English: I welcome the report, Dirprwy Lywydd, and agree with almost all of it, but I would at this point strike a note of discord with Jane Hutt, not on the last thing she said - I absolutely agree with what she said about shared parental leave and the low take-up - but on recommendation 3. Before I go into that, I'd like to just note the introduction - paragraph 1, page 15: 'Having children has a life-long effect on women's employment rates, career opportunities and income. A startling proportion of women either do not go back to work after having children, or return to lower paid, part-time jobs to fit around childcare.' Absolutely. It's certainly the case and it's definitely, starkly, borne out by the evidence and the fact that the same is not felt by fathers. But I would add to that that fathers - and I think that John Griffiths has recognised that - because of the gendered assumptions about childcare, have a different kind of pressure in their lives and that is to leave their children to go to work and provide an income that is reduced as a result of having children, and I felt that myself. I still feel it myself - I'm the father of two small children. And with regard to recommendation 3, let me say that if I was in a position to be offered a place in Government, I would not take it. I would not be able to accept a position in Government, in this Assembly term, and there are no members of the Labour leadership campaign here to say, 'Well, we wouldn't offer it to him anyway'. But if I want to play a part in my children's lives, I have to make that sacrifice. So, I'm recognising that sacrifice, but if I look at recommendation 3, I cannot see how a job share for Ministers would work, in that it isn't a job in the conventional sense. And the same goes for Members of the National Assembly. With responsible Government and with stable Government, I think you are able to work flexibly within your roles and I don't see how it would be publicly acceptable then to job share at election time. But I know that Members in this Chamber have a different view. The reason I mention my own personal position is because I'm saying that from a point of experience, I think. With regard to recommendation 6 - all teaching posts to be advertised as flexible working - the Government has accepted it, but actually they say, 'Well, it's actually down to governing bodies'. I'd like some clarity where they say: 'It will be imperative that the review of teachers' pay and conditions takes full account of the flexibilities required to support the range of working patterns that schools require.' I'd like to know what that means. I assume it means flexibility in the provision of pay, but I'd like more information there. It's good to see that recommendation 8 builds on the foundational economy and talks about the foundational economy and the gender imbalances there. It's nice to see the dialogue on the foundational economy being taken into committees beyond those of which Members who advocate the foundational economy are Members. Recommendation 16 urges Government to review the current availability and cost of wraparound care. I've had many conversations with the Minister with regard to the childcare offer and know that the Government is focusing on getting this right. Again, from personal experience, I've seen it happen and I think that co-location of foundation phase childcare, both in school and by care providers, needs to be identified and needs to be part of the principles of what the Government is doing. Recommendation 30 urges the Welsh Government to create