Translate the text from English to Welsh.



 
The consultation on the draft Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 was undertaken to help inform the draft proposals and draft regulations for the specific public sector equality duties in Wales that began on 21 September 2010 and ended on 17 December 2010\.


The outcome report is published on the Welsh Assembly Government website


Background
----------


In February 2005, the United Kingdom Government set up the Discrimination Law Review to look at inconsistencies in the discrimination law framework and to consider how best to achieve a clearer and more streamlined equality legislation that results in better outcomes for those who experience disadvantage.


A Framework for Fairness: Proposals for a Single Equality Bill for Great Britain was published in June 2007\. This was quickly followed by A Framework for a Fairer Future – the Equality Bill and the Equality Bill – Government Response to the Consultation, both published by the Government Equalities Office.


Subsequently, the Equality Bill was announced in the Queen’s speech on 3 December 2008\.  The Bill was introduced to Parliament in April 2009 and following successful passage through the House of Commons and the House of Lords received Royal Assent in April 2010\.


The Equality Act 2010
---------------------


Implementation of the majority of the Equality Act began on 1 October 2010\.


As currently presented, the Act strengthens the law in a number of areas. The Act:


* Extends the circumstances in which a person is protected against discrimination, harassment or victimisation because of a protected characteristic.
* Extends the circumstances in which a person is protected against discrimination by allowing people to make a claim if they are directly discriminated against because of a combination of two relevant protected characteristics.
* Creates a duty on listed public bodies when carrying out their functions and on other persons when carrying out public functions to have due regard when carrying out their functions to:
	+ Eliminate conduct which the Act prohibits;
	+ To advance equality of opportunity between persons who share a relevant protected characteristic and those who do not; and
	+ To foster good relations between people who share a relevant protected characteristics and people who do not.  The practical effect is that listed public bodies will have to consider how their policies, programmes and service delivery will affect people with the protected characteristics.
* Allows an employer or service provider or other organisation to take positive action so as to enable existing or potential employees or customers to overcome or minimise a disadvantage arising from a protected characteristic.
* Extends the permission for political parties to use women\-only shortlists for election candidates to 2030\.
* Enables an employment tribunal to make a recommendation to a respondent who has lost a discrimination claim to take certain steps to remedy matters not just for the benefit of the individual claimant (who may have already left the organisation concerned) but also the wider workforce.
* Amends family property law to remove discriminatory provisions and provides additional statutory property rights for civil partners in England and Wales.
* Amends the Civil Partnership Act 2004 to remove the prohibition on civil partnerships being registered in religious premises.


Wales
-----


The Act also confers powers on the Welsh Ministers in relation to the public sector equality duty. Sections 153 and 154 gives Welsh Ministers power to impose specific duties on relevant Welsh bodies and section 151 gives them power by order and with the consent of the Minister of the Crown to amend Part 2 of Schedule 19 which specifies relevant Welsh bodies subject to the general public sector equality duty.


A procedure is specified in relation to the imposition of specific duties on cross\-border Welsh bodies added to Schedule 19 by a Minister of the Crown. The procedure enables the Welsh Ministers to impose specific duties in relation to the devolved Welsh functions of the cross\-border bodies or provide for specific duties to be imposed by a Minister of the Crown only after consultation with the Welsh Ministers.


The Listening Exercise
----------------------


In order to inform these duties, the then Minister for Social Justice and Local Government announced a ‘Listening Exercise’ on 27 July  2009 to help people consider how the new duties could work.  Some initial thoughts were set out in Advancing equality across the public sector in Wales about what these new specific duties developed by the Welsh Assembly Government should look like.


In considering the framing and scope of any specific equality duties that should be developed in Wales, some key areas of activity were suggested where there is potential to better advance equality of opportunity in Wales:


* Setting equality objectives
* Consultation and Involvement
* Assessing impact
* Reporting progress against objectives
* Gender pay and job segregation
* Public Sector Procurement
* How inspection supports the equality agenda; and
* Reporting by the Welsh Ministers


Activity during the Exercise
----------------------------


The Listening Exercise was circulated to equality groups and networks across Wales. During the listening exercise, officials of the Welsh Assembly Government attended a series of organised workshops, forums and other events to raise awareness and discuss the development and opportunities that could result from these new duties. Equality organisations received funding from the Welsh Assembly Government and the Equality and Human Rights Commission in Wales to capture views from organisations representing equality groups in Wales.


