English: Can I thank the Member for those warm words of support for Pride at the end of his contribution there, and also very much welcome the supportive comments around what we're trying to do in the LGBTQ+ action plan? I'd be more than happy, as we develop the plan, to discuss certain elements that the Member might have a specific interest in. As we do that over the coming weeks and months, I'm more than happy to do that, and I think it's really important that, in this place here, in this Chamber, we do take a very different tone and a very different approach than perhaps elsewhere in terms of standing together to do the right thing. If I just touch on a couple of specific points you made, Altaf, in that contribution, you're right to highlight the very real challenges that the LGBTQ+ community face in terms of challenges with mental health, isolation. It can stem from a variety of things. We know that it has been exacerbated, perhaps, during the pandemic for people who may have had to remain living with people who they were maybe not out to, who they were not able to be themselves with, or perhaps in an environment that was less than friendly towards them. So, we have done - . As well as what's outlined in the action plan, there is a piece of work that we've been doing to look at the impact of COVID-19 on the LGBTQ+ community particularly. So, it's hoped that can feed into the broader work of the action plan. But I think you make a really valid point, which I'm sure our officials and our experts are already taking forward, in terms of actually making sure people know where the support and resources are and that, if they don't feel able to, they don't have to put their hand up and declare who they are if they don't feel comfortable at that point in life in doing it to be able to access certain services. So, I think there's a really, really important and valid point there. On LGBTQ+ friendly and inclusive workplaces, I think, absolutely, we spend so much of our time and our life at work, in a workplace, and I know from my own personal experience that, at the point when I was able to be out and be myself at work, I suddenly was not just happier at work, but I was probably more productive; I wanted to be there. And I think when you're in that situation sometimes where you don't feel that you can be yourself, you expend so much energy on that, rather than energy on more positive things, things that you could focus on. So, that's a really important strand of what we're doing. You talk about a homogenous approach, and I recognise what you say, that one size doesn't fit all, but I think it's about having that parity and equality of support and resource for workplaces, whether they be in the public or private sector - and the voluntary sector, of course. And we know that there are really good examples of best practice. We see it in those major organisations, businesses, in Wales who are recognised for their networks and their inclusivity. And we also know that, within the trade union movement, there are a lot of good equality courses there and support for members, and that's another way to facilitate and to disseminate that information within the workplace. So, I think what we mean is making sure that we get that better practice and make sure that it's shared and everybody has the opportunity to access that support and to have that support at work as well. And, of course, it's central - when we talk about being a nation of fair work, of course, equality in the workplace and being able to be yourself at work is a key part of that in terms of your well-being at work as well.
