human Rights. Public authorities are under a duty to ensure that they act or refrain from acting in a manner that protects individuals or private bodies from a violation of their rights. Respect for human rights principles is embedded throughout this Equality Scheme. The Assembly Commission ensures that human rights principles underpin our work and ethos by, for example, factoring them into our equality impact assessment process and our staff training/awareness raising programme.
The Government of Wales Act 2006
The Government of Wales Act 2006 requires the Assembly Commission to make appropriate arrangements to ensure that its functions are exercised with due regard to the principle that there should be equality of opportunity for all people. The Act also requires Assembly proceedings to be conducted with due regard to the principle of equality of opportunity for all people.
The Welsh Language Act 1993
The Assembly Commission operates as a bilingual organisation and has a separate Welsh Language Scheme and Action Plan which covers the National Assembly for Wales, made in accordance with section 21 of the Welsh Language Act 1993. Given these arrangements, the Equality Scheme and Action Plan do not relate to the Welsh Language Scheme which has specific monitoring and reporting arrangements which differ from our Equality Scheme. The Government of Wales Act 2006 also states that there should be equality of opportunity between the Welsh and English Languages in the Assembly. This is met through our ambitions and objectives as set out in our Welsh Language Scheme and Action Plan.
The Corporate Unit also oversees the implementation and monitoring arrangements of the Welsh Language Scheme and Action Plan, which are also factored into corporate planning arrangements.
3. The Development of our Scheme
Why a Single Equality Scheme?
The aim of this single Equality Scheme is to ensure benefits and positive, equal outcomes for our staff and members of the public. This Equality Scheme focuses on the following equality strands: age, disability, gender/gender identity, race, religion/belief and sexual orientation.
At the time of writing, there are no public sector equality duties in place to address age, religion/belief and sexual orientation, although other equality legislation governs these strands. We wish therefore to give the same precedence to these equality strands, reduce the potential for multiple-discrimination and anticipate the provisions in the Single Equality Bill.
This does not however preclude the inclusion of other disadvantaged groups where appropriate into our Scheme and other policies.
Involvement and Consultation to Gather Evidence
Involvement and consultation is important to us. We have consulted and involved as many people as possible from diverse backgrounds with different requirements in the development of our Equality Scheme, including staff, Assembly Members and members of the public. This was done using focus groups, awareness raising e-mails, using our webpages and through direct staff liaison. Other information used in the development of this Scheme and Action Plan includes monitoring employment and recruitment data and the results of our staff equality monitoring survey (see chapter four).
Involving Members of the Public
We did this by:
•Running an online consultation for staff and members of the public to comment on the equality priorities (outcomes and actions) identified by our organisation. The information was widely disseminated and was available in alternative formats and in other languages, including British Sign Language (BSL). The results of this informed the development of this Scheme and Action Plan
•Sending a mass mail to libraries across Wales and community organisations representing each of the equality strands, inviting comments for consideration
•Gathering feedback and suggestions from visitors to the Assembly and the Senedd Building
•Working with contacts within under-represented communities to gather evidence and views as to how we can improve our services
•Publicising the consultation in community organisations across all of the equality strands; age, disability, gender/gender identity, race, religion/belief, sexual orientation
•Engaging with the public at community events
Staff Involvement
Service areas within our organisation were asked to identify their priority equality outcomes and the actions they would need to take to achieve these outcomes. The results of this exercise were included in our public consultation document.
Staff focus groups were held to discuss specific issues concerning the workforce and how we might identify areas where we are effective at service provision and where we might also improve. An all-staff e-mail questionnaire was available for all staff to comment and give their views. Results from this have been incorporated into this Scheme and Action Plan.
Our Lesbian, Gay, Bisexual and Transgender (LGBT) and Disabled Staff Networks provided feedback and contributed to the development of the Scheme. The views of ethnic minority staff have been sought via internal consultation and we anticipate that a staff network will be established to support them.
Our Equality Steering Group provided a valuable source of feedback on equality issues and the development of this Scheme and Action Plan.
The Equality and Access Team also recorded suggestions from staff during the consultation period and gathered feedback from seconded staff from under-represented groups.
Involvement from Trade Union Side (TUS)
The Assembly Trade Unions were involved in the development and finalisation of the Scheme. TUS unequivocally supports the Assembly Commission’s approach to meeting its equality objectives subject to the need to consult on any priorities that might be identified which could impact on staff and where appropriate, agree changes to staff terms or conditions.
Assembly Members and their Staff
Members were invited to respond to a short e-mail questionnaire and provide feedback in the context of the service provided to them and how the Assembly Commission can be an exemplar in promoting equality and human rights. Suggestions have been taken into account in the development of this Scheme and Action Plan.
The Equality and Access Team also receives regular feedback from the Assembly Commission on its priorities for equality. The Assembly’s Equality of Opportunity Committee also scrutinises the Assembly Commission’s progress in meeting its equality objectives and provides feedback at its meetings.
Involving Disabled People in the Development of the Scheme
We have taken into account suggestions from disabled staff and disabled visitors to the Senedd as to how we might improve physical access and access to information and participation. These have been incorporated into our Action Plan.
Our newly-established external Disabled Users’ Forum is made up of disabled people from across Wales and acts as a sounding board for access issues and promoting disability equality.
Involving Black and Ethnic Minority People in the Development of the Scheme
At the time of the development of the Scheme, the National Assembly for Wales was participating in an Assembly Member shadowing scheme with Operation Black Vote. The participants from Black, Asian and ethnic minority groups were invited to comment on the Scheme and its development and we asked how we might engage with ethnic minority people, widen participation and attract potential employees. We are grateful to the participants for disseminating our information among their local ethnic minority groups and feeding back information to us. We also took translated copies of our consultation document to a number of ethnic minority groups inviting comment. Suggestions have been incorporated into the Scheme and Action Plan.
We are currently scoping an Assembly and Local Government Mentoring Scheme for under-represented groups built upon our experience of hosting the Operation Black Vote Shadowing Scheme.
Monitoring Feedback
We monitor requests for accessible formats of information, access audit information and user-testing of new and existing facilities and equipment. The Equality and Access Team also receives visitor/staff feedback on policies and services, including comments from visitors to the Senedd.
We also have a formal system in place to deal with complaints. All complaints are monitored and we use this information to improve our working practices where appropriate.
Evidence from Equality Impact Assessments
Policies, strategies and procedures are equality impact-assessed and evidence from this process is used to develop, discard or change a policy or strategy.
Reviewing our Previous Race, Disability and Gender Equality Schemes
Relevant and ongoing actions from our previous race, disability and gender equality schemes and action plans have been reviewed and incorporated into our Action Plan.
Whilst reviewing the previous schemes, we identified the need in future, to focus on our key priority equality outcomes and actions.
4. Assembly Commission as an Employer
As an employer, we ensure that our employment policies and practices are delivered on a best practice approach to equality. In this chapter, we have identified what think we do well as an employer in relation to equality of opportunity and areas where we might improve.
Monitoring Employment Data
Collecting data provides us with evidence and helps us to see whether any individuals or groups of staff are being inadvertently, adversely affected by any of our policies and working practices.
