Equality and diversity

We are developing an organisation where all our visitors, service users and employees are treated fairly, with respect and not put at a disadvantage by any of the following protected characteristics:

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion or belief
• sex
• sexual orientation

Strategic Equality Plan 2015 to 2020

We have published our Strategic Equality Plan, which outlines our commitment to being an organisation that embraces equality and human rights and how we will achieve this. 

In 2018 we reviewed our 2015 to 2019 plan to ensure it remains ‘fit-for-purpose’ if extended by one year, to 2020. The plan was found to still be relevant and allow us to continue to pursue our aim of furthering our work on equalities, diversity and inclusion. 

We have extended our original plan to 2020 to align ourselves to other public bodies so that we can work collaboratively on our new objectives, take onboard the findings in “Is Wales Fairer” and consult together before publishing our new 2020 to 2024 plans.

Pay Policy Statement March 2018

Natural Resources Wales (NRW) recognises the importance of a pay system that is equal to all, appropriate, transparent, provides value for money and rewards staff fairly for the work they perform. This policy statement sets out NRWs approach to pay and the relationship between the employee’s pay and the remuneration of senior management.

Equality Action Plan

Our is a living document that focuses on eliminating discrimination on the grounds of age, religion or belief, sexual orientation, gender Identity, gender, ethnicity, marriage and civil partnership, disability and pregnancy and maternity.

See our equality, diversity and inclusion action plan 2019-2020

Equality and Diversity Forum

We have an Equality and Diversity Forum group made up of representatives from our Board, Executive Team, each of our 8 Directorates, our Staff Networks and our Trade Unions. This group meets every three months to discuss equality and diversity issues and any actions arising are taken away and embedded in all that we do.

The forum members have Terms of Responsibility to adhere to.

Equality Annual Report

Our Equality Annual Report demonstrates the work we have undertaken to drive forward the equality agenda. The report outlines the different activity progressed over the previous year, our next steps and a summary of our workforce profile.

View the Equality, diversity and inclusion annual report 2019-20

Equality Impact Assessments

Equality Impact Assessments support the delivery of our aims and values and is systematic and promotes evidence based consideration of how our work may impact upon different groups, communities and the Welsh language.

Through these impact assessments, we can look for positive impacts that can be strengthened, while potential adverse impacts can be eliminated or mitigated.

Natural Resources Wales is looking for feedback from visitors to our main visitor sites as part of its Equality Impact Assessment which it has a duty to carry out under the Equality Act 2010.

Equality and Diversity Assessment Report

We have undertaken an assessment of our main visitor sites to find out whether we provide fair and equal services and facilities for all, what we are doing well and what we can improve on.

Many of the recommendations from the report are about keeping up the effective work we are already doing. Other recommendations are being used to improve signage, path surfaces, communication with visitors, and the information and guidance we provide to staff to ensure we consider all protected characteristics at sites we manage.

Read the executive summary of the Equality and Diversity Assessment Report

Find out how the assessment was undertaken in Rachel Parry’s blog

Staff Networks

Our staff are encouraged to build and join internal networks that receive full support from the organisation. We value the input from our networks and listen closely to recommendations. We currently have 6 networks which are:

• Assisted User (IT and Telephony) Group
• Calon (Lesbian, Gay, Bisexual and Transgender) Network
• Christian Fellowship
• Dementia Friends
• Gender Equality and Women’s Network
• Muslim Staff Network

If you have any equality enquiries, please feel free to email us at: equalities@naturalresourceswales.gov.uk

Gender Pay Gap

Our gender pay gap calculation complies with The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 methodology.

Our staff split by pay quartile consists:

Top quartile                        325 Men        158 Women
Upper Middle Quartile        260 Men        222 Women
Lower Middle Quartile        243 Men         240 Women
Lower Quartile                   254 Men         228 Women         

Natural Resources Wales do not pay bonuses.

To be compliant with the regulations, we have also published our data on the GOV.UK reporting portal.

It has been identified that there has been a discrepancy with our method of reporting the GPG figures historically on the ONS website. Whilst the figures themselves were correct, they were however previously placed in the incorrect quartiles. 

We have now corrected this and as a result, the information suggests that the profile split of men and women within NRW has vastly changed. This is not the case and solely due to this discrepancy.

Strategic equality objectives

The Public Sector Equality Duty (PSED) requires listed bodies to review their existing equality objectives at least every four years.

