Equalities
Equality in Employment Report 2025 – 2026
The purpose of the report is to give the wider public and stakeholders information on PCC’s employment practices. It also allows the Council to establish how it is meeting its employment objectives in its Strategic Equality Action Plan.
Equality in Employment Report 2025 – 2026
Strategic Equality Plan Annual Report 2024-2025
The Strategic Equality Plan (SEP) 2024-28 describes how we aim to continue our commitment to equality and how we will meet legal obligations contained within the Equality Act 2010. Within the Act, public bodies have an additional responsibility to meet the Public Sector Equality Duty through general and specific duties.
This annual report details how Pembrokeshire County Council has progressed against the Strategic Equality Plan 2024-28 objectives during the reporting period 01 April 2024 – 31 March 2025.
Previous Strategic Equality Plan annual reports have been reported within the Councils Annual Self-Assessment reporting, which has included the 2022-23 and 2023-24 annual reports. Under the Local Government and Elections (Wales) Act we have a duty to report annually on performance through a process of self-assessment. Self-assessment is an evidence-based analysis, which draws on a range of internal and external sources of information to help us to understand how we are meeting performance requirements. We ask 3 key questions to assess performance as part of this framework:
- How well are we doing?
- How do we know?
- What can we do better and how?
This report incorporates the self-assessment framework that is used to detail progress against our Corporate Strategy 2025-30, which is approved by Council each autumn. The framework is used to report on Equalities performance in general and in relation to Poverty within this report. An update relating to the progress with the Anti-Racist Pembrokeshire County Council Action Plan Notice of Motion (NOM) is also provided and Equality in Employment data.
Strategic Equality Plan 2020 - 24
For further information contact
Kay Codd
Corporate Research & Policy Officer
Pembrokeshire County Council
Integrated Impact Assessment
We have developed a tool to assess the impact of proposed strategies and policies on equality and diversity issues, sustainable development, the Welsh language and health and wellbeing (including child poverty).
The Integrated Impact Assessment (IIA) tool is applied to all our strategic policy and practice decisions and ensures we fulfil our obligations concerning:
- equality and diversity,
- sustainable development,
- the Welsh language, and
- health and wellbeing issues
The IIA should be completed as early as possible during the policy development process. It asks the lead officer responsible for the policy or practice being assessed a series of questions relating to each of the themes set out above. The officer is asked to consider whether the policy or practice concerned will have a positive, negative or neutral impact.
Where a negative impact is anticipated the IIA requests further information regarding the steps that have been taken to mitigate the effects.
What are we trying to achieve and why is it important?
It is important that the things we do improve equality and diversity, sustainable development, use of the Welsh language, and health and wellbeing. It is also important that any negative impacts are minimised. It is possible to carry out separate impact assessments for sustainable development, use of the Welsh language, and health and wellbeing but we recognise that an integrated approach is more effective. Combining the various assessments will not only take less time, but it will also ensure that negative and positive impacts are not viewed in isolation because often they are interrelated. Consistent use of the tool will improve quality of life in Pembrokeshire.
Integrated Impact Assessments are published as part of the papers for the relevant decision-making committee (i.e. Cabinet and Council).
Dan Shaw
Corporate Planning Manager
01437 775857
Race Council Cymru’s Zero Tolerance to Racism in Wales Campaign
Pembrokeshire County Council Statement of Intent
Pembrokeshire County Council welcomes the breadth and diversity of tradition, belief and culture of the community.
It seeks to create, maintain and promote a community in which each parson is treated fairly and equally irrespective of race.
Pembrokeshire County Council confirms its commitment to a policy of equal opportunities in employment and service delivery.
Individuals will be selected and treated on the basis of their relevant merits and abilities and will be given fair and equal opportunities within the Pembrokeshire County Council.
Equally, we confirm our commitment to treating all staff, clients, customers and service users in accordance with this policy.
Pembrokeshire County Council commits to adhere to the Equality Act 2010 and provide fair and equitable services to people from all race and other protected characteristic backgrounds.
The aim of the policy is to ensure that no job applicant or user' visitor/ guest receives less favourable treatment on any grounds, which are not relevant to good employment practice. We are committed to a programme of action to make this policy fully effective.
