English: At the core of what we're trying to achieve here in terms of reducing gender inequality must be the promotion of fair work. As the report says, this is essential if we're to deliver a Welsh economy that provides individual and national prosperity while spreading opportunity and tackling regional inequalities, including gender inequalities. Last year, the Fair Work Board set out the underpinning values of fair work, which include a right to be heard, fair and guaranteed hourly earnings, job security and career progression, and not least, job quality and working time quality. The Fair Work Commission is now taking this work into its next phase, building on these strong foundations, and it will be looking closely at the levers that are available to Welsh Government to implement that fair work, and will be identifying whether there are new or additional steps that might be taken, including looking at new legislation. We've made a commitment to amend the economic contract following the work of the Fair Work Commission, and, again, we need to get that evidential base right so that we can act and make sure that we have the best, world-leading legislation in that regard here in Wales. The report also rightly focuses on the issue of childcare. It's often cited as one of the main barriers faced by parents who are accessing work. It's cited, as everybody, I think, has mentioned, as one of the reasons why some parents where they do, or work the hours they do, or don't work at all, so it's still an unpalatable truth that, in the twenty-first century in Wales, the majority of children in relative income poverty live in a household where, actually, at least one person is working. We know that well-paid work is both the best route out of poverty and the greatest protection against poverty, and, Deputy Presiding Officer, we also know that financial inequality in the home is one of the main drivers of some of the sexual violence and domestic violence that we see. So it's absolutely paramount that we drive gender equality into the Welsh culture, and in that regard I just want to highlight the 'This is Me' gender equality campaign that the Welsh Government has been running. It has been very successful in terms of its reach, and we hope that it will be very successful in terms of its impact, but in terms of the number of people who've seen it, that has had a very wide reach indeed. I'd just like to underline to members of the committee that that is very much about being allowed to be the person that you want to be, whether you're male or female, so driving some of the cultural change that John Griffiths in particular talked about, where it's perfectly acceptable for a man to be the main carer of the children and for the woman not to be, and vice versa, or whatever other arrangement suits you. We should be facilitating all of those changes in society. There's no doubt at all that people make decisions on how to do childcare at home when they can't afford the paid childcare that they need based on inadequate information. So, I think it's fair to say that the evidence says that the vast majority of people making decisions about which partner should give up work and so on base it on narrow things around current earnings and not on lifetime earnings, for example, and without a full understanding of the economic impact prolonged periods out of work can have on anyone's career. With that, I want to say that we're looking very carefully at the issues raised by a number of people, particularly Siân Gwenllian and Jane Hutt, but I think everybody who spoke mentioned it, around the take-up of shared parental leave in the Welsh Government, so that I can understand what's currently being taken up, or certainly on offer, but what's currently being taken up and why, and what effect that has, and what data we have about that, so that, again, I can bring it back to this Chamber to say what we can do about ensuring that more people take up those offers, and if they don't, what the barriers might be, given that it's on offer here in the Government, and because, again, if we can't be the exemplar, Deputy Presiding Officer, then I think we're going to be struggling. I'm not going to focus that much on our childcare offer. It has been rehearsed in the Chamber very often and my colleague the Minister for Children, amongst other things, has already set it out. But it is worth saying just this: that the childcare offer is not the only way of securing childcare paid for by the Welsh Government. We do have a number of other programmes that I know my colleague Huw Irranca-Davies has mentioned in this Chamber on a number of occasions. Together as a package, they are far more than just the current childcare