Listening Exercise – Main Findings
----------------------------------


The Welsh Assembly Government received more than 60 responses and contributions from a range of organisations and individuals during the listening exercise. A consensus opinion was that:


* The principles about the duties were appropriate and their application should be proportionate to the size and function of the public authority and its function.
* The duties should allow public authorities a degree of flexibility to determine local priorities as long as they contribute to national objectives.
* The setting of equality objectives were broadly supported.
* The positive attitude towards involvement within current disability regulations should be extended to the other protected characteristics.
* Equality Impact Assessment has been a positive approach for most organisations and that any duty should continue to require assessments to be undertaken and published.
* Public authorities must be required to collect data about people sharing the protected characteristics to inform the development of meaningful objectives.
* There was no consensus about the size of organisation on which these requirements should be placed.
* Most agreed that gender pay gap reporting should be included.
* There was support for the need to include procurement in the specific duties.
* Inspectorates should play a more significant role in advancing equality.
* Annual reporting by Welsh Ministers was preferential and that reporting should focus on outcomes both positive and negative to improve transparency.


Consultation on Specific Public Sector Equality Duties for Wales
----------------------------------------------------------------


On 29 July 2010, I approved the drafting of regulations and orders required to impose specific public sector equality duties on listed devolved public authorities in Wales. 


On 21 September 2010, I announced a 12 week public consultation on the draft Regulations being proposed that will introduce the new duties. 


Since the work to develop specific public sector equality duties was started, the Welsh Assembly Government has said that the specific duties should be:


* Flexible \- so public authorities only take action which is necessary and productive; and
* Proportionate \- depending on the function and size of the public authority.


The development of the specific equality duties should be guided by four principles. These were:


* **Use of evidence**: good robust evidence to understand the communities served and shape future actions;
* **Consultation and involvement**: so that the needs of the citizen can help shape the design and delivery of services that are fit for purpose, meet needs and deliver a positive outcome;
* **Transparency**: about how objectives have been set and reporting progress takes place against objectives; and
* **Leadership**: strong leadership which sets a positive culture and climate within the public sector to use resources effectively to help successfully discharge their equality duties. The Welsh Assembly Government is keen to support public authorities in their delivery of better services to the citizens of Wales.


Activities during the Consultation
----------------------------------


Following the announcement of the consultation during a plenary debate on 21 September 2010, the consultation document and regulations were made available on the Welsh Assembly Government website entitled ‘Equality Act 2010: Performance of the Public Sector Equality Duties in Wales’.


An online discussion forum was also made available to encourage debate and provide a means for people to publish their views on the consultation.  The consultation document was also sent electronically to third and public sector groups and organisations across Wales.  It is also available in Welsh and Audio Format.


Officials of the Welsh Assembly Government attended a series of organised workshops, forums and other events to raise awareness and to discuss the consultation in greater detail.  These events included:


* Equality and Human Rights Commission Equality Exchange regional events in Swansea, Rhyl and Cardiff.
* Equality and Human Rights Commission Third Sector events in Rhyl and Cardiff.
* Joint Welsh Local Government Association / NHS Centre for Equality and Human Rights events in North / Mid and South Wales.
* Mid Wales Equality Network Group in Aberystwyth
* Presentations were given to the Stonewall Workplace Conference and to the Faith Communities Forum; and
* Meetings were held with the Public Service Ombudsman for Wales, the Children’s Commissioner for Wales and the Older Peoples Commissioner for Wales.


The consultation process closed on Friday 17 December 2010\.


Responses to the Consultation
-----------------------------


The Welsh Assembly Government has received 80 responses and contributions from a range of organisations and individuals during the consultation exercise. The outcome report has been published on the Welsh Assembly Government website.


Following the consultation, revised policy proposals and revised regulations have been drafted and presented to the National Assembly for Wales on 8 March 2011\. The regulations and order will be considered by the Assembly on 29 March 2011\. Subject to the view of the Assembly, it is expected that the new specific public sector equality duties will come into force on 6 April 2011\.