source of advice for all matters relating to parenting and employment, with particular support tailored to SMEs. Well, Members will know that I've talked at length of my experience with SMEs, particularly through my research, and I talked to an owner-manager on one occasion, and he said, 'Yes, my staff, they'd certainly work flexibly. My accountant, not only does he do the accounts, he also cleans the toilets.' And from that point of view, this understanding of flexible working is not fully understood in all of the private sector communities that we've talked about. Flexible working must be for the benefit of the worker, not the employer. That is not understood. We talk about flexible working and, immediately, employers think 'skills flexibility'. That's not what it is; it's 'hours flexibility', and that needs to be clearly understood. From my point of view, I recognise - and I've been interested in this for a long time as a university teacher - that the nine-to-five desk job is becoming increasingly obsolete, and flexible jobs are what we need, not least with the problems of public transport. In my office, I encourage flexible working. So, my staff are encouraged to work flexibly and to work as flexibly as possible. They don't have to be in on a day when they're not required to be in, they can work from home as much as possible, and they are encouraged to pursue professional development outside of work, but professional development that they desire to see. I think we can all, as Assembly Members, take this report to heart and use it as an example in the way we employ our staff as well and enable them to work flexibly. So, with one very small caveat, I support this report.
Welsh: Rwy'n croesawu'r adroddiad, Ddirprwy Lywydd, ac yn cytuno â'r cyfan ohono bron, ond ar y pwynt hwn buaswn yn anghytuno rhywfaint â Jane Hutt, nid ar y peth diwethaf a dywedodd - rwy'n cytuno'n llwyr â'r hyn a ddywedodd am absenoldeb rhiant a rennir a'r lefelau isel o ddefnydd ohono - ond ar argymhelliad 3. Cyn i mi ymhelaethu ar hynny, hoffwn nodi'r cyflwyniad - paragraff 1, tudalen 15: 'Mae cael plant yn cael effaith gydol oes ar gyfraddau cyflogaeth menywod, eu cyfleoedd gyrfa a'u hincwm. Nid yw cyfran syfrdanol o fenywod yn mynd yn ôl i'r gwaith ar ôl cael plant, neu maent yn dychwelyd i swyddi rhan-amser am dâl is sy'n cyd-fynd â gofal plant.' Yn hollol. Mae'n sicr yn wir, ac mae'r dystiolaeth yn ei ategu'n bendant ac yn eglur, a'r ffaith na theimlir yr un peth gan dadau. Ond hoffwn ychwanegu at hynny, oherwydd rhagdybiaethau'n ymwneud â'r rhywiau mewn perthynas â gofal plant, fod gan dadau - a chredaf fod John Griffiths wedi cydnabod hynny - fath gwahanol o bwysau yn eu bywydau sef gadael eu plant i fynd i weithio a darparu incwm sy'n llai o ganlyniad i gael plant, ac roeddwn yn teimlo hynny fy hun. Rwy'n dal i'w deimlo - rwy'n dad i ddau o blant bach. Ac o ran argymhelliad 3, gadewch imi ddweud pe bawn i mewn sefyllfa i gael cynnig lle yn y Llywodraeth, ni fuaswn yn ei dderbyn. Ni fuaswn yn gallu derbyn swydd yn y Llywodraeth yn y tymor Cynulliad hwn, ac nid oes unrhyw aelodau o ymgyrch arweinyddiaeth Llafur yma i ddweud, 'Wel, ni fyddem yn cynnig un iddo beth bynnag'. Ond os wyf fi eisiau chwarae rhan ym mywydau fy mhlant, rhaid i mi i wneud yr aberth hwnnw. Felly, rwy'n cydnabod yr aberth hwnnw, ond os edrychaf ar argymhelliad 3, ni allaf weld sut y byddai rhannu swyddi'n gweithio i Weinidogion, yn yr ystyr nad yw'n swydd yn yr ystyr gonfensiynol. Ac mae'r un peth yn wir am Aelodau o'r Cynulliad Cenedlaethol. Gyda Llywodraeth gyfrifol a Llywodraeth