offer that's in the manifesto, and he has spoken often about corralling that together, and that will be part of what the Fair Work Commission also looks at, to see what barriers there are in driving some of the fair work practices that we want to see in Wales. I also want to say this about the work of the committee: I very much appreciate the work that's been done on flexible working practices and so on, but there is a case also for pushing what are called modern working practices, and outcome-focused employment, where actually presence in the workplace is not what drives the remuneration. That also assists people with disabilities and other access issues. So, if your employment, if possible - and it's not always possible; it's more difficult, for example, for teachers to have this - but there are lots of jobs in the modern economy where an outcome-based remuneration package works very well, and therefore for people who need very flexible arrangements, as long as they can produce the outcomes necessary, what difference does it make where they do it from, how they're addressed or what access arrangements they've had in order to produce those outcomes? I very much want to reference the work of the previous GE Aviation chief executive, La-Chun Lindsay, in what she was able to show could be done even on a production line when you look at output-based working to get diversity and opportunity into a workforce. I think it's a shame that she's gone back to America now, but I'm still in contact with her, and she drove some very innovative practices. So, I just want to end, Deputy Presiding Officer, by thanking the committee again for this comprehensive report. It's provided food for thought and gives a clear sense of the issues still facing people in Wales, particularly women in the workplace. I think that the committee is a good champion of equality, as I hope I am. This portfolio that I have is not just a responsibility for me, however - it's a responsibility across the Government. We've accepted the vast majority of the recommendations of the committee, and I look forward to working with my Cabinet colleagues and my committee colleagues in taking this important work forward. Diolch yn fawr.
Welsh: Rhaid i hyrwyddo gwaith teg fod wrth wraidd yr hyn y ceisiwn ei gyflawni yma o ran lleihau anghydraddoldeb rhwng y rhywiau. Fel y dywed yr adroddiad, mae hyn yn hanfodol os ydym am sicrhau economi Gymreig sy'n darparu ffyniant cenedlaethol a phersonol tra'n lledaenu cyfle ac sy'n mynd i'r afael ag anghydraddoldebau rhanbarthol, gan gynnwys anghydraddoldeb rhwng y rhywiau. Y flwyddyn ddiwethaf, nododd y Bwrdd Gwaith Teg beth oedd gwerthoedd sylfaenol gwaith teg, sy'n cynnwys hawl i gael eich clywed, enillion teg a fesul awr gwarantedig, diogelwch swydd a dilyniant gyrfa, ac nid yn lleiaf, gwaith o ansawdd ac amser gweithio o ansawdd. Mae'r Comisiwn Gwaith Teg yn symud y gwaith hwn yn ei flaen i'r cam nesaf, gan adeiladu ar y sylfeini cadarn hyn, a bydd yn edrych yn fanwl ar y dulliau sydd ar gael i Lywodraeth Cymru ar gyfer gweithredu'r gwaith teg hwnnw, a bydd yn nodi a ydynt yn gamau newydd neu'n gamau ychwanegol y gellid eu cymryd, gan gynnwys edrych ar ddeddfwriaeth newydd. Rydym wedi gwneud ymrwymiad i ddiwygio'r contract economaidd yn dilyn gwaith y Comisiwn Gwaith Teg, ac unwaith eto, mae angen inni gael y sylfaen dystiolaeth honno'n iawn fel y gallwn weithredu a gwneud yn siŵr fod gennym y ddeddfwriaeth orau, sy'n arwain y byd yn y cyswllt hwnnw yma yng Nghymru. Mae'r adroddiad hefyd yn canolbwyntio'n hollol briodol ar fater gofal plant. Cyfeirir ato'n aml fel un o'r prif rwystrau sy'n wynebu rhieni rhag cael gwaith. Fel y mae pawb wedi crybwyll, rwy'n credu, cyfeirir at ofal plant fel un o'r rhesymau pam y mae rhai rhieni'n gweithio, neu'n gweithio'r oriau y maent yn eu gweithio, neu pam nad ydynt yn gweithio o gwbl, felly mae'n dal i fod yn wirionedd cas, yn yr unfed ganrif ar hugain yng Nghymru, fod y rhan fwyaf o'r plant sy'n byw mewn tlodi incwm cymharol yn byw mewn cartref lle mae o leiaf un person yn gweithio. Gwyddom mai gwaith sy'n talu'n dda yw'r llwybr gorau allan o dlodi a'r amddiffyniad gorau yn erbyn tlodi, ac rydym yn gwybod hefyd, Ddirprwy Lywydd, mai anghydraddoldeb ariannol yn y cartref yw un o brif ysgogwyr peth o'r trais rhywiol a'r trais domestig a welwn. Felly, mae'n hollbwysig ein bod yn gwthio cydraddoldeb rhwng y rhywiau yn rhan o'r diwylliant Cymreig, ac yn hynny o beth rwyf am dynnu sylw at yr ymgyrch cydraddoldeb rhywiol 'Dyma fi' y bu Llywodraeth Cymru yn ei gweithredu. Mae wedi bod yn llwyddiannus iawn o ran ei chyrhaeddiad, a gobeithiwn y bydd yn llwyddiannus iawn o ran ei heffaith, ond o ran nifer y bobl sydd wedi'i gweld, mae ei