Translation:


 
Cynhaliwyd yr ymgynghoriad ar fersiwn ddrafft Rheoliadau Deddf Cydraddoldeb 2010 (Dyletswyddau Statudol) (Cymru) 2011 a ddechreuodd ar 21 Medi 2010 ac a ddaeth i ben ar 17 Rhagfyr 2010 i helpu i lunio’r cynigion drafft a’r rheoliadau drafft ar gyfer dyletswyddau cydraddoldeb penodol i’r sector cyhoeddus yng Nghymru.

Cyhoeddir yr adroddiad ar ganlyniad yr ymgynghoriad ar wefan Llywodraeth Cymru.

### Cefndir

Ym mis Chwefror 2005, sefydlodd Llywodraeth y Deyrnas Unedig yr Adolygiad o’r Gyfraith Gwahaniaethu i edrych ar anghysonderau yn y fframwaith ar gyfraith gwahaniaethu ac i ystyried y ffordd orau o sicrhau deddfwriaeth cydraddoldeb fwy eglur a syml sy’n arwain at well canlyniadau i’r sawl sy’n profi anfantais. 

Sefydlwyd Fframwaith Tegwch: Cynigion ar gyfer Mesur Cydraddoldeb Unigol  
i Brydain Fawr ym Mehefin 2007\. Fe’i dilynwyd yn fuan wedyn gan Fframwaith ar gyfer Dyfodol Tecach – y Mesur Cydraddoldeb’, ac ‘Y Mesur Cydraddoldeb \- Ymateb y Llywodraeth i’r Ymgynghoriad, y ddau wedi’u cyhoeddi gan Swyddfa Gydraddoldeb y Llywodraeth. 

Yn ddiweddarach, cyhoeddwyd y Mesur Cydraddoldeb yn araith y Frenhines ar 3 Rhagfyr 2008\.  Cyflwynwyd y Mesur gerbron y Senedd ym mis Ebrill 2009 ac ar ôl taith lwyddiannus drwy Dŷ’r Cyffredin a Thŷ’r Arglwyddi cafodd y Mesur Gydsyniad Brenhinol fis Ebrill 2010\. 

### Deddf Cydraddoldeb 2010

Dechreuwyd gweithredu mwyafrif y Ddeddf Cydraddoldeb ar 1 Hydref 2010\.

Fel y mae wedi’i chyflwyno ar hyn o bryd, mae’r Ddeddf yn cryfhau’r gyfraith mewn nifer o feysydd. Mae’r Ddeddf yn:

* Ymestyn yr amgylchiadau lle caiff person ei amddiffyn rhag gwahaniaethu, aflonyddu neu erledigaeth oherwydd nodweddion gwarchodedig.
* Ymestyn yr amgylchiadau lle caiff person ei amddiffyn rhag gwahaniaethu drwy ganiatáu i bobl wneud hawliad os gwahaniaethir yn uniongyrchol yn eu herbyn oherwydd cyfuniad o ddwy nodwedd warchodedig berthnasol.
* Creu dyletswydd ar gyrff cyhoeddus rhestredig wrth iddynt gyflawni eu swyddogaethau ac ar bobl eraill wrth iddynt ymgymryd â swyddogaethau cyhoeddus i roi sylw dyledus wrth ymgymryd â’u swyddogaethau i:
+ Ddileu ymddygiad a waherddir gan y Ddeddf;
+ Hybu cyfle cyfartal rhwng pobl sy’n rhannu nodwedd warchodedig berthnasol a rhai nad ydynt; a
+ Meithrin cysylltiadau da rhwng pobl sy’n rhannu nodwedd warchodedig berthnasol a phobl nad ydynt. Effaith ymarferol hyn yw y bydd yn rhaid i gyrff cyhoeddus rhestredig ystyried sut fydd eu polisïau, eu rhaglenni a’r gwasanaethau a ddarperir ganddynt yn effeithio ar bobl â nodweddion gwarchodedig.

