strategic equality plan annual report 2014-15 - eryri · strategic equality plan annual report...

Snowdonia National Park Authority

Strategic Equality Plan Annual Report 2014-15

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Contents

1. Introduction 2 – 3 2. Identifying and Collecting Relevant Information 3 – 4 3. Using the information to meet the General and Wales Specific

Duties 5 – 6 4. What was Achieved 6 – 11 5. Equality Impact Assessments 12 – 14 6. Employment Information 15 – 17

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1. Introduction The Equality Act 2010 introduced a new general duty on the public sector. Public authorities are required to have due regard to the need to: 1. Eliminate unlawful discrimination, harassment and victimisation and other

conduct that is prohibited by the Act. 2. Advance equality of opportunity between people who share a relevant

protected characteristic and those who do not. 3. Foster good relations between people who share a protected characteristic

and those who do not. Who is protected under the Act? The Act sets out a new prescribed list of protected characteristics which replace what have traditionally been referred to as Equality Strands. These groups are protected through the general and specific duties of the Act. The new general duty covers the following protected characteristics:

Age

Gender reassignment

Sex

Race – including ethnic or national origin, colour or nationality

Disability

Pregnancy and maternity

Sexual orientation

Religion or belief

It also applies to marriage and civil partnership, but only in respect of the requirement to have due regard to the need to eliminate discrimination. Specific Duties In addition to the general duty, the Welsh Government has introduced specific duties

for public authorities in Wales. These specific duties are outlined in the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011.

The specific duties in Wales cover:

Objectives

Strategic Equality Plans

Engagement

Assessing impact

Equality information

Employment information

Pay differences

Staff training

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Procurement

Annual reporting

Publishing

Welsh Minister’s reporting

Review

Accessibility Both the general duty and the Wales specific equality duties came into force on the 6th of April 2011. This annual report reports on the progress made by the Authority in complying with these statutory requirements.

2. Identifying and Collecting Relevant Information Statistical Information The Authority has published the 2011 census data for the residents of the National Park on its website. Data for the estimated 25,702 population has been split into various categories including ward profiles, economic activity, housing status, family status and Welsh language skills. The census data provides a picture of life within individual communities within the National Park as well as providing valuable local information. However, it is important to note that the census data will not be able to provide information on all protected characteristics. Information and Engagement Each year between 6 and 10 million visitor days are spent in Snowdonia. An annual visitor survey is conducted through the authority’s website which provides valuable information not only on what kind of people visit Snowdonia, but on their experiences whilst here. In addition to this information, smaller localised questionnaires are conducted by wardens and visitor data is used from various sources such as Visit Britain etc., to enable the authority to gain a wider picture of the people who visit the area. As well as information directly through questionnaires and surveys, the Authority continues to regularly engage with a wide range of stakeholders through the Authority’s Equality Forum, North and South Access Groups, town and community councils, planning agents, outdoor activities and recreation groups, landowners etc. Specific public consultations also take place in the development of significant new strategies and policies such as Supplementary Planning Guidance etc. Analysis of the available information in 2011 in combination with an extensive consultation exercise conducted in partnership with the 6 north Wales Local Authorities, the Betsi Cadwalader University Health Board, North Wales Police, Office of the Police and Crime Commissioner North Wales, North Wales Fire and Rescue Service and the Welsh Ambulance NHS Trust under the collective banner of

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North Wales Public Sector Equality Network led to the development of 6 high level objectives, which are the 6 adopted objectives for North Wales. Each objective has an accompanying set of action areas. Action areas give definition to the 6 objectives and provide the basis from which each partner has planned their contribution to the achievement of those objectives.

On the 7th of November 2013, the Network held another North Wales Stakeholder Engagement Event at the Conwy Business Centre in Llandudno Junction. The aim of the event was twofold – to report on progress thus far with regard to achieving the objectives and to seek feedback on how we move forward. There were 18 organisations represented on the day, which consisted of community groups, voluntary organisations, charitable groups, educational establishments etc., that work with or consist of various groups of people with protected characteristics. Presentations were given by the Network Members highlighting various actions, projects, plans and events which had taken place under each objective and the positive outcomes that had resulted. This was followed by round the table facilitated discussions with attendees who gave comments and feedback on the work completed, on additional areas that required attention and on various actions and plans which should be considered for the future. After the event, a report was published which was circulated to all those who attended and published on each Members’ website.