We capture organisational data by gender, ethnicity, disability and age in relation to:
•the number of staff in post;
•the level of applications received and at each stage of the recruitment process, i.e. sift, assessment, interview and appointment;
•the number of staff achieving promotion;
•the numbers of staff accessing training;
•the number of staff considered to be unsatisfactory performers;
•the number of staff involved in grievance procedures;
•the number of staff subject to disciplinary procedures; and
•the number of staff who cease employment with us.
We recognise that we need to enhance our employment data collection mechanisms. The reason for doing this is to assess whether there are any trends or differential impacts affecting these groups. There can be a difficulty in obtaining data in that there are often unknowns e.g. there might be members of staff who do not disclose a disability because they do not consider themselves to have a disability, or who feel uncomfortable disclosing this information. Employee support systems such as network groups, training and awareness-raising can often reassure staff and provide them with support and guidance.
Human Resources Information Management
At the time of publication, our Human Resources (HR) Team is enhancing its IT information management system to enable staff to input and change their own personal data. As well as information for each member of staff regarding age, gender and grade, the system has the potential for staff to input personal data on disability, gender identity, religion/belief and sexual orientation. Information will be confidential but generic data can be extracted from the system. We anticipate that this will be developed in 2009-10 and we will explore the feasibility and appropriateness of using the system for data collection.
Workforce Profile - Staff Equality Monitoring Survey
An all-staff Equality Monitoring Survey was undertaken in March 2008 and staff were asked to anonymously declare their age, gender, grade, any disability, race, religion/belief and sexual orientation. This was designed to obtain a profile of our workforce in relation to equality. Staff were also given an opportunity to feed back any suggestions to improve equality of opportunity for our workforce. These suggestions have been taken into account in our Action Plan.
The survey was voluntary and 76% of our workforce responded. We intend to repeat the survey every three years in line with this Scheme’s lifespan.
Where we have data from our existing HR IT system, we have used this below for age, gender and grade.
Figure 1: Age (As of 31 March 2008)
Age <20 - Number of staff (by age group): 2; percentage by age group: 1%
Age 20-24 - Number of staff (by age group): 29; percentage by age group: 9%
Age 25-29 - Number of staff (by age group): 56; percentage by age group: 17%
Age 30-34 - Number of staff (by age group):51; percentage by age group: 16%
Age 35-39 - Number of staff (by age group): 30; percentage by age group: 9%
Age 40-44 - Number of staff (by age group): 33; percentage by age group: 10%
Age 45-49 - Number of staff (by age group): 41; percentage by age group: 13%
Age 50-54 - Number of staff (by age group): 29; percentage by age group: 9%
Age 55-59 - Number of staff (by age group): 33; percentage by age group: 10%
Age > 60 - Number of staff (by age group):19; percentage by age group: 6%
Total staff = 323
Figure 2 – Gender by Grade (As of 31 March 2008)
Grade: Team Support; Women: 33; Men: 86; Total: 119
Grade: Personal Secretary; Women: 3; Men: 0; Total: 3
Grade: Executive Officer; Women: 29; Men: 26; Total: 55
Grade: Higher Executive Officer; Women: 54; Men: 22; Total: 76
Grade: Senior Executive Officer; Women: 18; Men: 16; Total: 34
Grade: G7; Women: 12; Men: 12; Total: 24
Grade: G6; Women: 4; Men: 2; Total: 6
Grade: G3; Women: 1; Men: 2; Total: 3
Grade: G2; Women: 1; Men: 0; Total: 1
Grade: Salaried; Women: 0; Men: 2; Total: 2
Total women: 155
Total men: 168
Total: 323
Where we do not have HR data for disability, sexual orientation, and religion/belief) we have used the survey results. We have not broken this down in order to protect staff privacy.
Figure 3 – Disability (As of 31 March 2008). Pie chart to represent the disability of the National Assembly for Wales Commission workforce. Physical impairment 5%, Other disability 3.3%, Prefer not to answer 3.8%, No disability 87.9%.
87.9 per cent of respondents stated that they did not have a disability.
5 per cent of respondents had a physical impairment, while 3.3 per cent had a different type of disability. These included the following categories: learning disability/difficulty, sensory impairment, mental health condition and other long standing illness or health condition.
3.8 per cent of respondents did not wish to answer the question on disability.
Figure 4 - Race (As of 31 March 2008) Pie chart to represent the race of the National Assembly for Wales Commission workforce. Mixed or ethnic group 1.7%, Prefer not to answer 2.1%, Asian, Asian Welsh or Asian British 1.7%, Black, Black Welsh or Black British 1.7%, White 92.9%.
Of employees who responded to the survey, 92.9 per cent were white and 5.0 per cent were non-white. This compares to a non-white population of 4.5 per cent for the officially defined Cardiff travel-to-work area .
77 per cent of the people who recorded that they were white were in the White Welsh category.
2.1 per cent chose not to answer the question on race.
Figure 5: Sexual Orientation (As of 31 March 2008) Pie chart to represent the sexual orientation of the National Assembly for Wales Commission workforce. Prefer not to answer 4.6%, Bisexual 1.7%, Lesbian or Gay 2.5%, Heterosexual 91.2%.
Of the respondents to the survey, 91.2 per cent were heterosexual.
In total, lesbian, gay and bisexual employees made up 4.2 per cent of the respondents.
4.6 per cent of people did not wish to record their sexual orientation.
Figure 6 - Religion/Belief (As of 31 March 2008) Pie chart to represent the religion and belief of the National Assembly for Wales Commission workforce. Prefer not to answer 7.5%, Christian 49.0%, Buddhist, Hindu, Jewish, Muslim or Sikh 2.9%, Other 1.7%, None 38.9%.
Of the people who responded to the survey, the largest religious group was Christian (49 per cent).
The second largest group (38.9 per cent) stated that they had no religious belief.
7.5 per cent chose not to answer the question on religion.
Issues Arising for the Workforce in the Context of the Existing Data and Staff Survey
Age: no issues were raised
Disability: some staff preferred not to answer the question on disability in the staff survey which might indicate that more support is needed for disabled staff. Our Disability Staff Network is a mechanism by which to support and reassure our disabled staff.
Gender: where there are gender imbalances in grades we will review and address any likely causes
While no member of staff declared that they were transgender, as an organisation, we need to feel confident that we can support new staff members or existing staff members should they become/consider becoming transgender.
Race: we need to ensure we continue to attract a diverse workforce and can measure our performance on this by the number of applicants we attract who are from diverse backgrounds. See Recruitment and Selection paragraph.
Religion/Belief: no issues were raised
Sexual Orientation: Again, some staff preferred not to answer the question on sexual orientation in the staff survey which might indicate that more support is needed for LGBT staff. Our LGBT Staff Network is a mechanism by which to support and reassure our LGBT staff.
Assembly Commission’s People Strategy
Our People Strategy 2008-2011 explains how as an organisation we will recruit, lead, develop, support and manage our staff over the next three years.
The Assembly Commission will also apply for Investors in People (IiP) status which will help us to manage and assess our investment in learning and development as effectively as possible.