* Caniatáu cyflogwr neu ddarparwr gwasanaeth neu sefydliadau eraill i gymryd camau positif er mwyn galluogi cyflogeion neu gwsmeriaid presennol neu bosibl i oresgyn neu leihau unrhyw anfantais sy’n deillio o nodwedd warchodedig i’r graddau posibl;
* Ymestyn y caniatâd i bleidiau gwleidyddol i ddefnyddio rhestrau byr sy’n cynnwys merched yn unig ar gyfer ymgeiswyr etholiadau hyd 2030\.
* Galluogi tribiwnlysoedd cyflogaeth i wneud argymhelliad i ymatebwr sydd newydd golli hawliad yn erbyn achos o wahaniaethu i gymryd camau penodol i unioni materion nid er budd yr unigolyn a wnaeth yr hawliad yn unig (a all fod eisoes wedi gadael y sefydliad dan sylw) ond hefyd er budd y gweithlu ehangach.
* Diwygio cyfraith eiddo teuluol i ddiddymu darpariaethau gwahaniaethol ac i roi hawliau eiddo statudol ychwanegol i bartneriaid sifil yng Nghymru a Lloegr.
* Diwygio Deddf Partneriaeth Sifil 2004 i ddiddymu’r gwaharddiad rhag cofrestru partneriaethau sifil mewn adeiladau crefyddol.

### Cymru

Mae’r Ddeddf hefyd yn rhoi pwerau i Weinidogion Cymru o ran dyletswyddau cydraddoldeb ar y sector cyhoeddus. Mae adrannau 153 a 154 yn rhoi pŵer i Weinidogion Cymru i osod dyletswyddau penodol ar gyrff Cymreig perthnasol ac mae adran 151 yn rhoi pŵer iddynt drwy orchymyn a chyda chydsyniad Gweinidog y Goron i ddiwygio Rhan 2 Atodlen 19 sy’n pennu’r cyrff Cymreig perthnasol sy’n ddarostyngedig i’r ddyletswydd cydraddoldeb cyffredinol i’r sector cyhoeddus.

Mae gweithdrefn yn cael ei phennu o ran gosod dyletswyddau penodol ar gyrff Cymreig trawsffiniol a ychwanegwyd at Atodlen 19 gan Weinidog y Goron. Mae’r weithdrefn yn galluogi Gweinidogion Cymru i osod dyletswyddau penodol o ran swyddogaethau Cymreig datganoledig ar y cyrff trawsffiniol neu ddarparu ar gyfer dyletswyddau penodol a osodir gan Weinidog y Goron ond dim ond ar ôl ymgynghori â Gweinidogion Cymru.

### Yr Ymarfer Gwrando

Er mwyn ffurfio’r dyletswyddau hyn, cyhoeddodd y Gweinidog dros Gyfiawnder Cymdeithasol a Llywodraeth Leol ar y pryd ‘Ymarfer Gwrando’ ar 27 Gorffennaf  2009 i gynorthwyo pobl i ystyried sut y gallai’r dyletswyddau newydd weithio. Amlinellwyd rhai syniadau cynnar yn Hybu cydraddoldeb ar draws y sector cyhoeddus yng Nghymru i ganfod sut y dylai’r dyletswyddau penodol newydd hyn a ddatblygir gan Lywodraeth Cymru edrych. 

Wrth ystyried amlinelliad a chwmpas unrhyw ddyletswyddau cydraddoldeb penodol y dylid eu datblygu yng Nghymru, awgrymwyd rhai meysydd gweithgarwch allweddol lle mae potensial i hybu cyfle cyfartal yn well yng Nghymru:

* Pennu amcanion cydraddoldeb
* Ymgynghori a Chynnwys
* Asesu effaith
* Adrodd ar gynnydd yn erbyn amcanion
* Gwahaniaethau cyflog rhwng y rhywiau a swyddi ar wahân
* Caffael yn y Sector Cyhoeddus
* Sut y mae arolygu’n cynorthwyo’r agenda gydraddoldeb; ac
* Adrodd gan Weinidogion Cymru

### Gweithgarwch yn ystod yr Ymarfer

Cafodd yr Ymarfer Gwrando ei ddosbarthu i grwpiau a rhwydweithiau cydraddoldeb ledled Cymru. Yn ystod yr ymarfer gwrando, bu swyddogion Llywodraeth Cymru yn mynychu cyfres o weithdai, fforymau a digwyddiadau eraill a drefnwyd i godi ymwybyddiaeth ac i drafod y datblygiadau a’r cyfleoedd a allai ddeillio o’r dyletswyddau newydd hyn. Derbyniodd mudiadau cydraddoldeb arian gan Lywodraeth Cymru a’r Comisiwn Cydraddoldeb a Hawliau Dynol yng Nghymru i ganfod barn mudiadau sy’n cynrychioli grwpiau cydraddoldeb yng Nghymru. 