chyrhaeddiad wedi bod yn hynod o eang. Hoffwn bwysleisio wrth aelodau'r pwyllgor ei fod yn ymwneud yn fawr iawn â chaniatáu i chi fod y person rydych chi am fod, pa un a ydych yn wryw neu'n fenyw, gan ysgogi peth o'r newid diwylliannol y soniodd John Griffiths yn arbennig amdano, lle mae'n berffaith dderbyniol i ddyn fod yn brif ofalwr y plant ac i'r fenyw beidio â bod, a'r ffordd arall, neu ba drefniant bynnag arall sy'n addas i chi. Dylem fod yn hwyluso'r holl newidiadau hynny yn ein cymdeithas. Nid oes unrhyw amheuaeth o gwbl fod pobl yn gwneud penderfyniadau ar sut i wneud gofal plant yn y cartref pan na allant fforddio talu am y gofal plant sydd ei angen arnynt yn seiliedig ar wybodaeth annigonol. Felly, credaf ei bod yn deg dweud bod y dystiolaeth yn dangos bod y mwyafrif helaeth o bobl sy'n gwneud penderfyniadau ynghylch pa bartner a ddylai roi'r gorau i weithio ac ati yn ei seilio ar bethau cul yn ymwneud ag enillion presennol ac nid ar enillion gydol oes, er enghraifft, a heb lawn ddeall yr effaith economaidd y gall cyfnodau estynedig heb fod mewn gwaith eu cael ar yrfa unrhyw un. Gyda hynny, hoffwn ddweud ein bod yn edrych yn ofalus ar y materion a godwyd gan nifer o bobl, yn enwedig Siân Gwenllian a Jane Hutt, ond credaf fod pawb a siaradodd wedi sôn amdano, ynglŷn â defnydd o absenoldeb rhiant a rennir yn Llywodraeth Cymru, er mwyn i mi allu deall beth sy'n cael ei ddefnyddio ar hyn o bryd, neu beth sy'n cael ei gynnig, ond beth sy'n cael ei ddefnyddio a pham, a pha effaith sydd i hynny, a pha ddata sydd gennym ynglŷn â hynny, er mwyn i mi, unwaith eto, ddod â hynny'n ôl i'r Siambr i ddweud beth y gallwn ei wneud i sicrhau bod mwy o bobl yn manteisio ar y cynigion hynny, ac os nad ydynt, beth yw'r rhwystrau posibl, o ystyried ei fod ar gael yma yn y Llywodraeth, ac oherwydd, unwaith eto, os na allwn ni fod yn esiampl, Ddirprwy Lywydd, yna rwy'n credu y byddwn yn ei chael hi'n anodd. Nid wyf am ganolbwyntio cymaint â hynny ar ein cynnig gofal plant. Mae wedi ei ailadrodd yn y Siambr droeon ac mae fy nghyd-Aelod, y Gweinidog plant, eisoes wedi disgrifio'r cynnig, ymhlith pethau eraill. Ond mae'n werth dweud hyn: nad y cynnig gofal plant yw'r unig ffordd o sicrhau gofal plant y telir amdano gan Lywodraeth Cymru. Mae gennym nifer o raglenni eraill y gwn fod fy nghyd-Aelod, Huw Irranca-Davies wedi'u crybwyll yn y Siambr hon ar sawl achlysur. Gyda'i gilydd fel pecyn, maent yn llawer mwy na'r cynnig gofal plant presennol sydd yn y maniffesto, ac mae wedi siarad yn aml am ddod â'r pethau hynny at ei gilydd, a bydd yn rhan o'r hyn y bydd y Comisiwn Gwaith Teg hefyd yn edrych arno er mwyn gweld pa rwystrau a geir rhag gyrru rhai o'r arferion gwaith teg yr ydym am eu gweld yng Nghymru. Hefyd, rwyf am ddweud hyn am waith y pwyllgor: rwy'n gwerthfawrogi'n fawr y gwaith a wnaethpwyd ar arferion gweithio hyblyg ac ati, ond ceir dadl hefyd dros wthio'r hyn a elwir yn arferion gweithio modern, a chyflogaeth sy'n canolbwyntio ar ganlyniadau, lle nad yw cyflogau'n cael eu talu am bresenoldeb yn y gweithle. Mae hynny'n cynorthwyo pobl ag anableddau a materion eraill yn ymwneud â hygyrchedd. Felly, os yw eich cyflogaeth, os yn bosibl - ac nid yw bob amser yn bosibl; mae'n anos sicrhau hyn i athrawon, er enghraifft - ond mae yna lawer o swyddi yn yr economi fodern lle mae pecyn taliadau sy'n seiliedig ar ganlyniadau yn gweithio'n dda iawn, ac felly i bobl sydd angen trefniadau hyblyg iawn, cyhyd â'u bod yn gallu cynhyrchu'r canlyniadau angenrheidiol, pa wahaniaeth y mae'n ei wneud ble y maent yn eu cynhyrchu, sut y cânt eu cynhyrchu neu ba drefniadau mynediad a oedd ganddynt er mwyn cynhyrchu'r canlyniadau hynny? Hoffwn gyferio at waith cyn brif weithredwr GE Aviation, La-Chun Lindsay, o ran yr hyn y gallai ddangos y gellid ei wneud hyd yn oed ar linell gynhyrchu pan edrychwch ar waith sy'n seiliedig ar allbwn i sicrhau bod amrywiaeth a chyfle o fewn y gweithlu. Credaf ei bod hi'n drueni ei bod wedi dychwelyd i America bellach, ond rwy'n dal i fod mewn cysylltiad â hi, ac fe ysgogodd hi rai arferion arloesol iawn. Felly, hoffwn orffen, Ddirprwy Lywydd, drwy ddiolch i'r pwyllgor eto am yr adroddiad cynhwysfawr hwn. Mae wedi rhoi llawer i gnoi cil arno ac mae'n rhoi darlun clir o'r problemau sy'n dal i wynebu pobl yng Nghymru, yn enwedig menywod yn y gweithle. Credaf fod y pwyllgor yn hyrwyddo cydraddoldeb yn dda, ac rwy'n gobeithio fy mod innau hefyd. Nid fy nghyfrifoldeb i yn unig yw'r portffolio hwn sydd gennyf, fodd bynnag - mae'n gyfrifoldeb ar draws y Llywodraeth. Rydym wedi derbyn y mwyafrif helaeth o argymhellion y pwyllgor, ac edrychaf ymlaen at weithio gyda fy nghyd-Aelodau yn y Cabinet a fy nghyd-aelodau o'r pwyllgor ar ddatblygu'r gwaith pwysig hwn. Diolch yn fawr.