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

Equality, diversity and inclusion project 2021

We are currently running engagement events until April 5 through our partner Diverse Cymru and are keen to hear from a diverse range of people from different backgrounds

See further details and register to attend these engagement events
Fill in the online questionnaire

For alternative formats to the questionnaire see the Diverse Cymru website.

This engagement is your chance to tell us:

  • anything you think we do well in relation to equality, diversity and inclusion
  • what you think we should do to improve equality, diversity and inclusion in all our work
  • what you think we should do to recruit, support, retain and promote more diverse staff
  • how we can engage you, diverse people and communities more

The engagement events and questionnaire are for you if you:

  • have been in contact with us in the past
  • have used our services
  • are a customer of ours
  • belong to a community group

This work will help inform the development of an action plan for the organisation for 2021 to 2024, setting out practical actions to make us more inclusive, diverse and to support equality.

Read our strategic equality objectives

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.

Equality, diversity and inclusion annual report 2019-20
Equality, diversity and inclusion annual report 2020 - 2021
Annual diversity and inclusion report 2021 – 2022

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.

Pay Policy Statement March 2022

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.

Pay Policy Statement March 2022

Analysis of Gender Pay Gap

The gender pay gap measures the difference between average (median) hourly earnings of men and women, usually shown by the percentage men earn more than women.

Our gender pay gap information is captured on 31 March each year and reported on the Gender Pay Gap Service on .Gov to comply with The Equality Act 2010 (Specific Duties and Public Authorities) (Gender Pay Gap Information) Regulations 2017 methodology.

Summary of NRW’s Gender Pay Gap 2022 data

31 March Gender Pay Gap (Mean) Difference
2016 7.8% -
2017 5.5% down 2.3%
2018 4.8% down 0.7%
2019 5.3% Up 0.5%
2020 2.5% Down 2.8%
2021 2.0% down 0.5%
2022 2.3% Up 0.3%

 

From figures captured in March 2022 analysis shows that the mean gender pay gap has increased slightly to 2.3% and increase of 0.3%. This means that females earn 97.7p for every £1 males earn when comparing hourly pay.

Our median gender pay gap has increased this year to 6.4% with an increase of 3.3%. This shows that females earn 93.6p for every £1 males earn when comparing hourly pay. This is due to an increase by 2% of males in the median salary range and a reduction of 2% of in the number of females in the upper middle quartile.

The upper quartile remains the same as last year with a higher proportion of males at 62% in comparison to females at 38%. The percentage of males and females working in the organisation has also remained the same as last year with 55% being males and 45% women.

Whilst the median pay gap shows a difference of (93.6p to every £1), the average does show that “on the whole”, the hourly salaries aren’t too far apart (97.7p to every £1). This gap does not mean that males are paid more than females for carrying out the same type of role.

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

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.

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 7 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
  • Neuro-Diverse Staff Network

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

Strategic equality objectives

Read our strategic equality objectives

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