Welsh: A gaf i ddiolch i'r Aelod am y geiriau cynnes hynny o gefnogaeth i Pride ar ddiwedd ei gyfraniad yn y fan yna, a hefyd croesawu'n fawr y sylwadau cefnogol am yr hyn yr ydym yn ceisio'i wneud yn y cynllun gweithredu LHDTC+? Byddwn yn fwy na bodlon, wrth i ni ddatblygu'r cynllun, i drafod elfennau penodol y gallai fod gan yr Aelod ddiddordeb penodol ynddyn nhw. Wrth i ni wneud hynny dros yr wythnosau a'r misoedd nesaf, rwyf yn fwy na pharod i wneud hynny, ac rwy'n credu ei bod yn bwysig iawn, yn y lle hwn yn y fan yma, yn y Siambr hon, ein bod ni yn defnyddio naws wahanol iawn ac ymagwedd wahanol iawn nag mewn mannau eraill efallai o ran sefyll gyda'n gilydd i wneud y peth iawn. Gwnaf i sôn rhywfaint am rai o'r pwyntiau penodol a wnaethoch, Altaf, yn y cyfraniad hwnnw. Rydych chi'n iawn i dynnu sylw at yr heriau gwirioneddol y mae'r gymuned LHDTC+ yn eu hwynebu o ran heriau iechyd meddwl, unigedd. Gall ddeillio o amrywiaeth o bethau. Rydym yn gwybod ei fod wedi ei waethygu, efallai, yn ystod y pandemig i bobl a allai fod wedi gorfod parhau i fyw gyda phobl nad oedden nhw efallai wedi dod allan iddyn nhw, nad oedden nhw'n gallu bod yn nhw eu hunain gyda nhw, neu efallai mewn amgylchedd a oedd yn llai na chyfeillgar tuag atyn nhw. Felly, rydym ni wedi gwneud - . Yn ogystal â'r hyn sydd wedi ei amlinellu yn y cynllun gweithredu, mae darn o waith rydym wedi bod yn ei wneud i edrych ar effaith COVID-19 ar y gymuned LHDTC+ yn arbennig. Felly, y gobaith yw y gall hynny fwydo i mewn i waith ehangach y cynllun gweithredu. Ond rwy'n credu eich bod yn gwneud pwynt dilys iawn, ac rwy'n siŵr bod ein swyddogion a'n harbenigwyr eisoes yn bwrw ymlaen, o ran sicrhau mewn gwirionedd fod pobl yn gwybod ble mae'r cymorth a'r adnoddau ac, os nad ydyn nhw'n teimlo eu bod yn gallu gwneud hynny, nid oes rhaid iddyn nhw roi eu llaw i fyny a datgan pwy ydyn nhw os nad ydyn nhw'n teimlo'n gyfforddus ar yr adeg honno yn eu bywyd i wneud hynny i allu cael mynediad at wasanaethau penodol. Felly, rwy'n credu bod pwynt gwirioneddol bwysig a dilys yno. O ran gweithleoedd cyfeillgar a chynhwysol i bobl LHDTC+, rwy'n meddwl, yn hollol, ein bod yn treulio cymaint o'n hamser a'n bywyd yn y gwaith, mewn gweithle, ac rwy'n gwybod o fy mhrofiad personol fy hun, ar yr adeg pan oeddwn i'n gallu bod allan a bod fy hun yn y gwaith, nad oeddwn i ddim ond yn hapusach yn y gwaith yn sydyn, ond mae'n debyg fy mod i'n fwy cynhyrchiol; roeddwn i eisiau bod yno. Ac rwy'n meddwl pan fyddwch chi yn y sefyllfa honno weithiau pan nad ydych chi'n teimlo y gallwch chi fod eich hun, rydych chi'n gwario cymaint o egni ar hynny, yn hytrach nag egni ar bethau mwy cadarnhaol, pethau y gallech chi ganolbwyntio arnyn nhw. Felly, mae hynny'n elfen bwysig iawn o'r hyn yr ydym yn ei wneud. Rydych chi'n sôn am ddull gweithredu homogenaidd, ac rwy'n cydnabod yr hyn yr ydych yn ei ddweud, nad yw un ateb yn addas i bawb, ond rwy'n credu ei fod yn ymwneud â chael y tegwch hwnnw a chefnogaeth ac adnoddau cyfartal i weithleoedd, boed yn y sector cyhoeddus neu'r sector preifat - a'r sector gwirfoddol, wrth gwrs. Ac rydym yn gwybod bod enghreifftiau da iawn o arfer gorau. Rydym yn eu gweld yn y sefydliadau, busnesau mawr hynny yng Nghymru sy'n cael eu cydnabod am eu rhwydweithiau a'u cynwysoldeb. Ac rydym yn gwybod hefyd, o fewn y mudiad undebau llafur, fod llawer o gyrsiau cydraddoldeb da ar gael a chefnogaeth i aelodau, ac mae hynny'n ffordd arall o hwyluso a lledaenu'r wybodaeth honno yn y gweithle. Felly, rwy'n credu mai'r hyn yr ydym yn ei olygu yw sicrhau ein bod yn cael yr arfer gwell hwnnw a sicrhau ei fod yn cael ei rannu a bod pawb yn cael cyfle i gael gafael ar y cymorth hwnnw a chael y cymorth hwnnw yn y gwaith hefyd. Ac, wrth gwrs, mae'n ganolog - pan fyddwn yn sôn am fod yn genedl o waith teg, wrth gwrs, mae cydraddoldeb yn y gweithle a gallu bod eich hun yn y gwaith yn rhan allweddol o hynny o ran eich lles yn y gwaith hefyd.