sefydlog, credaf y gallwch weithio'n hyblyg o fewn eich rolau ac nid wyf yn gweld sut y byddai'n dderbyniol i'r cyhoedd weld rhannu swyddi ar adeg etholiad. Ond gwn fod gan Aelodau yn y Siambr farn wahanol. Y rheswm pam rwy'n sôn am fy sefyllfa bersonol yw oherwydd fy mod yn dweud hynny o brofiad, rwy'n credu. O ran argymhelliad 6 - pob swydd addysgu i gael ei hysbysebu fel swydd hyblyg - mae'r Llywodraeth wedi derbyn hynny, ond mewn gwirionedd maent yn dweud, 'Wel, mewn gwirionedd mater i gyrff llywodraethu ydyw'. Hoffwn rywfaint o eglurder lle maent yn dweud: 'Bydd yn hanfodol bod yr adolygiad o dâl ac amodau athrawon yn ystyried yn llawn yr hyblygrwydd sydd ei angen i gynnal yr amrywiaeth o batrymau gwaith sydd ei angen ar ysgolion.' Hoffwn wybod beth y mae hynny'n ei olygu. Rwy'n cymryd ei fod yn golygu hyblygrwydd o ran darparu cyflog, ond hoffwn fwy o wybodaeth am hynny. Mae'n dda gweld bod argymhelliad 8 yn adeiladu ar yr economi sylfaenol ac yn sôn am yr economi sylfaenol a'r anghydbwysedd rhwng y rhywiau yno. Mae'n braf gweld y ddeialog ar yr economi sylfaenol yn cael ei hystyried mewn pwyllgorau y tu hwnt i'r rhai y mae'r Aelodau sy'n hyrwyddo'r economi sylfaenol yn aelodau ohonynt. Mae argymhelliad 16 yn annog y Llywodraeth i adolygu argaeledd presennol a chost gofal cofleidiol. Rydym wedi cael llawer o sgyrsiau gyda'r Gweinidog mewn perthynas â'r cynnig gofal plant, ac yn gwybod bod y Llywodraeth yn canolbwyntio ar gael hyn yn gywir. Unwaith eto, o brofiad personol, rwyf wedi'i weld yn digwydd ac rwy'n credu bod angen i gyd-leoli gofal plant y cyfnod sylfaen, mewn ysgolion a chan ddarparwyr gofal, gael ei nodi a bod yn rhan o egwyddorion yr hyn y mae'r Llywodraeth yn ei wneud. Mae argymhelliad 30 yn annog Llywodraeth Cymru i greu ffynhonnell o gyngor ar gyfer yr holl faterion sy'n ymwneud â rhianta a chyflogaeth, gyda chymorth penodol wedi'i deilwra ar gyfer busnesau bach a chanolig. Wel, bydd yr Aelodau'n gwybod fy mod wedi siarad llawer am fy mhrofiad gyda busnesau bach a chanolig, yn enwedig drwy fy ymchwil, a bûm yn siarad â rheolwr-berchennog ar un achlysur, a ddywedodd, 'Byddai fy staff yn bendant yn gweithio'n hyblyg. Nid gwneud y cyfrifon yn unig y mae fy nghyfrifydd, ef hefyd sy'n glanhau'r toiledau.' Ac o ran hynny, nid yw gweithio hyblyg wedi ei ddeall yn llawn ym mhob un o'r cymunedau sector preifat yr ydym wedi sôn amdanynt. Rhaid i weithio hyblyg fod er budd y gweithiwr, nid y cyflogwr. Nid yw hynny wedi'i ddeall. Rydym yn sôn am weithio hyblyg ac ar unwaith, mae cyflogwyr yn meddwl 'hyblygrwydd o ran sgiliau'. Nid dyna ydyw; 'hyblygrwydd o ran oriau' ydyw, ac mae angen i hynny gael ei ddeall yn iawn. O'm rhan i, rwy'n cydnabod - ac rwyf wedi bod â diddordeb yn hyn ers amser maith fel athro mewn prifysgol - fod swydd naw tan bump y tu ôl i ddesg yn dod yn rhywbeth mwyfwy prin, a swyddi hyblyg sydd eu hangen arnom, nid yn lleiaf oherwydd problemau gyda thrafnidiaeth gyhoeddus. Yn fy swyddfa, rwy'n annog gweithio hyblyg. Felly, caiff fy staff eu hannog i weithio'n hyblyg ac i weithio mor hyblyg â phosibl. Nid oes raid iddynt fod i mewn ar ddiwrnod pan nad yw'n ofynnol iddynt fod i mewn, gallant weithio o adref cymaint ag y bo modd, a chânt eu hannog i fynd ar drywydd datblygiad proffesiynol y tu allan i'r gwaith, ond datblygiad proffesiynol y maent yn eu dymuno ei weld. Credaf y gall pawb ohonom, fel Aelodau Cynulliad, roi ystyriaeth ddifrifol i'r adroddiad hwn a'i ddefnyddio fel esiampl yn y ffordd y cyflogwn ein staff a'u galluogi i weithio'n hyblyg. Felly, gydag un cafeat bach iawn, rwy'n cefnogi'r adroddiad hwn.