Flexible Working Arrangements
Assembly Business (e.g. plenary and committees) operates on the principle of family-friendly working hours: timetabling Assembly Business prior to 9.00am or after 6.00pm on a working day is avoided where possible. A number of flexible working options are open to enable staff and staff with caring responsibilities to balance work and home commitments. These include compressed hours working, part-time working, term-time working, job sharing, homeworking and opportunities for career breaks. We believe that we are an exemplar employer in terms of accommodating the varying needs of our staff in relation to flexible working arrangements.
We acknowledge however that due to business needs, some groups of staff are constrained in taking up flexible working opportunities and are unable to take advantage of these flexible working patterns. Where this is the case, colleagues’ individual requirements are taken into consideration by managers where possible.
Equal Pay
Our emerging Pay Strategy will underpin the principle of fair and equal pay. At the time of publication of this Scheme, there is little evidence to suggest that there are any pay inequalities. Our existing pay system has short and incremental payscales which can go some way to mitigate pay differentials. As part of our pay negotiations in 2010, we will however undertake an equal pay audit and its findings will inform our new Pay Strategy.
Women who return from maternity leave rejoin the payscale at the point they would have been if not absent.
Pregnancy, Maternity and Paternity Leave
With regard to pregnancy, maternity, adoption and paternity leave we also believe we are an exemplar employer, giving benefits which in this area considerably exceed statutory entitlements. Any permanently employed woman who is in paid service at the time her maternity leave begins and has been for at least 12 months, receives six months’ leave on full pay, then three months’ statutory maternity pay with the option of a further three months’ unpaid leave and the possibility of special leave without pay, i.e. a career break, for a period of up to five years after the completion of the 52 weeks (paid plus unpaid) maternity leave (subject to performance and attendance criteria).
Adoption leave is available on the same basis as maternity leave. Paternity leave (this includes co-parent leave for same-sex couples), enables the co-parent to have full pay during their three-week leave entitlement. Staff may also apply for special leave to deal with domestic emergencies and for unpaid Parental leave for a period of up to 13 weeks or 18 weeks in the case of a child who is disabled.
Recruitment and Selection
Our recruitment process uses a competency-based framework to recruit staff. Information about our recruitment process is available on our website.
During the selection process, we use gender-balanced recruiting panels. Our organisation also participates in the Jobcentre’s ‘Positive about Disability – Two Ticks Scheme’ by which disabled people are guaranteed an interview on application subject to fulfilling the minimum criteria of a sift process.
We have also had our recruitment practices externally reviewed to ensure that they are not creating a barrier to ethnic minority people who work for us or who could be potential employees.
We must ensure that our recruitment policies and practices (e.g. where we advertise or how we share opportunities with the public), do not form barriers to people who wish to apply for work with us. We use outreach/visits and are developing workplace assignments for under-represented groups to try and broaden our recruitment audience. These issues have been addressed within the Action Plan, including the consideration of different approaches to recruitment advertising in full consultation with TUS colleagues.
Learning and Development
We offer our staff a variety of informal and formal learning and development opportunities.
Our new Leadership Programme will also have equality considerations built in to its delivery. The aim of the Programme is to analyse our current leadership capability and to provide development activities to improve leadership now and for the future. Initially, the Programme will engage with senior managers but as it progresses, development activities will be rolled out more widely.
Equality Training and Awareness-Raising Programme
Equality training is included in our Induction Training package for new members of staff.
The Equality and Access Team is working with service areas across the organisation to develop core equality training on the Equality Scheme and awareness-raising for all staff. Bespoke equality training will be identified and developed with staff in relation to the business needs of service areas and will include training on the requirements of the public sector equality duties.
Employee Support
Challenging Harassment and Bullying
The Assembly Commission’s ‘Dignity at Work’ Policy is in place to assure staff and potential employees that any form of harassment or bullying will not be tolerated. The policy provides the opportunity for informal and formal investigation. We are considering in partnership with our TUS colleagues, how the policy can be amended to be consistent with this Equality Scheme. When changes have been agreed, we will arrange refresher training for staff to ensure that they are fully aware of the implications and impacts of their behaviour on others.
We currently have two trained harassment officers. We recognise that there is a need to train and appoint more staff to become harassment officers and investigating officers, and also appoint external investigators when needed to help us to deal with more complex cases.
Staff Networks
We have a Disabled Staff Network and an LGBT Staff Network run by staff for staff and they are both formally recognised by the Assembly Commission and have their own budgets. The purpose of the networks is to serve as support networks for disabled and LGBT staff and to feed into policy development via involvement in equality impact assessment and other methods of consultation.
We will use the experience of the Disabled Staff Network and the LGBT Staff Network to establish a network for ethnic minority staff.
Corporate Health
To promote and encourage the wellbeing of all staff, the following services are available:
•Every member of staff receives a Display Screen Equipment (DSE) assessment;
•The Employee Assistance Programme is a 24-hour independent counselling service open to all staff;
•Access to an occupational health nurse and medical officer;
•Risk assessments are undertaken for expectant, new and nursing mothers; and
•Promotion of health campaigns.
5. Providing Support for Assembly Members
Briefing for Plenary, Committees and Answering Enquiries
The Members’ Research Service provides a service to Members in answering their queries and providing information that enables Members to operate effectively in plenary and committees. Equality considerations are factored into the research briefing and necessary actions have been incorporated into the Action Plan.
The Equality of Opportunity Committee is also provided with briefing from the Members’ Research Service and the Legal Services Team.
Occupational Health/Accessible Offices
Assembly Members and their staff also receive DSE assessments, have access to the Assembly Commission’s occupational nurse and are entitled to claim for adaptations to enable their constituency offices to be made accessible should they be required.
The Assembly Commission’s Equality and Access Adviser is available to provide guidance for Assembly Members on access-related issues.
Advice and Guidance on Equality Issues
The Equality and Access Team, in conjunction with the Legal Services Team, provides advice and guidance to Assembly Members in relation to equality, human rights and access issues. The Equality and Access Team can also act on suggestions from Assembly Members to improve access and promote equality.
Assembly Members employ their own staff (researchers and office staff). The Equality and Access Team provides advice to Assembly Members on their responsibilities as employers, in relation to equality legislation and best practice.
6. Access to our Information, Proceedings and Buildings
Access to our Buildings
The Assembly Commission is based in Tŷ Hywel, Cardiff Bay and also has an office in Colwyn Bay. The Pierhead building also provides exhibition, conference and office space for the Assembly Commission. An education suite is also based at Tŷ Hywel, which acts as a resource for visiting schools.
The Senedd is the home of the National Assembly for Wales and was opened on 1 March 2006 and accommodates a debating chamber, three committee rooms and other public areas.
An independent access audit was commissioned early in 2006 and made some recommendations that would improve and enhance the overall access of the building for disabled people. Many of those recommendations have been carried out and others are being considered or are in progress as part of the ongoing maintenance and upkeep of the building.
In addition, adaptations to Tŷ Hywel include improving access for disabled staff, Assembly Members and visitors to the building. Such adaptations will also improve access for people with sensory and/or mobility requirements and parents with young children. The Equality and Access Team will continue to work with the Office of Facilities Management, TUS, the Health and Safety Officer, the Disabled Staff Network and the Disabled Users’ Forum to enhance and improve accessible improvements to all the buildings within the National Assembly’s estate.
