Issue - meetings

The 2022/23 Annual Report and the Equality Plan 2020/24 were approved and the information in the report was noted.

The report was submitted by Cllr Menna Trenholme

DECISION

The 2022/23 Annual Report and the Equality Plan 2020/24 were approved and the information in the report was noted.

DISCUSSION

It was explained that the report noted the progress of the 2020/24 strategic equality plan for the year 2022/23.  It was noted that a great deal of the plan's work had been delivered, as we were three quarters of the way through its period.

It was reported that specific updates within the plan included:

·       Establishing an Equality Training Framework and work was being done to add titles to it.

·       Receiving a Salary Audit which showed that officers receive fair pay.

·       Working with Inclusive Employers to identify ways to improve the diversity of our workforce.

It was explained that it was timely to look at a new equality plan for 2024/28.  It was confirmed that officers had completed an engagement period for the new plan and a report with the details of the plan would be submitted to the Cabinet in due course. It was recognised that the themes of the current plan were long term and therefore the new plan would include some of the same themes that were currently being dealt with.

It was noted that detailed consultation was on-going when designing the new plan for 2024/28. It was confirmed that over 600 responses had been received for the relevant questionnaire and discussions were being held with various groups. It was noted that further discussions would be held with departments to ensure an input from all parts of the Council. It was hoped that this would ensure that individuals and departments would take ownership of the plan.

It was noted that the Socio-Economic Duty would impact a large percentage of Gwynedd residents.  Assurance was given that these requirements would be included when designing a new plan.

Gwynedd employment details were shared regarding several fields such as gender, nationality, race and others and it was considered whether the relevant percentages within the Council's workforce were similar to the County's general population percentages.   It was recognised that the percentages within the workforce were lower than the average of Gwynedd communities however the aim was to improve the situation.  It was noted that this area was an aim included in the existing equality plan and was likely to also be an aim in the 2024/28 plan.

The Equality Advisor and service staff were thanked for their work.