English: You're absolutely right, we wouldn't want to create a situation that had unintended consequences, ether for workers' progression or for the gender of those of those feeling that they are comfortable taking up the opportunity of flexible working. Now, we do have some figures that tell us that - . Our latest diversity and inclusion annual report shows that 20 per cent of staff have formal arrangements. And that's the formal arrangements to work part time. And of those, it's 30 per cent of women and 10 per cent of men, across all grades, whatever those are. Fourteen per cent of our top three grades - that's executive bands 2 and 1 and the senior staff - also have formal agreements to work part time. It is spread across all other grades as well. What we don't have, and I think we need to put our hand up here, is the information on the informal agreements, because there are a number of informal agreements that people accept through their line managers, and we don't keep the information on that, which would add to this picture that I've just described. So, I'm quite happy to take this back to the Commission on your behalf and see if we can incorporate more cohesively and comprehensively the data that you require. There is no suggestion at all - for anybody who is accepting flexible working, however that is, whether it's part-time working, working at home or compressed hours - that that is actually affecting their status within the organisation. But, again, without fully gathering all of that information, we can't be 100 per cent certain, and I think that's where we would like to be. I thank you for your question.
Welsh: Rydych yn hollol gywir, ni fyddem yn dymuno creu sefyllfa a fyddai'n arwain at ganlyniadau anfwriadol, naill ai o ran gallu gweithwyr i gamu ymlaen yn eu gyrfa neu o ran rhywedd y rheini sy'n teimlo eu bod yn gyfforddus yn manteisio ar y cyfle i weithio'n hyblyg. Nawr, mae gennym rai ffigurau sy'n dweud wrthym - . Mae ein hadroddiad blynyddol diweddaraf ar amrywiaeth a chynhwysiant yn dangos bod gan 20 y cant o staff drefniadau ffurfiol. A threfniadau ffurfiol i weithio'n rhan-amser yw'r rheini. Ac o'r rheini, mae'n 30 y cant o fenywod a 10 y cant o ddynion, ar draws pob gradd, beth bynnag yw'r rheini. Mae gan 14 y cant o'n tair gradd uchaf - sef band gweithredol 2 ac 1 a'r staff uwch - gytundebau ffurfiol i weithio'n rhan-amser hefyd. Mae wedi'i wasgaru ar draws pob gradd arall yn ogystal. Yr hyn nad oes gennym, a chredaf fod angen i ni syrthio ar ein bai yn y fan hon, yw'r wybodaeth ar y cytundebau anffurfiol, oherwydd mae nifer o gytundebau anffurfiol y mae pobl yn eu derbyn drwy eu rheolwyr llinell, ac nid ydym yn cadw'r wybodaeth ar hynny, a fyddai'n ychwanegu at y darlun rwyf newydd ei ddisgrifio. Felly, rwy'n ddigon hapus i fynd â hyn yn ôl at Comisiwn ar eich rhan a gweld a allwn ymgorffori'r data sydd ei angen arnoch mewn ffordd fwy cydlynol a chynhwysfawr. Nid oes unrhyw awgrym o gwbl - i unrhyw un sy'n derbyn gweithio hyblyg, ym mha fodd bynnag, boed yn weithio rhan-amser, gweithio gartref neu weithio oriau cywasgedig - fod hynny'n effeithio ar eu statws o fewn y sefydliad mewn gwirionedd. Ond unwaith eto, heb gasglu'r holl wybodaeth honno, ni allwn fod 100 y cant yn sicr, a chredaf mai dyna lle yr hoffem fod. Diolch i chi am eich cwestiwn.