In line with recommendations from the Equality and Human Rights Commission (EHRC) and The Welsh Government, the duty represents an opportunity for public sector bodies in Wales to work together to recognise and collectively impact against the challenges set out in the Equality and Human Rights Commission 'Is Wales Fairer report, 2018'.

The Wales Public Bodies Equality Partnership represents a group of public bodies committed to working together to unite behind shared equality objectives. This approach promotes smarter working and creates opportunity for shared engagement, learning and intervention to achieve greater impact across the public sector and public services in Wales, contributing significantly to delivering equality.

Wales Public Body Equality Partnership - Long Term Objectives

Increase workforce diversity and Inclusion

• Aim 1. Elimination of inequality caused by poverty.
• Aim 2. Strong and progressive equality and human right protections for everyone in Wales.
• Aim 4. Wales is a world leader for gender equality.
• Aim 5. Elimination of identity-based abuse, harassment, hate crime and bullying.
• Aim 7. Everyone in Wales is able to participate in political, public and everyday life.
• Aim 8. The Welsh public sector leads the way as exemplar inclusive and diverse organisations and employers.

Eliminate pay gaps

• Aim 1. Elimination of inequality caused by poverty.
• Aim 2. Strong and progressive equality and human right protections for everyone in Wales.
• Aim 4. Wales is a world leader for gender equality.
• Aim 8. The Welsh public sector leads the way as exemplar inclusive and diverse organisations and employers.

Engage with the community

• Aim 1. Elimination of inequality caused by poverty.
• Aim 2. Strong and progressive equality and human right protections for everyone in Wales.
• Aim 3. The needs and rights of people who share protected characteristics are at the forefront of the design and delivery of all public services in Wales.
• Aim 4. Wales is a world leader for gender equality.
• Aim 5. Elimination of identity-based abuse, harassment, hate crime and bullying.
• Aim 6. A Wales of cohesive communities that are resilient, fair and equal.
• Aim 7. Everyone in Wales is able to participate in political, public and everyday life.
• Aim 8. The Welsh public sector leads the way as exemplar inclusive and diverse organisations and employers.

Ensure equality is embedded into the procurement / commissioning process and is managed throughout delivery

• Aim 1. Elimination of inequality caused by poverty.
• Aim 2. Strong and progressive equality and human right protections for everyone in Wales.
• Aim 4. Wales is a world leader for gender equality.
• Aim 5. Elimination of identity-based abuse, harassment, hate crime and bullying.
• Aim 8. The Welsh public sector leads the way as exemplar inclusive and diverse organisations and employers.

Ensure service delivery reflects individual need

• Aim 1. Elimination of inequality caused by poverty.
• Aim 2. Strong and progressive equality and human right protections for everyone in Wales.
• Aim 3. The needs and rights of people who share protected characteristics are at the forefront of the design and delivery of all public services in Wales.
• Aim 4. Wales is a world leader for gender equality.
• Aim 5. Elimination of identity-based abuse, harassment, hate crime and bullying.
• Aim 6. A Wales of cohesive communities that are resilient, fair and equal.
• Aim 8. The Welsh public sector leads the way as exemplar inclusive and diverse organisations and employers.

Strategic Equality Plan - Outcomes and Outcome Measures

Increase workforce diversity and inclusion

• Long Term Outcome.

  Our organisations will reflect a fair and inclusive environment, where all people feel valued and can have equal opportunities to fulfil their potential within their organisation.

• Intended Outcome By 2024.
  • By 2022, we will have aligned our own employment data reporting to match that of the Welsh Government in both format and reporting dates.
  • By 2024 we will have evidence of how we reach out to minority groups and those living in poverty to gain employment with us.
• Outcome Measure.
  • Employment data.
  • Engagement profile data.
• Steps That We Will Take To Meet The Intended Outcome.
  • Standardise data collection to enable benchmarking to ensure consistency of analysis and reporting of data.
  • Remove barriers and enhance recruitment & selection policies, procedures and practices through the lens of equality.
  • Ensure values & behaviours promote a fair, equal and inclusive environment throughout the organisation.
  • Develop shared initiatives to target unrepresented groups to increase employability e.g, work experience, mentoring opportunities, apprenticeship, academy, and internships.

Eliminate pay gaps

• Long Term Outcome.

  Disclosure of information is part of organisational culture, staff understand why data is collected, ensuring that necessary data is only collated (GDPR)

• Intended Outcome By 2024.