Access to Information
The Assembly Commission is committed to ensuring that all information is provided in a way that is accessible to all Assembly Members and their staff, Assembly Commission staff and the public.
The National Assembly for Wales has its own website: http://www.assemblywales.org/index.htm
The site contains information about the National Assembly for Wales, its business and how the public can get involved. We welcome feedback on our website and make adjustments to enhance accessibility where necessary.
The Assembly produces information for the public in many different formats, including publications, public information leaflets, letters, consultation documents, Internet and reporting of Assembly business. Information can be made available, without charge, in languages other than English and Welsh, British Sign language (BSL), Easy Read and other accessible formats upon reasonable request. This information is published in hard copy as documents, in electronic format and published on the Assembly Internet site.
Communications and Publications
The External Communications Team within the Assembly Commission is developing an approach to providing accessible communication and publications. This will be published in 2009 and will include a protocol on accessible information.
Disabled Users’ Forum
The Assembly Commission hosts an external Disabled Users’ Forum. The Forum provides vital information and advice on new policies, existing policies, service provision and procedures in order to provide the best service possible for all our service users and to ensure our services and buildings are accessible. The Forum is made up of disabled people from across Wales and includes a cross representation of Disability organisations and individuals.
Accessible Proceedings
An Access Statement is available on the Assembly Commission’s website. This is also available in hard copy from the Equality and Access Team and the reception desks at the Senedd and Tŷ Hywel.
The Access Statement is designed to provide information for service users, witnesses and speakers at committees, Plenary and all Assembly Business meetings and will enable individuals to access the services and facilities provided by our organisation. If there are specific requirements over and above the provisions contained in the Access Statement, individuals are invited to discuss their requirements with the Assembly Booking Line or the Equality and Access Team and all reasonable requests will be met whenever possible and practicable.
Guided Tours and Visits
Pre-booked groups of visitors are welcomed at the Senedd and shown around the building by Tour Guides. Tours and visits can be booked in advance and a BSL Interpreter can be provided - a 28-day notice period is required. Some of our frontline staff members are able to use BSL to meet and greet visitors.
The opportunity to learn BSL is also offered to all Assembly Commission staff, Assembly Members and Assembly Members Support Staff.
The public galleries in the Senedd have been fitted with induction loops for hearing aid users. In addition, induction loops have been installed in the reception desks at the Senedd, Tŷ Hywel, Pierhead building and the Colwyn Bay office.
Feedback
The Assembly Commission values and welcomes feedback from all our service users. The Visitor Services Team responds to queries, comments and suggestions it receives from the public, visitors and service users.
Senedd TV
Proceedings in the Senedd can also be watched live on the Internet at http://www.senedd.tv.
S4C2
Some of the proceedings are televised live on S4C2. The proceedings are then repeated a week later on Tuesday mornings and the recorded version is sub-titled and supplemented with a BSL interpreter.
As an organisation, we want to ensure that when we source goods, facilities and services from external suppliers that they abide by and reflect our equality aspirations.
We will ensure that our suppliers are aware of the requirements of our Equality Scheme and that they have robust processes to guard against inequality. We would exclude contractors who do not comply with or who are not committed to meeting the minimum tendering criteria i.e. compliance with the race, disability and gender duties and commitment to the other equality strands.
Our Procurement Manual for staff is a dynamic document which provides practical advice to staff on building equality considerations into procurement processes. Changing legislative requirements for equality are reflected in the Procurement Manual on advice from the Legal Services Team and the Equality and Access Team.
We endeavour to refine our procurement procedures to improve monitoring of equality considerations set out in contractors’ tender proposals in partnership with Value Wales.
In line with the requirement of the public sector equality duties on race, gender and disability, our organisation assesses the likely equality impact of relevant policies and strategies. By this we mean that when we propose a new policy or strategy, we ask questions to determine whether any group of people will be disadvantaged by the policy. For example, if we were designing a car parking policy for our employees, we would check whether this would have an impact on certain groups for example, disabled staff, shift workers etc.
At the time of publication, the Equality and Access Team is in the process of revising and enhancing our equality impact assessment tool with the assistance of external advice. We are aligning the tool with the Equality Scheme’s approach to multiple equality strands (including human rights) and will impact assess across the strands: age, disability, gender/gender identity, race, religion/belief and sexual orientation.
When our updated equality impact assessment tool is finalised and piloted, staff responsible for designing policies and strategies will be trained on how to effectively use the tool to ensure equality of opportunity for all. Following the pilot of the revised tool, we will publish the tool and results of our equality impact assessments.
9. Success in Promoting Equality
In order to be an exemplar organisation, our Equality Scheme will continue to evolve with emerging challenges. However, the Assembly Commission has a number of notable recent successes in promoting equality and demonstrating good practice and this section highlights some of these.
Equality Schemes
The Race Equality Scheme was approved in 2005. The Disability Equality Scheme and Action Plan were approved in December 2006 and a draft Gender Equality Scheme was prepared over the summer of 2007. These Schemes have been reviewed and outstanding actions have been subsumed into this Scheme and Action Plan.
Establishment of an Equality and Access Team
The Equality and Access Team was established in May 2007 and works with colleagues across the organisation to ensure that equality and human rights issues are mainstreamed into the work of the Assembly Commission.
Staff Networks
In an effort to increase the support available to disabled staff and to LGBT members of staff, we have established internal networks. The self-managed groups exist to support staff, to raise awareness and to feed into the development of corporate policies and procedures. We are also hoping to establish a network for ethnic minority staff.
Awareness-raising of equality-related issues and events
A number of equality-related articles have appeared on the intranet newspage and in the staff newsletter, ‘The Slate’.
British Sign Language (BSL) classes and events
(Image: British Sign Language icon)
The Assembly Commission has secured BSL tuition, awareness raising and training for our staff. We are also holding events to raise awareness of BSL and issues affecting people with hearing impairments.
Monitoring
In February 2008, we carried out a staff equality survey to profile our workforce from an equality perspective and collected statistical data across the equality strands. The survey also provided an opportunity to identify any equality-related issues that might affect staff.
Hosting events
The Senedd and Tŷ Hywel have hosted a number of equality-related events, including report launches, awareness-raising and celebratory events for representative groups across the equality strands. Most notably, in August 2008 the Assembly Commission hosted Stonewall Cymru’s Diversity Champions’ Network seminar on the theme of ‘Ensuring Supplier Diversity’. The event was successful in that it was the most attended Network seminar to-date in Wales and importantly, it provided an opportunity to network and share best practice between the public and private sectors.
Recruitment and Outreach Aimed at Ethnic Minority People
We have developed initiatives to increase outreach and recruitment aimed at ethnic minority people, including seconding an employee from a voluntary sector organisation who is advising how to improve our links with ethnic minority people; work placements from schools with high numbers of pupils from ethnic minority backgrounds; and advertising external posts at Cardiff South Enterprise Centre whose customer base is largely made up of ethnic minority people. We have also organised tours and briefings to coincide with any large recruitment schemes to encourage applications.