### Yr Ymarfer Gwrando – y Prif Ganfyddiadau

Derbyniodd Llywodraeth Cymru dros 60 o ymatebion a chyfraniadau gan amrywiaeth o fudiadau ac unigolion yn ystod yr ymarfer gwrando. Y farn gyffredinol oedd:

* Bod yr egwyddorion ynghylch y dyletswyddau’n briodol ac y dylai’r ffordd y cânt eu cymhwyso fod yn gymesur â maint a swyddogaeth yr awdurdod cyhoeddus a’u swyddogaeth.
* Dylai’r dyletswyddau roi elfen o hyblygrwydd i awdurdodau cyhoeddus i benderfynu ar flaenoriaethau lleol ar yr amod eu bod yn cyfrannu at amcanion cenedlaethol.
* Cafwyd cefnogaeth gyffredinol i’r cynnig i bennu amcanion cydraddoldeb.
* Dylid ymestyn yr agwedd bositif tuag at gysylltiad o fewn y rheoliadau anabledd cyfredol i gynnwys y nodweddion gwarchodedig eraill.
* Mae Asesiad o’r Effaith ar Gydraddoldeb wedi bod yn ddull positif i’r rhan fwyaf o fudiadau ac y dylai unrhyw ddyletswydd barhau lle mae’n ofynnol i asesiadau gael eu cynnal a’u cyhoeddi.
* Rhaid i awdurdodau cyhoeddus gasglu data am bobl sy’n rhannu’r nodweddion gwarchodedig i helpu i ddatblygu amcanion ystyrlon.
* Ni chafwyd consensws ynghylch maint mudiadau y dylid gosod y gofynion hyn arnynt.
* Roedd y rhan fwyaf yn cytuno y dylid cynnwys adrodd ar wahaniaethau cyflog rhwng y rhywiau.
* Cafwyd cefnogaeth i’r angen i gynnwys caffael yn y dyletswyddau penodol.
* Dylai arolygiadau chwarae rôl amlycach i hybu cydraddoldeb.
* Cafwyd mwy o gefnogaeth i adrodd blynyddol gan Weinidogion Cymru ac y dylai adrodd ganolbwyntio ar ganlyniadau positif a negyddol i wella tryloywder.

### Ymgynghoriad ar Ddyletswyddau Cydraddoldeb Penodol i’r Sector Cyhoeddus yng Nghymru

Ar 29 Gorffennaf 2010, cymeradwyais y gwaith o ddrafftio’r rheoliadau a’r gorchmynion gofynnol i osod dyletswyddau cydraddoldeb penodol i’r sector cyhoeddus ar awdurdodau cyhoeddus datganoledig rhestredig yng Nghymru. 

Ar 21 Medi 2010, cyhoeddais ymgynghoriad cyhoeddus o ddeuddeng wythnos ar y Rheoliadau drafft a oedd yn cael eu cynnig ac a fyddai'n cyflwyno’r dyletswyddau newydd.

Ers cychwyn ar y gwaith o ddatblygu dyletswyddau cydraddoldeb penodol i’r sector cyhoeddus, mae Llywodraeth Cymru wedi dweud y dylai’r dyletswyddau penodol fod yn:

* Hyblyg – fel y bydd awdurdodau cyhoeddus ond yn gweithredu pan fo hynny’n angenrheidiol ac yn gynhyrchiol; a
* Chymesur – yn ddibynnol ar swyddogaeth a maint yr awdurdod cyhoeddus.