  Accurate data across the public sector which provides analysis across protected characteristics.

• Outcome Measure.
  • Employment profile data.
  • Pay gap methodology and analysis.
  • Professional Development opportunities.
  • Uptake of different work patterns at different levels.
• Steps That We Will Take To Meet The Intended Outcome.
  • Share and standardise systems for collating and analysing data across bodies, supporting staff to disclose information.
  • Agree a standard methodology for defining and collating pay gaps, interpreting/ communicating.
  • Standard rounding methodology.
  • Share strategies for workforce planning.
  • Join together to create workforce development opportunities.
  • Joint management and leadership training (HR Group).
  • Share practice on work patterns and ways of working.

Engage with the community.

• Long Term Outcome.

  Diverse communities throughout Wales will be actively engaged in our organisations’ work. Strategies, policies, and decisions will be co-produced with diverse individuals. People’s experiences and views will shape our organisations

• Intended Outcome By 2024.

  By 2024 we will be able to demonstrate and evidence co-production of our strategies, policies, service changes and decisions

• Outcome Measure.
  • Engagement profile data.
  • Consultation and engagement -protected characteristic data is produced/published, including supplementary evidence such as surveys, and case studies as appropriate
• Steps That We Will Take To Meet The Intended Outcome.
  • Offering shared events and engagement opportunities.
  • Engage directly with diverse communities to enable representation at shared events
  • We will explicitly identify contributions from our engagement and co-production in our strategies, policies and decisions. (you said- we did)

Ensure equality is embedded into the procurement / commissioning process and is managed throughout delivery.

• Long Term Outcome.

  Equality is embedded into procurement principles which are operational and evidenced.

• Intended Outcome By 2024.
  • Principles are in place with updated organisational policies.
  • Procurement data will be in place and will evidence diversity of procurement.
• Outcome Measure.

  Publish agreed procurement principles and procurement data

• Steps That We Will Take To Meet The Intended Outcome.
  • Agree a set of procurement principles for organisations to commit to.
  • Revising organisational policies to reflect principles.
  • Work together to train and support staff to deliver the principles.
  • Share practice.

Ensure service delivery reflects individual need.

• Long Term Outcome.

  People and shared good practice actively influences delivery of services to meet individual needs.

• Intended Outcome By 2024.
  • By 2024, we will be able to evidence operational systems and ways of working that ensure individual needs are understood and respected whilst accessing and receiving services.
  • By 2024 we will have collaborative systems in place for co-producing.
  • A framework for adopting and sharing good practice.
• Outcome Measure.
  • We will monitor and report complaints, concerns and feedback from people using our services to identify areas for improvement.
  • Surveys
  • Questionnaires
  • Citizen Journeys
  • Co-production evidence.
• Steps That We Will Take To Meet The Intended Outcome.
  • Share learning and examples of positive changes to services, demonstrating dignity, respect and understanding of communication and access needs.
  • To have in place shared mechanism for co-production.
  • To have in place a framework for recording examples of and sharing and adopting good practice.
  • Offer collaborative awareness training around understanding service users.

Application of the 5 Ways of Working - Well-being of Future Generations (Wales)

Prevention

The objectives have been informed through understanding inequality insight evidenced through ‘Is Wales fairer’ - The state of equality and human rights, the Equality and Human Rights Commissions review of the public sector equality duty, 2019 and information from our collective organisations. The consultation process included engagement with people from a range of diverse communities and backgrounds.

Long term

The high-level objectives are recognised as long-term objectives that will exist beyond the four-year cycle of the SEP. Organisations uniting behind the objectives will achieve greater impact for future generations in enjoying a fairer society and more equal Wales

Collaboration

Public Bodies will unite behind shared objectives and are committed to working together to meet the objectives. Partnership bodies have signed a ‘memorandum of understanding’ which outlines their commitment to collaborative working.

Integration

The high-level objectives have been informed through insight, they align to Welsh Government long term equality aims and contribute to a more equal Wales (FGA) and a fairer society (Equality act, 2010). Application of the five ways of working has supported integration across duties. Each of the partnership bodies will integrate the shared objectives within their own strategy and planning.

Involvement

Stakeholders and recipients of public services were involved in the development of the objectives. Through the delivery of the objectives the partnership has committed to engage with people and communities in the design of services that will ensure equality of outcome and services that meet peoples needs.