External Review of our Recruitment Practices and the Impact of these on Increasing Representation of Ethnic Minority People in our Workforce
The review consisted of analysing existing policies and practices within the Assembly Commission and making recommendations which would lead to both measurable and meaningful outcomes and increase representation of ethnic minority people in our workforce. Consideration of these recommendations is ongoing.
Operation Black Vote Assembly Member Shadowing Scheme
(Image: participants from the Operation Black Vote Assembly Member Shadowing Scheme)
The Assembly Commission has administered an Assembly Member shadowing scheme which involved Black, Asian and ethnic minority people shadowing Assembly Members. The Scheme has been a tremendous success,
with participants continuing to develop their political careers, whether on a community, local authority, National Assembly or Westminster level. The Scheme also won the Hansard Society Democracy Award at the Channel 4 Political Awards. We are currently scoping the design of a multi-strand Assembly and Local Government Mentoring Scheme.
Internet Project – Disability Discrimination Act (DDA) Compliance and Accessibility
(Images: internet WCAG AA compliant icon and XHTML 1.0 validated icon)
The new contract awarded for our Internet site ensured that DDA compliance and accessibility considerations were paramount. An external accessibility audit of our website will be conducted to ensure that our website continues to meet the needs of our users.
Access Adjustments in the Senedd
The original Senedd Access Report has been re-examined and we have taken into account feedback from disabled members of the public who have visited the Senedd. We are working with the building’s architects and access consultants to take forward actions to improve access to the building.
Benchmarking Standards
(Images: Disability ‘Two Ticks’ icon, Age Positive Employer Champion icon and Stonewall Diversity Champion icon)
The Assembly Commission aims to achieve a more diverse workforce. By using the symbols of benchmarking standards on job adverts and applications forms, we can demonstrate that we welcome applications from all people in Wales. We have acquired the following standards:
We seek to gain standards for the other equality strands to further demonstrate our commitment to equality.
Stonewall’s Recruitment ‘Starting Out’ Guide and Workplace Equality Index
The Assembly Commission is included in Stonewall’s ‘Starting Out - Lesbian and Gay Recruitment Guide’. The Guide is aimed at students and those wishing to change their careers, to advise them of gay-friendly employers.
We received an encouraging rating in Stonewall’s Workplace Equality Index for 2008 and have already put actions in place to improve our standing in subsequent years.
Inter-Parliamentary Equality Network
The Equality and Access Team is establishing an inter-parliamentary equality network, working with counterparts in other UK administrations to discuss and share best practice.
Disabled Users’ Forum
We have established contact with a group of disabled service users across Wales who are helping us develop policies and procedures which promote equality of opportunity for disabled people.
Commonwealth Day
Each year, the National Assembly for Wales hosts an event marking Commonwealth Day. Pupils and international students from across Wales attend to take part in debates, performances and exhibitions celebrating equality, diversity and human rights.
Following our consultation and involvement exercise, we detail in our Action Plan our priority equality outcomes and what actions we need to take to achieve these outcomes. The Action Plan also sets out when we aim to achieve them and who will take responsibility for ensuring we meet them.
Relevance to Equality Strands
We have highlighted the strands whereby we feel that the outcome has most relevance. For example, making our buildings more accessible would largely be relevant to disabled people.
Target Dates
Where we have stated Year 1 for example, we mean by year-end of the period November 2008 to November 2009 and so on, for the following years.
Year 1: 2008-09
Year 2: 2009-10
Year 3: 2010-11
Reporting on Progress
Our Annual Equality Report will update on our progress in achieving our equality outcomes each year. Actions are likely to evolve as new priorities are identified over the life of this Equality Scheme and these will be reflected in the Annual Equality Report.
Strands: age, disability, gender/gender identity, race, religion/belief and sexual orientation
Action Plan – Corporate Planning and Management
A1
Required Outcome/Objective: An effective Equality Scheme in place that is monitored and progress on achieving our equality objectives is reported on a regularly
Action Required to Achieve Outcome/Objective: Bi-annual updates signed-off by service heads and directors; produce Annual Equality Report
Target Date(s): Year 1 and ongoing
Lead: Equality and Access Team
Measuring Success: Feedback from contacts and outcomes from Equality of Opportunity Committee
Applicable to the following strands: All strands
A2
Required Outcome/Objective: A Scheme and Action Plan that is reviewed externally every three years
Action Required to Achieve Outcome/Objective: Identify mechanism for external review
Target Date(s): Year 3
Lead: Equality and Access Team
Measuring Success: Report from external reviewer
Applicable to the following strands: All strands
A3
Required Outcome/Objective: Equality objectives are taken into account in service areas’ work planning processes
Action Required to Achieve Outcome/Objective: Build equality objectives into service areas’ plans
Target Date(s): Year 1 and ongoing
Lead: Equality and Access Team
Measuring Success: Objectives and actions are achieved and regularly reported on
Applicable to the following strands: All strands
A4
Required Outcome/Objective: New and proposed policies are equality impact assessed and staff are trained to carry out this process
Action Required to Achieve Outcome/Objective: Enhance existing impact assessment tool; work with Human Resources team to develop training for the tool
Target Date(s): Year 1; Year 1 and ongoing
Lead: Equality and Access Team
Measuring Success: Effective, inclusive policies that take into account diverse needs
Applicable to the following strands: All strands
A5
Required Outcome/Objective: Effective internal working relationships/networks in place to inform our work on equality
Action Required to Achieve Outcome/Objective: Equality Steering Group to provide an initial steer for equality development work; Involve staff networks and TUS in impact assessment and policy development process
Target Date(s): Year 1 and ongoing
Lead: Equality and Access Team
Measuring Success: Networks contributions inform impact assessment process and are included in policy decisions
Applicable to the following strands: All strands
A6
Required Outcome/Objective: Effective external working relationships/networks in place to inform our work on equality
Action Required to Achieve Outcome/Objective: Use Disabled Users’ Network to inform policy; Use contacts from Mentoring Scheme to develop further networks
Target Date(s): Year 1 and ongoing; Year 2 and ongoing
Lead: Equality and Access Team
Measuring Success: We ensure that we come into contact with individuals and organisations who have not traditionally participated
Applicable to the following strands: All strands
A7
Required Outcome/Objective: Staff and Assembly Members are able to gain timely and accurate advice on equality, access and human rights issues
Action Required to Achieve Outcome/Objective: Equality and Access Team is visible at all times;Develop intranet resource for staff and Assembly Members
Target Date(s): Year 1 and ongoing; Year 1/2
Lead: Equality and Access Team
Measuring Success: Feedback from Assembly Commission, Assembly Members and AMSS
Applicable to the following strands: All strands
A8
Required Outcome/Objective: Awareness amongst staff and Assembly Members re equality, access and human rights is heightened
Action Required to Achieve Outcome/Objective: Hold awareness-raising events, publish articles in staff magazine, e-mails, literature, posters etc Use equality events calendar to plan awareness-raising; Members as employers in their own right are aware of their equality and access responsibilities
Target Date(s): Year 1 and ongoing; year 1
Lead: Equality and Access Team
