A suite of resources are being produced in preparation for the Fifth Assembly which will help Assembly Members explain their role, the difference between the National Assembly for Wales and the Welsh Government, and how the voting system works. A specific set of materials are also being developed to explain the role of the Presiding Officer. Develop and promote a cross-Wales programme of events related to promoting equality Head of Communications We meet with a range of diverse groups and ensure that equality events are always considered as part of the summer events programme. We attend Pride Cymru in Cardiff, Swansea Pride and Cardiff Multicultural Mela to reach audiences that may not otherwise have engaged with the Assembly. Each year we review the range of events that we attend across Wales to ensure that all events are considered as part of the summer event programme. Undertake monthly maintenance checks of accessible services Head of Estates and Facilities Monthly maintenance checks are still on-going and any actions taken forward as necessary. Use a checklist to ensure accessibility of venues booked across Wales Head of Policy and Legislation Committee Service, Head of Chamber and Committee Service, Head of Communications Accessibility remains a priority when booking external venues and a checklist is used to ensure all considerations are taken into account before booking a venue. Outreach and Events Teams consult with the Equality Team for advice when necessary and use a local access group to provide additional advice when necessary. Promote relevant debates to representative groups Head of Communications The Outreach team regularly emails their contacts with information on upcoming debates on topics of interest, some of which will have taken part in committee consultations. Examples include: Sharing a consultation exercise on the Environment (Wales) Bill with those who contributed to the Environment and Sustainability Committee Inquiry into Recycling in Wales; Sharing a consultation exercise on the Inquiry into Alcohol and Substance Misuse with those who contributed to the Health and Social Care Committee Inquiry into New
Priority Objective Two: Assembly Commission as an Equality of Opportunity Employer Actions for 2015-2016 Actions Lead responsibility Update - March 2016 Produce data to demonstrate gender split by service area for next reporting period. Head of HR This now routinely occurs as part of capacity planning rounds. Consider how new HR / Payroll system could be used to capture equal pay data on internal promotions and how many new starters start on minimum pay point. Head of HR and Equality Team Work is still ongoing to identify how best to approach this using our system. Increase the completion rate of equalities data form within the recruitment application process in order to develop greater insight into recruitment activity. Head of HR From the Fifth Assembly, both internal and external candidates applying for our jobs will be required as part of the application process to submit a completed equality monitoring form. Applications will not be considered without submission of this form. Candidates will be given the option ‘prefer not to say’ and anticipate higher rates of disclosure of equality data as a result. Explore how new HR / IT Payroll system could be used to report separately on internal and external recruitment, alongside other useful data sets. Head of HR New databases have been designed to report separately on this and will be operational later in 2016. Re-brand our recruitment webpages and publicise the support available to staff (e.g. staff networks, workplace policies) to encourage applications. Head of HR with support from Equality Team New web copy has been prepared in preparation for the Fifth Assembly which includes information about our staff networks, staff testimonials, benefits of working and the Assembly and our inclusive workplace policies. Liaise with representative bodies to promote jobs Head of HR This area of work has been subsumed into the workstream of HR Recruitment Team (see update below on BME Action Plan). Encourage more staff, including Head of HR Staff are able to amend their personal data via our HR self-service
Total FTE Salary Male Female % Difference Full-time (FT) Part-time (PT) Full-time (FT) Part-time (PT) Male PT vs Male FT Female PT vs Female FT Female PT vs Male FT Mean £35,096 £28,351 £35,282 £35,873 -19.2% 1.7% 2.2% Median £29,475 £25,103 £32,567 £36,092 -14.8% 10.8% 22.4% Count 197 18 171 60 Source: HR/Payroll IT System Analysis: Similarly to the last reporting period, part-time women earn more than full-time men – this again is due to the prevalence of men in the Security Team on TS pay band and the prevalence of women translators in the higher pay bands. Last year Female PT versus Male FT difference in total median pay was 31.1%, so the gap has closed in the last year. Age Analysis Table 8: Analysis By Age Group Age group Mean Basic FTE Salary Mean Total FTE Salary Median Basic FTE Salary Median Total FTE Salary Count Under 21 £17,410 £17,410 £17,410 £17,410 3 21-25 £20,212 £20,609 £18,947 £19,766 36 26-30 £26,606 £27,143 £27,531 £27,531 50 31-35 £32,487 £32,991 £31,031 £31,799 94 36-40 £37,915 £38,579 £36,092 £37,897 83 41-45 £40,112 £41,415 £36,092 £39,213 48 46-50 £38,894 £39,965 £36,092 £36,092 45 51-55 £41,641 £42,294 £36,092 £36,898 39 56-60 £41,341 £41,665 £27,531 £27,531 31