Dylai datblygiad y dyletswyddau cydraddoldeb penodol ddilyn pedair egwyddor. Y rhain oedd:

* **Defnyddio tystiolaeth**: tystiolaeth gadarn dda i ddeall y cymunedau a asanaethir a llunio camau gweithredu yn y dyfodol;
* **Ymgynghori a chynnwys**: er mwyn i anghenion y dinasyddion helpu i  
lunio’r broses o gynllunio a darparu gwasanaethau sy’n addas at y diben, yn diwallu anghenion ac yn sicrhau canlyniad cadarnhaol;
* **Tryloywder**: sef sut y pennwyd yr amcanion a sut y cyflwynir adroddiadau cynnydd yn erbyn yr amcanion; ac
* **Rhoi arweiniad**: arweiniad cadarn sy’n creu diwylliant a hinsawdd gadarnhaol yn y sector cyhoeddus i ddefnyddio adnoddau yn effeithiol er mwyn eu helpu i gyflawni eu dyletswyddau cydraddoldeb yn llwyddiannus. Mae Llywodraeth Cynulliad Cymru yn awyddus i gefnogi awdurdodau cyhoeddus i ddarparu gwell gwasanaethau i ddinasyddion Cymru.

### Gweithgareddau yn ystod yr Ymgynghoriad

Yn dilyn cyhoeddi’r ymgynghoriad yn ystod dadl lawn ar 21 Medi 2010, cyhoeddwyd y ddogfen ymgynghori a’r rheoliadau ar wefan Llywodraeth Cymru o’r enw ‘Deddf Cydraddoldeb 2010: Cyflawni Dyletswyddau Cydraddoldeb y Sector Cyhoeddus yng Nghymru’. 

Hefyd, agorwyd fforwm trafod ar\-lein i annog trafodaeth ac i roi cyfrwng i bobl gyhoeddi eu barn ar yr ymgynghoriad. Cafodd y ddogfen ymgynghori ei hanfon drwy ddulliau electronig hefyd at grwpiau a mudiadau o’r trydydd sector a’r sector cyhoeddus ledled Cymru. Mae ar gael yn Gymraeg a Saesneg a fformat sain.

Bu swyddogion Llywodraeth Cymru yn bresennol mewn cyfres o weithdai, fforymau a digwyddiadau eraill a drefnwyd i godi ymwybyddiaeth ac i drafod yr ymgynghoriad yn fwy manwl. Roedd y rhain yn cynnwys:

* Digwyddiadau rhanbarthol Cyfnewidfa Cydraddoldeb y Comisiwn Cydraddoldeb a Hawliau Dynol yn Abertawe, y Rhyl a Chaerdydd.
* Digwyddiadau Trydydd Sector y Comisiwn Cydraddoldeb a Hawliau Dynol yn y Rhyl a Chaerdydd.
* Digwyddiadau ar y cyd gan Gymdeithas Llywodraeth Leol Cymru / Canolfan y GIG ar gyfer Cydraddoldeb a Hawliau Dynol yn y Gogledd / y Canolbarth a’r De.
* Grŵp Rhwydwaith Cydraddoldeb y Canolbarth yn Aberystwyth
* Rhoddwyd cyflwyniadau i Gynhadledd Gweithle Stonewall ac i Fforwm y Cymunedau Ffydd; a
* Chynhaliwyd cyfarfodydd ag Ombwdsmon Gwasanaethau Cyhoeddus Cymru, Comisiynydd Plant Cymru a Chomisiynydd Pobl Hŷn Cymru.

Daeth y broses ymgynghori i ben ddydd Gwener 17 Rhagfyr 2010\.

### Ymatebion i’r Ymgynghoriad

Mae Llywodraeth Cymru wedi cael 80 o ymatebion a chyfraniadau gan amrywiaeth o fudiadau ac unigolion yn ystod yr ymarferiad ymgynghori. Mae’r adroddiad ar ganlyniad yr ymarferiad wedi’i gyhoeddi ar wefan Llywodraeth Cymru.  
Yn dilyn yr ymgynghoriad, cafodd cynigion polisi diwygiedig a rheoliadau diwygiedig eu llunio a chânt eu cyflwyno gerbron Cynulliad Cenedlaethol Cymru ar 8 Mawrth 2011\. Bydd y rheoliadau a’r gorchymyn yn cael eu hystyried gan y Cynulliad ar 29 Mawrth 2011\. Yn ddibynnol ar farn y Cynulliad, disgwylir y bydd y dyletswyddau cydraddoldeb penodol newydd i’r sector cyhoeddus yn dod i rym ar 6 Ebrill 2011\.