Strategic Equality Plan
A statutory document under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, this four-year plan explains in straightforward terms what each of the equalities issues actually means and under what wider legislation we have responsibilities as a council. It also covers what terms like “discrimination” or “victimisation” mean.
From 2016 it is also where this council has embedded its commitment to the Welsh Language Standards under the Welsh Language Standards. (No.1) Regulations 2015.
Strategic Equality Plan 2020-2024
This Strategic Equality Plan has been developed to primarily demonstrate the Council's commitment to meeting the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011.
It highlights links to legislation and regulations covering the Welsh Language Standards and Human Rights issues and how it supports 4 of the 7 aims of Welsh Government’s Well-being of Future Generations (Wales) Act 2015; A healthier Wales, A more equal Wales, A Wales of cohesive communities and A Wales of vibrant culture and thriving Welsh language.
It also outlines how the council will meet its responsibilities under the Public Sector Equality Duty, to advance equality and inclusion for all protected groups.
Our progress is recorded each year in the Strategic Equality Plan Annual Monitoring and Improvement Report. The council’s Cabinet approved publication of the 2021-2022 report on 15 March 2023.
Gender Pay Gap Statement 2022
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, all organisations listed at Schedule 2 to the regulations that employ over 250 employees are required to report annually on their gender pay gap.
Other organisations in the private and voluntary sectors with 250 or more employees will need to comply with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Gender Pay Gap Statement 2022 (PDF)