The partnership working of the Network has been identified as best practice in the wider equality sector. The Network has been held up as an exemplar of how public

authorities can work together to fulfill their duties effectively under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, whilst under the continuous pressure of reducing public sector budgets. On the 27th of January 2015 during a debate on the Welsh Ministers' Report on Equality 2014, Lindsay Whittle, the Plaid Assembly Member for the South Wales East region drew attention to the good work undertaken by the Network. Whilst drawing attention to the fact that the Equality and Human Rights Commission is actively pursuing the sharing of good practice across the public sector, he noted that he had been made aware of the work undertaken by the Network, by stating “in north Wales, a number of public authorities meet in order to set shared equality objectives and to ensure partnership working. That should be the situation throughout the whole of Wales, and one that the Welsh Government needs to insist on”.

The Network membership has now grown to 14, with the addition of Coleg Cambria and Wales Community Rehabilitation Company.

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3. Using the Information to meet the General and Wales Specific Duties

The Network has agreed that each partner whilst having signed up to the 6 high level objectives, will have the flexibility to choose to contribute to only those action areas that each has decided is a priority for their area and based on the services they provide. The 6 adopted North Wales Equality Objectives are: 1. Reduce Health inequalities 2. Reduce unequal outcomes in Education to maximise individual potential 3. Reduce inequalities in Employment and Pay 4. Reduce inequalities in personal Safety 5. Reduce inequalities in Representation and Voice 6. Reduce inequalities in Access to information, services, buildings and the

environment. Out of the 6 Equality Objectives noted above, the Authority has adopted the following Equality Objectives and accompanying action areas: O1. Reduce Health inequalities

Action Area: The number of people in under representative groups choosing healthy lifestyles increases

O3. Reduce inequalities in Employment and Pay

Action Area: Inequalities within recruitment, retention, training and promotion processes are identified and addressed

Action Area: Any pay gaps between different protected characteristics are

identified and addressed O4. Reduce inequalities in personal Safety

Action Area: The reporting of hate crime and harassment increases and steps are taken to reduce incidents of hate crime and harassment

O5. Reduce inequalities in Representation and Voice

Action Area: Decision making bodies become more representative of the communities they serve

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O6. Reduce inequalities in Access to information, services, buildings and the environment

Action Area: Access to information and communications and the customer

experience improve Action Area: Physical access to services, transport, the built environment and

open spaces improve

4. What was Achieved Objective One: Reduce Health inequalities Action Area: The number of people in under representative groups choosing

healthy lifestyles increases

Project / Initiative /

Action

Timetable How will this contribute to

the action area?

Protected Characteristics

Affected

Lead Officer

Improve access and arrange all ability guided walks to help integrate people from different backgrounds and with different protected characteristics with a common aim of helping people choose healthier lifestyles.

March 2013 – March 2016

Evidence suggests that the more integration occurs, more barriers are overcome and the greater the acceptance. Older people and people with deprived backgrounds in particular can be encouraged to take advantage of the countryside to provide free health benefits through improved access.

All Community Officer

Progress Report: Hafal During the Summer an 8 week Eco Therapy course was organised for Hafal at Plas Tan y Bwlch. The project was financed by the Authority – mainly through the CAE fund. The day long sessions, with therapists Jill Turner and Ambra Burls, included art

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therapy, qigong (therapeutic movements) and eco therapy. There were also gardening conservation opportunities with Chris Marshall the head gardener. The feedback was very good with all the participants saying that they had benefited from the course. Since then regular walks have been organised for Hafal, and the Authority contributed towards buying the group sets of walking sticks. Homan Yousefi one of the Mosaic project’s Community Champions, with CAE funding, organised a series of creative writing and mindfulness sessions in the National Park. The groups who benefited included Barnardos and BAWSO ( a charity who work with BME communities offering generic and specialist services including the provision of temporary accommodation in Wales for those suffering from domestic abuse and all forms of violence). Monthly walks have continued to be held for blind and visually impaired people. The Eryri Walking club is entirely dependent on volunteers. During April Wardens Dewi Davies and Helen Pye lead the fittest members of the group up Snowdon. The descent was made by train.

