Agenda item

To present the report of the Head of Democratic Services.

The report of the Head of Democratic Services incorporating the Annual Equality Report 2025 was presented for the Committee’s consideration and review.

Councillor Alun Roberts, Portfolio Member for Leisure, Tourism, Maritime and Property presented the report in his role as champion for equalities and diversity, noting that the report outlines how the Council has met its statutory duties under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, during 2024/25. The report provides an overview of progress made towards delivering the Strategic Equality Plan (SEP) 2024-2028, highlights key achievements and presents workforce equality data for the period from 1 April 2024 to 31 March 2025. It also details the steps taken to eliminate discrimination, advance equality and foster good relations.

Looking ahead, the Council intends to build on the progress made during 2024/25 by focusing on five priorities – strengthening the use of equality data, increasing focus on measurable outcomes, further developing collaboration with regional community cohesion colleagues, completing monitoring and reporting arrangements and preparing for the new statutory health impact assessment duty coming into force in April 2027. Overall, the report demonstrates that the Council continues to make positive progress in promoting equality, improving inclusion and embedding fair practices across its services. It reaffirms the Council’s commitment to providing a fair, accessible and inclusive service and to fostering a positive culture of equality both within the organisation and in its engagement with the public.

In reviewing the report, the committee discussed the following matters –

·      The reasons why the Council employs more women than men.

The committee was advised that for social and longstanding reasons, women continue to undertake unpaid caring roles at much higher rates than men, which in turn makes part-time, flexible or fixed roles - the type  of jobs typical in local government – more attractive. This means that the Council naturally attracts a higher proportion of female applicants. The Council’s workforce therefore reflects wider trends across the sector in Wales. While officers acknowledged that this pattern is the result of longstanding social factors, they noted that the Council recognises the importance of continuing efforts to address the imbalance.

·      Members asked whether addressing this trend forms part of the Council’s collaborative work with partners.

Members were advised that the relationship with Coleg Llandrillo Menai is particularly  important in promoting the employment opportunities available within the Council, as are the structures in place to support young people to join the organisation and progress. The committee was given examples of the Council’s wider partnership work to promote equality and inclusion, including collaboration with the regional community cohesion team. This partnership has enabled the Council to identify new groups and organisations to engage with, drawing on the team’s knowledge and understanding of local communities. This has been a notable strength in the reporting period and is an area the council intends to continue developing.  Working alongside the community cohesion team, the Council has hosted several staff events involving third sector partners and charities. Because the team is regionally based and funded by Welsh government, the Council has also been able to benefit from additional training opportunities and to bring in new partners, including groups representing women’s interests.

·      Members noted the gender pay gap between men and women employed by the Council (which at 8.6% is lower than the UK average figure) and sought clarification of its causes and actions being taken to address it.

The committee was assured that the Council pays the same rates for the same work regardless of gender. The Portfolio Member explained that the Council has taken steps to make recruitment more accessible, including offering digital application routes and increasing engagement with potential candidates before posts are advertised. The Council also supports staff progression by facilitating promotion pathways, encouraging applications for advancement and providing development, mentoring and leadership programmes. In recent years, this has included appointing a woman to the post of Chief Executive.

·      The committee enquired about the extent to which the Council employs people with disabilities and whether more could be done to encourage applications and promote inclusion.

The committee was advised that inclusion and equality whether relating to the gender pay gap or disability depends on creating the right work environment for all employees. The Council is a welcoming employer and has achieved Level 2 accreditation as a Disability Confident Employer. It is considering the steps required to progress to Level 3 which involves actively championing and leading on disability inclusion across the wider area. Although accreditation is important and attaining Level 3 is desirable, it is equally important that the Council can show that its workforce reflects the communities it serves and is accessible to all parts of society. 

A member suggested that every job advertisement should state that applications from people with disabilities are welcome. The committee was advised that the Council will continue to foster a culture that encourages disabled applicants and will explore all opportunities to attract and support employees with disabilities within the workforce.

The Chief Executive emphasised that the Council does employ people with disabilities and has made adjustments to buildings and processes to enable them to carry out their roles effectively and contribute fully in the workplace. A number of employees with disabilities are supported through strong relationships with their managers and the wider support of the Council as an employer. The Council is currently reviewing its joint working  agreement with Coleg Llandrillo Menai, and this is an area where it hopes to strengthen collaboration in order to create a clearer pathway into employment for young people generally and for young people with disabilities in particular, helping them access opportunities within the Council.

·      Members asked about the availability of job sharing and suggested that, if offered this should be clearly stated in job advertisements.

The committee was assured that the Council welcomes applications for flexible working, including job share arrangements. Managers will consider how best to organise work within their teams, and job sharing is one of the tools available to help create a working environment that supports employees’ lives outside the workplace. It was emphasised that the Council aims to use every appropriate mechanism to enable people to build a career within the organisation while maintaining a healthy balance between work and life beyond it.

·      Members wanted to know what more could be done to help staff feel comfortable and confident in sharing equality data.

The committee was assured that a deliberate, multi-layered campaign is underway to encourage staff to do so. This includes displaying information in visible areas, using posters and email messages, and reinforcing the message through the council’s governance structures e.g. the Policy Portal, HR and annual professional development conversations with managers. The importance of clear and consistent messaging was emphasised. It was noted that the internal communication channel is used to explain why collecting equality data matters - to improve policies, monitor fairness in processes, and ensure the council’s workforce reflects the communities it serves. The Council also maintains regular dialogue with regional partners and shares ideas on how to address this challenge. Building trust is essential, especially around why the Council collects this information, how it is used, how it is kept safe and who has access to it.

In response to further questions, the Head of Democracy confirmed that the Equality Policy is expected to be shared with staff via the Policy Portal at the beginning of April. The Chief Executive  also confirmed that data on the number of women applying for senior roles within the Council would be reviewed and shared with members outside the committee.

Having reviewed the Annual Equality Report 2025 and received assurance regarding the matters raised, the committee resolved to note the report and to recommend it to the Portfolio Member for publication.