Measuring Success: Assembly Members’ support staff have their access needs met; constituency offices are accessible
Applicable to the following strands: All strands
A9
Required Outcome/Objective: Increased engagement with members of under-represented communities, with the aim of promoting and widening engagement with and participation in democracy
Action Required to Achieve Outcome/Objective: Implementation of a multi-strand Assembly and Local Government Mentoring Scheme, administered by the Equality and Access Team; increased outreach work
Target Date(s): Year 1
Lead: Equality and Access Team; Equality and Access Team/ External Communication
Measuring Success: Participants of the Scheme become candidates at local, general and European elections and/or engage in civic participation
Applicable to the following strands: All strands
Action Plan – Human Resources
B1
Required Outcome/Objective: Our vacancies reach those local groups who represent ethnic minority people and attract the volume of applications from these groups that reflect the general population with a view to extending this incrementally to the other equality strands
Action Required to Achieve Outcome/Objective: Identify opportunities to widen recruitment advertising; engage in outreach activities to promote our organisation as potential employer; explore the feasibility of utilising the Jobcentre Plus – ‘Access to Work’ Scheme
Target Date(s): Year 1 and ongoing
Lead: HR Recruitment Team
Measuring Success: Monitor applications for employment and look for increase in the number of applications from ethnic minority people in relation to successful applications
Applicable to the following strands: Age; Race
B2
Required Outcome/Objective: Staff, Assembly Members and Assembly Members’ staff to have an increased awareness of their equality/human rights responsibilities and the following equality strands: age, disability, gender/gender identity, race, religion/belief and sexual orientation. Also, to have an understanding of the implications of the Equality Scheme and public sector equality duties
Action Required to Achieve Outcome/Objective: Develop comprehensive equality and human rights training programme for staff and Assembly Members to include core training, bespoke service area training and training aimed at Assembly Members
Target Date(s): Year 1
Lead: HR Learning and Development Team
Measuring Success: Staff and Assembly Members have an increased awareness of equality issues
Applicable to the following strands: All strands
B3
Required Outcome/Objective: Both bullying and harassment are taken seriously and staff are educated about their duties and responsibilities
Action Required to Achieve Outcome/Objective: Enhance Dignity at Work Policy in conjunction with the TUS; ensure all staff are trained regularly on the Dignity at Work Policy; increase the number of harassment officers and investigative officers; and identify mechanism to increase the number of external investigative officers
Target Date(s): Year 1; Year 1 and ongoing; and Year 1/2
Lead: HR Operations
Measuring Success:
Applicable to the following strands: All strands
B4
Required Outcome/Objective: Grades are monitored and any gender differentials are addressed
Action Required to Achieve Outcome/Objective: Explore potential reasons for differentials and consider whether to undertake different approaches to recruitment advertising
Target Date(s): Year 1 and ongoing
Lead: HR Operations
Measuring Success:
Applicable to the following strands: Gender
B5
Required Outcome/Objective: Employment policies that take account of changing legislative requirements on equality and human rights
Action Required to Achieve Outcome/Objective: Policies to be reviewed and updated in line with changing legislation
Target Date(s): Year 1 and ongoing
Lead: HR Policies Team
Measuring Success:
Applicable to the following strands: All strands
B6
Required Outcome/Objective: Equality considerations are built into recruitment processes (including flexible working, job-share and home working arrangements)
Action Required to Achieve Outcome/Objective: Job adverts state flexible working arrangements where appropriate to business needs
Target Date(s): Year 1 and ongoing
Lead: HR Recruitment Team
Measuring Success: Staff are able to enjoy work-life balance whilst meeting business needs
Applicable to the following strands: All strands
B7
Required Outcome/Objective: Improved staff equality data is available. Data is collected, logged and easily available from monitoring employment policies
Action Required to Achieve Outcome/Objective: Assess feasibility of using Snowdrop IT system to collect staff equality data on disability, sexual orientation and religion/belief; undertake next staff equality survey
Target Date(s): Year 1; and Year 3
Lead: HR Operations
Measuring Success: Trends could be identified from data
Applicable to the following strands: All strands
B8
Required Outcome/Objective: Our emerging pay strategy has embedded within it the principle of equality
Action Required to Achieve Outcome/Objective: Undertake equal pay review and identify/address any pay gaps
Target Date(s): Year 1/ 2
Lead: HR Operations
Measuring Success: Any pay gaps identified are closed
Applicable to the following strands: Gender
B9
Required Outcome/Objective: Employees from under-represented groups feel supported and contribute to the development of policies that might affect them (staff networks)
Action Required to Achieve Outcome/Objective: Ensure that networks are supported with budget and administration and have the opportunity to contribute to policy development
Target Date(s): Year 1 and ongoing
Lead: HR Operations and Equality and Access Team
Measuring Success:
Applicable to the following strands: Disability, Race and Sexual Orientation
B10
Required Outcome/Objective: Our revised induction arrangements place appropriate emphasis on our equality commitments/duties and these arrangements are shared with Assembly Members’ staff as appropriate
Action Required to Achieve Outcome/Objective: Deliver induction training to all new staff and AMSS which incorporates a revised equality section
Target Date(s): Year 1 and ongoing
Lead: HR Learning and Development
Measuring Success:
Applicable to the following strands: All strands
B11
Required Outcome/Objective: A pilot scheme promoting work assignments for ethnic minority people to be introduced and rolled out to other strands pending review of pilot
Action Required to Achieve Outcome/Objective: Scope pilot, roll-out and review
Target Date(s): Year 1/2
Lead: HR Policies
Measuring Success:
Applicable to the following strands: Race
Action Plan – External Communications
C1
Required Outcome/Objective: Information about the Assembly and its work is accessible to all people. Awareness is raised across all sectors of society about the work of the Assembly
Action Required to Achieve Outcome/Objective: Develop Education and Outreach Strategy which takes account of all equality strands; develop media/new media strategies which take account of accessibility of information to different groups
Target Date(s): Year 1
Lead: Education and Outreach Teams; Media, Website and Publications Team
Measuring Success: Senedd/Event and exit surveys embedded into the teams’ programmes
Applicable to the following strands: All strands
C2
Required Outcome/Objective: Assembly publications with images are representative of diverse society in Wales
Action Required to Achieve Outcome/Objective: Develop Image Bank; and develop an approach to accessible communication/information
Target Date(s): Year 1/2; and Year 2
Lead: Media, Website and Publications Team
Measuring Success: Feedback forms included in publications; enter publications to national awards to encourage recognition
Applicable to the following strands: All strands
C3
Required Outcome/Objective: Press/media releases are sent to organisations that include representative organisations/groups that might represent the equality interests
Action Required to Achieve Outcome/Objective: Develop central database of contacts for use across the organisation
Target Date(s): Year 2
Lead: Public Relations Team
Measuring Success:
Applicable to the following strands: All strands
C4
Required Outcome/Objective: People from under-represented groups access and visit the Senedd and our other buildings