Objective Three: Reduce inequalities in Employment and Pay Action Area: Inequalities within recruitment, retention, training and promotion

processes are identified and addressed


Action


the action area?


Affected

Lead Officer

Assess current rates of staff members from under-represented groups within the workforce by undertaking a confidential staff survey. Re-survey annually to monitor changes in workforce profile.

June 2013 and then annually.

The data collected will inform any future changes to the Recruitment Policy to enable members from under-represented groups to apply and get jobs with the Authority.

All Head of Personnel

Progress Report: Our workforce has been assessed and information on our employment has been reported in Section 6 of this Annual Reports.

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Objective Three: Reduce inequalities in Employment and Pay Action Area: Any pay gaps between different protected characteristics are

identified and addressed


Action


the action area?


Affected

Lead Officer

Assess and monitor gender pay gap data on an annual basis.

June 2013 then annually.

The data collected will inform any future changes to the Recruitment Policy.

Sex Head of Personnel

Progress Report: Data for 31.03.2012 established the baseline which based on median hourly rates was:

Men Women All Staff Pay Gap Women/All staff

Pay Gap Women/Men

Full time £13.61 £12.77 £12.77 Nil £0.84

Part time £8.00 £8.00 £8.00 NIl Nil

All Staff £12.77 £8.72 £9.91 £1.19 £4.05

Data for 31.03.2013 is shown below:


Pay Gap Women/Men

Full time £13.61 £12.77 £13.61 £0.84 £0.84

Part time £8.00 £8.00 £8.00 Nil Nil

All Staff £12.77 £8.72 £9.91 £1.19 £4.05



Pay Gap Women/Men

Full time £13.76 £14.16 £13.76 Nil Nil


All Staff £11.63 £8.81 £10.01 £0.20 £2.82



Pay Gap Women/Men

Full time £13.19 £14.90 £14.06 Nil Nil


All Staff £12.28 £9.00 £10.81 £1.81 £3.28

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When median hourly rates for both full and part time women are compared to full and part time men there is no gap. Considering All Staff figures, the gap between women and all staff has increased to £1.81 (the highest gap since the baseline was established). The pay gap between women and men has increased to £3.28, but remains lower than when the baseline was established. The same caveat needs to be applied as previously, as a small Authority a small change in staffing numbers at different levels can impact on the gap.

Objective Four: Reduce inequalities in personal Safety Action Area: The reporting of hate crime and harassment increases and

steps are taken to reduce incidents of hate crime and harassment


Action


the action area?


Affected

Lead Officer

Working in partnership with Network Members to raise awareness.

2014/15 Increasing awareness will contribute to increased reporting

All Head of Administration and Customer Care

Progress Report: Hate Crime Awareness Week 11 – 18 October 2014 Partnership work led by North Wales Police and Office of the Police and Crime Commissioner. Welsh Government made available £5,000 funding to assist the Network in holding events and generating publicity during the week. A number of press statements and publicity raising materials were agreed for the different organisations involved including a campaign on social media sites. A radio feature was recorded bilingually and broadcast by local radio stations during hate crime awareness week. It highlighted what hate crime is, its impact on communities and the importance of reporting it and dealing with it. A poster was designed, printed and distributed throughout the region in public buildings, offices and public transport. The Police and Crime Commissioner established an Equality and Diversity award as part of his first ever Community Awards ceremony. The Equality and Diversity Award was sponsored by the Welsh Government in honour of Hate Crime Awareness Week. The award was won by a group of people with learning difficulties who designed a disability hate crime awareness poster which was displayed on Arriva Buses in north Wales.

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In 2013/14 389 hate crimes were reported to North Wales Police. It is believed that many crimes are not reported and the true number of incidents is much higher than recorded data suggests.

Objective Six: Improve Access to information, services, buildings and the environment Action Area: Physical access to services, transport, the built environment and

open spaces improve

Project / Initiative / Action

Timetable How will this contribute to the

action area?


Affected

Lead Officer

Actions outlined in the Recreation Strategy for providing a diverse range of opportunities that are easily accessible will be completed.

During lifetime of strategy (5 years)

Access to open spaces and a diverse range of recreational facilities will be improved.

All Head of Wardens and Access

Progress Report: Work to improve accessibility to Farchynys woodland completed. Work adapting (and removing) gating completed to improve accessibility on the Mawddach Trail – previously there were 12 corale’s on the trail this has been reduced to 4 (essential due to stock management). Work undertaken to improve accessibility on the eastern side of the Llyn Trawsfynydd route by removing historic barriers at 4 points. Before this work access for adaptive bikes and wheelchairs was virtually impossible.

Engage and consult with the North and South Access Forums and relevant access groups from the development stage of any accessible footpaths projects.

Ongoing This will ensure that accessibility issues will be considered and incorporated at an early stage of the project.

Age and Disability

Head of Wardens and Access

Progress Report: Regular consultations undertaken with the Access Forums.

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Additional work the Authority will undertake to contribute to overall Objectives (based on consultation with local groups)


Action

Timetable How will this contribute to the

action area?


Affected

Lead Officer

Grade footpaths for accessibility – look at the good practice established by the CCW project on this.

March 2013 – March 2016

This will make it easier for people with physical disabilities to make informed choices on suitability of various paths for them.

Age and Disability

Access Officer / Interpretation Officer

Progress Report: Initial research undertaken looking at different gradients, to see whether there is scope to incorporate the ‘Miles without Stiles’ method that is being used by some other National Parks. This project has now been prioritised within the corporate work programme for 2015-16 as part of the work undertaken to meet the health and wellbeing improvement objective.

Staff to undertake Equality training.

December 2013.

This will improve staff understanding and awareness.

All Head of Personnel / Community Officer / Head of Administration and Customer Care

Progress Report: Key staff within the Authority have attended training courses during the past year to enhance their understanding of equality issues. Courses attended: Ageism and Discrimination Training Course – held by the Officer for the Older People’s Commissioner for Wales on 18th September 2014. Procurement Equality and Diversity Training – organised by the WLGA on the 24th of October 2014. In addition, the Community Officer has qualified as a Facilitator after completing a Facilitators for Consultations Training Course.

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5. Equality Impact Assessments The Authority has systems in place to impact assess any new or revised strategies,

plans, procedures, practices or any major decisions it makes. During the year, 14 equality impact screenings have taken place, as a result of which none needed to proceed to conducting a full impact assessment.

Below is a list of all the impact assessment screenings that took place which includes a brief summary of the issues considered. 1. Improvement Objective: Operating Effectively with Less Resources

Following a review of the Authority’s Improvement Objectives in 2014, this new objective was adopted for the forthcoming financial year to deal with the financial challenges faced by the Authority. The adopted Financial Strategy was consulted upon widely through a public consultation as well as with staff members and Unions. Individual proposals within the strategy would also be impact assessed individually. No evidence arose during the consultation that indicated that the strategy, when considered in its entirety, would have a disproportionately negative effect on any of the protected groups identified under the Equality Act 2010.

2. Improvement Objective: Communities Following a review of the Authority’s Improvement Objectives in 2014, this objective was identified as remaining to be a priority and was kept for the forthcoming financial year. The impact assessment conducted in 2011 was reviewed, and it was found that the issues identified then were still applicable. This improvement objective was identified as having the potential to positively impact some groups of people with protected characteristics.

3. Improvement Objective: Performance Following a review of the Authority’s Improvement Objectives in 2014, this objective was identified as remaining to be a priority and was kept for the forthcoming financial year. The impact assessment conducted in 2011 was reviewed, and it was found that the issues identified then were still applicable. Good performance management was identified as a priority given that financial cuts would impact delivery of some services. Effective performance management will play a part in assisting the Authority to ‘do more with less’ in the future.