Action Required to Achieve Outcome/Objective: Target individuals and/or representative organisations from under-represented groups with information about the Assembly and the Senedd; ensure visitors are given feedback forms which allow us to monitor what groups our visitors are from and whether we meet their needs and requirements
Target Date(s): ongoing
Lead: Public Relations Team; and Visitor Service Team
Measuring Success: Feedback (forms and electronic) show increased number of visitors from across the equality groups accessing our buildings; and equality issues to be included in visitor profiles
Applicable to the following strands: All strands
C5
Required Outcome/Objective: Guided tours of the Senedd which are accessible to visitors with sensory impairments
Action Required to Achieve Outcome/Objective: Investigate the possibilities for installing a tactile map of Senedd; explore feasibility of tours delivered in BSL; and review accessibility of tour literature
Target Date(s): Year 1; Year 2; and Year 2
Lead: Visitor Service Team
Measuring Success: Visitors’ experiences are positive (from feedback) and interpretation materials are accessible to all
Applicable to the following strands: Disability
C6
Required Outcome/Objective: An increase in ethnic minority and disabled young people’s participation from groups in the education centre of the Assembly
Action Required to Achieve Outcome/Objective: Target relevant schools and organisations to attend and contribute to events in our Education Centre; use contacts from Assembly and Local Government Mentoring Scheme to reach under-represented groups
Target Date(s): Year 1 and ongoing
Lead: Education Service
Measuring Success: Develop network of relevant associations with clear objectives and desired outcomes; and use feedback from International Day of Disabled People celebration (December 2008) and other events aimed at interest groups
Applicable to the following strands: Age; Disability and Race
C7
Required Outcome/Objective: Widened access to under-represented groups at Assembly events over Wales
Action Required to Achieve Outcome/Objective: Ensure marketing arrangements are suitable for different audiences and local/national groups are invited
Target Date(s): Year 1 and ongoing
Lead: Events and Marketing Team
Measuring Success: Audience survey to inform delivery strategy; feedback forms form summer and other events enable us to see where we could improve if needed; and cross-reference exit survey and visitor profiles with marketing strategy
Applicable to the following strands: All strands
C8
Required Outcome/Objective: People from under-represented groups view and/or engage in Assembly proceedings (e.g. committees, plenary and the petitions system)
Action Required to Achieve Outcome/Objective: Raise awareness and promote engagement using website and other appropriate media. Produce information targeted at different audiences (using languages other than English and Welsh and alternative formats)
Target Date(s): Year 2 and ongoing
Lead: Public Relations /Media, Website and Publications Teams
Measuring Success: Cross-reference marketing strategy objectives with Business Directorate evidence gathering and participative events programme
Applicable to the following strands: All strands
C9
Required Outcome/Objective: Frontline staff that are trained and feel confident in welcoming people with differing needs to the Assembly
Action Required to Achieve Outcome/Objective: Arrange appropriate training for frontline staff and refresher training thereafter
Target Date(s): Year 1 and ongoing
Lead: Visitor Services and Equality and Access Team
Measuring Success: Multi-skilled team, awareness of relevant issues and ownership of access and equality issues informing Communication service plan and activity
Applicable to the following strands: All strands
Action Plan – ICT
D1
Required Outcome/Objective: An accessible website that all people, including disabled people, can access easily
Action Required to Achieve Outcome/Objective: Act on customer suggestions and feedback where appropriate
Target Date(s): Year 1 and ongoing
Lead: ICT
Measuring Success: Web-user feedback and compliance with AA web standards
Applicable to the following strands: Disability
D2
Required Outcome/Objective: IT equipment is accessible and made available for staff with specific requirements in a timely manner
Action Required to Achieve Outcome/Objective: Identify requirements at earliest stage i.e. recruitment or when needs are identified (for existing employees)
Target Date(s): Year 1 and ongoing
Lead: ICT
Measuring Success: Feedback from staff
Applicable to the following strands: Disability
D3
Required Outcome/Objective: Development of new features for the website to enable full and equal public engagement
Action Required to Achieve Outcome/Objective: Identify needs of customer (using feedback from our networks) and identify suitable adjustments
Target Date(s): Year 1/2
Lead: ICT
Measuring Success: Feedback reflects comments made by our networks and contacts. Our website is regarded as an exemplar in terms of accessibility
Applicable to the following strands: All strands
Action Plan – Procurement/Supply Management
E1
Required Outcome/Objective: Our suppliers operate to the highest standard in relation to equality issues; the supply chain is given a clear indication that equality is important to us as an organisation and that suppliers would be expected to act accordingly
Action Required to Achieve Outcome/Objective: Explore how we could monitor contracts in terms of equality considerations and assess resource requirement needed to undertake this
Target Date(s): Year 2/3
Lead: Procurement Manager
Measuring Success: Contract managers feel confident that they are building equality considerations into contract award and maintenance
Applicable to the following strands: All strands
Action Plan – Estates and Facilities Management
F1
Required Outcome/Objective: Buildings that are safe, accessible, clean environments for staff, contracted staff, Assembly Members, their staff and visitors
Action Required to Achieve Outcome/Objective: Regular maintenance, cleaning and health and safety assessments undertaken;
Act on access audit and feedback information to undertake adjustments to our buildings where required (to include Ty Hywel, Colwyn Bay Office, the Senedd and Pierhead Building)
Target Date(s): Year 1 and ongoing
Lead: Estates and Facilities Management Team
Measuring Success: Customer feedback and results of future assessments and audits
Applicable to the following strands: All strands
F2
Required Outcome/Objective: Work spaces for staff, Assembly Members, their staff and other contracted staff that are ergonomic and accessible
Action Required to Achieve Outcome/Objective: Regular DSE and workplace assessments undertaken
Target Date(s): Year 1 and ongoing
Lead: Health and Safety Team/Estates and Facilities Management Team
Measuring Success: Measure number of DSE/risk assessments undertaken against action required
Applicable to the following strands: Disability
F3
Required Outcome/Objective: Health and Safety Risk Assessments that take account of equality and access considerations
Action Required to Achieve Outcome/Objective: Health and Safety Team to work with Access Officer where necessary during H&S risk assessments
Target Date(s): Year 1 and ongoing
Lead: Health and Safety Team/Estates and Facilities Management Team
Measuring Success: Actions resulting from risk assessments are acted on immediately
Applicable to the following strands: Disability
Action Plan – Security Team
G1
Required Outcome/Objective: Security team staff that are professional, trained and feel confident to deal with a diverse range of visitors with differing needs
Action Required to Achieve Outcome/Objective: Staff to attend bespoke courses to meet needs and attend refresher training thereafter
Target Date(s): Year 1 and ongoing
Lead: Security Team
Measuring Success: Staff that feel confident to deal with a diverse range of people and take ownership of equality and access issues
Applicable to the following strands: All strands
Action Plan – Assembly Business
H1
Required Outcome/Objective: Members are provided with opportunities to build in equality considerations to their work in the Assembly and in their constituencies
Action Required to Achieve Outcome/Objective: Identify opportunities to build equality considerations into briefing for Assembly Members and committees; identify bespoke equality training for staff according to business/Assembly Members’ needs
Target Date(s): Year 1 and ongoing
Lead: Members’ Research Service