4. Improvement Objective: Electronic Services Following a review of the Authority’s Improvement Objectives in 2014, this objective was identified as remaining to be a priority and was kept for the forthcoming financial year. The impact assessment conducted in 2011 was reviewed, and it was found that the issues identified then were still applicable. However, the review identified that vigilance was required in ensuring that whilst developing electronic services, that these services do not replace traditional existing services, but rather work alongside them. Additional impact assessments would need to be conducted on any future developments, to analyse whether any protected characteristic groups were

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less likely to able to access electronic services and therefore be disproportionately affected by any new systems.

5. Improvement Objective: Planning Policy Following a review of the Authority’s Improvement Objectives in 2014, this objective was identified as remaining to be a priority and was kept for the forthcoming financial year. The impact assessment conducted in 2011 was reviewed, and it was found that the issues identified then were still applicable.

6. Discretionary Powers Policy Statement and Revised Retirement, Early Retirement and Flexible Retirement Policy The purpose of this statement and associated policy is to set out the position in respect of options for retirement for staff. Union representatives, the management team and members of the authority have all been consulted. Any applications subject to the discretionary powers would be subject to a robust business case. No negative impacts identified on any groups of protected characteristics.

7. Review of the Authority’s Car Park Arrangements: Establish Cae Llan Car

Park as a short stay car park from current free car park status The proposal is to establish Cae Llan as a short stay car park to encourage quick turnaround of cars to assist parking for people who wish to visit Betws y Coed for short period. The Community Council and local traders have raised this as an issue for some years. The Ancaster Estate (owners of the land) are in agreement and are willing to change the conditions of the lease to accommodate the change. Further consultation has taken place with the Community Council and stakeholders. The proposal would not affect Blue Badge holders, as they continue to park for free. No negative impacts identified on any groups of protected characteristics.

8. Review of the Authority’s Car Park Arrangements: Increase the cost of the annual parking permit The proposal is to increase the cost of the annual parking permit from £70 to £100 (Cae Llan to be excluded), and to introduce a new annual parking permit for Pen y Pass of £250 for cars and £500 for vehicles with 7 or more seats. The increase brings the annual permit cost on a par with Gwynedd and Conwy County Borough Council annual parking permit costs. The Pen y Pass increase reflects the current higher car park charge for this site and the heavy demand on the facilities. The proposal would not affect Blue Badge holders, as they continue to park for free. No negative impacts identified on any groups of protected characteristics.

9. Review of the Authority’s Car Park Arrangements: Stop the provision of offering free permits to local residents to use Morfa Dyffryn, Beddgelert and Llyn Tegid car parks. The implementation of the £100 annual permit may have an impact on people with lower incomes, but will not disproportionally affect any one protected characteristic group. The policy will be fairer overall for all national park residents, as the current different policy creates unequal treatment and discrimination between different communities within the national park as free

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parking permits are not issued on every car park. The proposal would not affect Blue Badge holders, as they continue to park for free.

10. New Improvement Objective: Communication Work commenced in October 2014 in developing new improvement objectives for the Authority over the coming years. Staff and members have been involved in the process from the start and an external facilitator was commissioned to consult with stakeholders. This improvement objective will have a positive impact on both the public (both residents and visitors) and our stakeholders. No negative impacts identified on any groups of protected characteristics.

11. New Improvement Objective: Plans and Policies

This improvement objective will have a positive impact on both the public (both residents and visitors) and our stakeholders as it involves engaging partners and implementing the Park Management Plan over the coming years. No negative impacts identified on any groups of protected characteristics. Potential for positive impacts on certain groups with protected characteristics.

12. New Improvement Objective: Health and Wellbeing

This improvement objective will have a positive impact on the public (both residents and visitors) as it involves promoting healthy lifestyles by using the great outdoors. No negative impacts identified on any groups of protected characteristics. Potential for positive impacts on certain groups with protected characteristics.

13. New Improvement Objective: Partnership and Volunteer Engagement This improvement objective will have a positive impact on mostly residents, as it involves promoting and developing volunteer opportunities which can enhance a person’s understanding of the National Park and the Authority, develop new skills and contribute to community involvement. No negative impacts identified on any groups of protected characteristics. Potential for positive impacts on certain groups with protected characteristics.

14. New Improvement Objective: Financial Challenge and Performance Management Implementing the current Financial Strategy and preparing a new one for forthcoming years will affect staff and the wider public who use those services which may be changed, reduced or removed. Due to the severity of the budget cuts received so far as well as the likely future cuts, the financial strategy will be challenging for all concerned. Individual policies within the strategy for cuts and changes in service areas, work streams etc. will all be assessed individually, with a separate equality impact assessment being part of the process as well as full consultation with all involved.

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6. Employment Information

The duty requires the following information on employment: A listed body in Wales must collect and publish on an annual basis the number of:

People employed by the Authority on 31 March each year by protected characteristic

Men and women employed, broken down by: o Job o Grade (where grading systems in place) o Pay o Contract type (including permanent and fixed term contracts) o Working pattern (including full time, part time and other flexible working

patterns)

People who have applied for jobs with the authority over the last year

Employees who have applied to change position within the authority, identifying how many were successful in their application and how many were not

Employees who have applied for training and how many succeeded in their application

Employees who completed the training

Employees involved in grievance procedures either as complainant or as a person against whom a complaint was made

Employees subject to disciplinary procedures

Employees who have left an authority’s employment

All of the above information must be presented for each of the separate protected groups. The exception to this requirement is the data on job, grade, pay, contract type and working pattern, which must be broken down only in relation to women and men. People employed by the Authority on 31st March each year by protected characteristic Total Number of employees at 31st March 2015 = 145 Age profile 24 and under 1 25 – 34 23 35 – 44 36 45 – 54 42 55 – 64 38 65 and over 5 Distribution of Female / Male Female 64 Male 81

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1% of staff have declared that they are disabled under the terms of the Disability Discrimination Act. 3 members of staff were on maternity leave. Within the Authority, staff that have declared their ethnic origin, fall into the White Welsh category with none from any of the other main ethnic groups (Mixed, Asian, Black or Chinese). Due to the small number of employees, information will not be published in greater detail to protect the identity of individuals. Men and women employed, broken down by:

Job

Grade (where grading systems in place)

Pay

Contract type (including permanent and fixed term contracts)

Working pattern (including full time, part time and other flexible working patterns)

The following table show the distribution of men and women employed by grade by working pattern and contract type (the Authority has several different job titles within grades): Working Pattern Contract Type

Full time Part time Flexible Permanent Temporary Fixed Term

Grade Pay/ Hour

F M F M F M F M F M F M

1 £6.99 9 4 7 2 4

2 £7.29 5 1 5 1

3 £8.26 1 10 5 10 6

4 £9.00 4 12 76 1 9 13 1

5 £10.23 2 4 2 2 3 6 1

6 £11.51 1 8 1 8

7 £13.18 6 13 1 7 13

8 £14.90 7 8 1 1 7 9

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9 £16.05 3 5 1 1 1 4 7

10 £16.99 1 3 1 2 3

11 £18.01 2 1 1 3 1

12 £18.95 1 2 1 2 2

13 £19.90 1 3 1 3 Chief Officer - Director

£29.34 2 2

Chief Officer - Chief Executive

£38.76 1 1

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People who have applied for jobs with the authority over the last year

59 Applicants completed monitoring forms. Ethnic Origin 59 White 0 Mixed 0 Asian, Asian British, Asian Welsh, Asian English, Asian Scottish 0 Black, Black British, Black English, Black Scottish, Black Welsh 0 Chinese, Chinese British, Chinese English, Chinese Scottish, Chinese Welsh

or Other Ethnic Group Sex 26 Male 33 Female Disability 0 Applicants with a disability they wanted to tell us about Employees who have applied to change position within the authority, identifying how many were successful in their application and how many were not Applications Appointments Male 11 6 Female 7 2 Total 18 8 Employees who have applied for training and how many succeeded in their application Employees who completed the training There were applications and training attended on 50 occasions by females and 80 times by males (some staff applied and attended on more than one occasion) Employees involved in grievance procedures either as complainant or as a person against whom a complaint was made There were 4 grievances during this period involving 5 males and 1 female. Employees subject to disciplinary procedures Two employees (Male) were subject to disciplinary procedures Employees who have left the authority’s employment Female 7 Male 11 Total 18

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