Measuring Success: Increased reference to equality considerations in briefing provided. Assembly Members requesting and using the information MRS provides. Also, Members’ feedback on MRS briefings via the Customer Liaison Group
Applicable to the following strands: All strands
H2
Required Outcome/Objective: Research outputs published on the National Assembly for Wales’s web pages are as accessible as possible
Action Required to Achieve Outcome/Objective: Outputs are published in the most accessible format possible, with options available for alternative formats if required
Target Date(s): Year 1 and ongoing
Lead: Members’ Research Service and ICT
Measuring Success: Compliance with Web AA standards; Web-user feedback, including Disabled Critical Friends’ feedback
Applicable to the following strands: Disability; Race
H3
Required Outcome/Objective: Under-represented groups are consulted accordingly when scrutiny and legislative committees are calling for evidence
Action Required to Achieve Outcome/Objective: Use centralised database of contacts - see External Communications; Advice from Equality and Access Team when required
Target Date(s): Year 2; Year 1 and ongoing
Lead: Members’ Research Service, Committee Service and Legislation Office
Measuring Success: After identification of witnesses and consultees, under-represented groups’ views are heard
Applicable to the following strands: All strands
H4
Required Outcome/Objective: Records of plenary and committee meetings are fully accessible to staff, Assembly Members, and members of the public via the Assembly's website and fully compliant with AA standards
Action Required to Achieve Outcome/Objective: Publish on time and respond to requests for alternative formats where appropriate
Target Date(s): Year 1 and ongoing
Lead: Parliamentary Translation and Reporting and ICT
Measuring Success: Compliance with Web AA standards; Customer feedback
Applicable to the following strands: Disability; Race
H5
Required Outcome/Objective: Interpretation equipment is accessible to all staff, Assembly Members, committee witnesses, visitors and members of the public
Action Required to Achieve Outcome/Objective: Notification of requirements to PTRS Business Unit to ensure that equipment is available
Target Date(s): Year 1 and ongoing
Lead: Parliamentary Translation and Reporting and ICT
Measuring Success: Customer feedback
Applicable to the following strands: All strands
Action Plan – Legal Service Team
I1
Required Outcome/Objective: A member of the service specialises in equality issues and is responsible not only for giving specialist advice on such issues but also for disseminating information on such issues amongst other lawyers
Action Required to Achieve Outcome/Objective: Identify lawyer to specialise equality issues; lawyers to disseminate information on equality issues to rest of team accordingly
Target Date(s): Year 1; Year 1 and ongoing
Lead: Legal Service Team
Measuring Success: Assembly Members and staff have heightened awareness and knowledge of equality issues
Applicable to the following strands: All strands
I2
Required Outcome/Objective: All lawyers receive, before the end of the period of the Scheme, appropriate training focussed on legal equality issues
Action Required to Achieve Outcome/Objective: Identify requirements for training and undertake training
Target Date(s): Year 3
Lead: Legal Service Team
Measuring Success: Lawyers have effective knowledge of equality legislation
Applicable to the following strands: All strands
I3
Required Outcome/Objective: Lawyers prepare regular reports to the Equality and Access Team on the current status of the Assembly and of the Commission within the framework of international, EC, UK and Welsh equality legislation
Action Required to Achieve Outcome/Objective: Lawyers to prepare reports as necessary and liaise with Equality and Access Team
Target Date(s): Year 1 and ongoing
Lead: Legal Service Team
Measuring Success: The Equality and Access Team is able to anticipate legislative change at the earliest opportunity
Applicable to the following strands: All strands
Assembly Commission – Organisational Chart
Chief Executive and Clerk to the Assembly
Corporate Unit
Chief Operating Officer
External Communications
Human Resources
Members’ Business Support
Office Services and Facilities Management
Financial Services
Information and Communications Technology
Director of Assembly Business
Co-ordination Unit
Committee Service
Parliamentary Translation and Reporting Service
Legislation and Chamber Office
Members’ Research Service
Chief Legal Advisor and Head of Legal Services
Legal Services
Assembly Commission Organisational Chart -
Glossary
Assembly Business – The work of the National Assembly for Wales, including committees and plenary meetings of all 60 Assembly Members.
Assembly Commission – The organisation that supports the running of the National Assembly for Wales. The Assembly Commission provides the property, resources and staff to the National Assembly for Wales. It is led by the Presiding Officer and four other Assembly Members.
Equality Impact Assessment – A way of reviewing the work (policies and practices) of the Assembly Commission to ensure that no-one is disadvantaged.
Ethnic Minority – in using this term we are following the lead of the Equality and Human Rights Commission
Executive – the branch of government responsible for the management of Welsh Assembly Government policy and consists of the First Minister and the Cabinet.
Legislature - The representative body with the power to create and amend laws and to scrutinise the executive.
Multiple disadvantage / discrimination – Where people can be disadvantaged or discriminated against because they belong to two or more under-represented groups. For example, a disabled, black woman could face multiple disadvantages / discrimination.
National Assembly for Wales – The legislative branch made up of all 60 Assembly Members whose role is to scrutinise the Welsh Assembly Government (The Executive) and to pass laws.
Outcomes – The desired results of planned actions – what we want to achieve
Presiding Officer – equivalent role to that of the Speaker of the House of Commons. The Presiding Officer’s main function is to chair plenary sessions of the Assembly. The Presiding Officer is also responsible for interpreting the rules governing the National Assembly for Wales and for chairing the Assembly Commission.
Under- represented groups – Those groups of people who are historically marginalised from democratic participation and/or who might be disadvantaged in belonging to a particular group. Covers the six main equality strands: age; disability; gender/gender identity; race; religion/belief; sexual orientation.
Welsh Assembly Government – The First Minister and the Cabinet responsible for policy development and service delivery.
Assessment of Functions and Policies (or proposed policies) for their relevance to the promotion of equality
This assessment covers all the equality strands: age, disability, gender/gender identity, race, religion/belief and sexual orientation.
Function: Strategic Management
Practice/Policies/Work Areas: Corporate Planning; Equality Scheme Monitoring; Equality Impact Assessment; Priority: High
Function: Formal Proceedings (Assembly Business Support)
Practice/Policies/Work Areas: Committee Service; Chamber Service and Legislation Office; Parliamentary Translation and Reporting Service; Priority: Medium
Function: Information and Advice to Assembly Members
Practice/Policies/Work Areas: Members’ Research Service; Priority: Medium; Legal Team; Priority: High
Function: Facilities and Services
Practice/Policies/Work Areas: Facilities Management; Priority: High
Function: External Communications
Practice/Policies/Work Areas: Media and Website; Public Relations and Outreach; Publications Strategy; Communications Strategy; Visitor Services; Education and Interpretation; Priority: High
Function: Human Resources
Practice/Policies/Work Areas: Learning and Development; Recruitment and Selection; Employment Policies; Managing Performance; Information Management; Workforce Planning; Occupational Health; Health and Safety; Priority: High
Function: Operations
Practice/Policies/Work Areas: Financial Services; Members’ Business Support; Priority: Low; Security; Priority: Medium; IT; Priority: High
Summary of Responses to the Consultation and Involvement Exercise
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