Pembrokeshire County Council Policy Statement
Pembrokeshire County Council commits to promoting a zero tolerance to racism throughout the Pembrokeshire County Council, this means that:
- We will take a stand against racism and promote a more inclusive and equal society for all
- We will not tolerate racial prejudice, discrimination, harassment, victimisation, abuse, or violence against any individual
- We will stand in solidarity, come together, and say no to racism, in all its forms
- We will promote good race relations between people from diverse ethnic backgrounds in Pembrokeshire County Council
- We will promote equal and fair opportunities for people from diverse ethnic backgrounds to attain promotion
- We will eliminate unlawful race discrimination, harassment, victimisation and abuse
Pembrokeshire County Council Responsibility
All persons at all levels have certain responsibilities. Good relations and practice and the achievement of an inclusive community depend on all members of Pembrokeshire County Council treating their fellow members/ users/ visitors with respect and dignity. Therefore, all persons are expected to:
- Co-operate with measures to advance equality and diversity and to eliminate unlawful discrimination.
- Treat all members of staff in a fair and non-discriminatory manner, respecting differences.
- Not discriminating where such members might have power over others.
- Not inciting or attempt to induce others to behave in discriminatory ways.
- Not victimising or attempt to victimise anyone who has made complaints of discrimination, harassment, victimisation or abuse or who has provided information on discrimination.
- Eliminate harassment abuse or intimidation of others on the grounds of race or ethnicity for example in attempts to discourage them from applying for vacancies or volunteering opportunities within the Pembrokeshire County Council.
- Inform an appropriate person if a form of discrimination, harassment or victimisation is taking place
- Take appropriate action where they are informed that an act or acts of discrimination, harassment or victimisation have occurred
Monitoring
It is Pembrokeshire County Council policy to monitor equality and diversity across all aspects of its activity. This includes.
- The admission and recruitment of staff, volunteers, members, users and visitors.
- The number and nature of complaints, grievances and disciplinary actions.
- The resignations and withdrawal rates of staff, clients, customers and/ or service users
Monitoring in this way will reveal whether particular groups experience disadvantage and whether they receive fair and equitable treatment in relation to either their employment or their use of Pembrokeshire County Council. Where unfair practices are discovered through the monitoring process, necessary action will be taken to remedy the disadvantage.
Why Do We Ask Equality and Welsh Language Questions?
When we propose a change in or development of a policy or service we are required to complete an Integrated Impact Assessment (IIA). This is in order to show that we have taken the potential impact on those who share protected characteristics, those on a low income and on the Welsh-language into account. The Integrated Impact Assessment also requires us to describe what steps we will take to lessen any anticipated negative impacts and identify and enhance any potential positive impacts.
We ask questions about protected characteristics, household income and Welsh-language in order to help us gather evidence on which to base our IIAs. Where we gather information via the Have Your Say section on our website, we will do so in accordance with our
We have developed a standard set of questions, which we encourage all departments within the Council to use. This is to help ensure that we have a consistent approach across the organisation.
Equality and Protected Characteristic - Standard Questions
The nine characteristics, protected under the Equality Act 2011 are:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion and belief
- Sex
- Sexual orientation
We often also include a standard question on caring responsibilities, as this helps us to gain a broader understanding in relation to disability.
Age
Are you? (please tick only one)
- Aged 16 or under
- Aged 17 - 24
- Aged 25 - 64
- Aged 65 - 74
- Aged 75 or over
- Prefer not to say
Pregnancy and maternity/paternity
Please indicate if any of the following apply to you (please tick all that apply)
- I am expecting a baby
- I have had a baby in the last six months
- I am currently on maternity / paternity / shared parental leave
- None of these
- Prefer not to say
Sex
How would you describe yourself? (please tick only one)
- Male
- Female
- Prefer another term (please specify)
- Prefer not to say
Disability
Do you consider yourself to be disabled? (please tick only one)
- Yes
- No
- Prefer not to say
Gender reassignment
Is your present gender the same as the one assigned to you at birth? (please tick only one)
- Yes
- No
- Prefer not to say
Caring responsibilities
Do you provide regular, unpaid, substantial care for a relative, friend or neighbour who is unable to manage at home without help because of sickness, age or disability? (please tick only one)
- Yes
- No
- Prefer not to say
Sexual orientation
What is your sexual orientation (please tick only one)
- Heterosexual/straight
- Gay man
- Gay women/lesbian
- Bisexual
- Other (please specify)
- Prefer not to say
Ethnicity
What is your ethnic group? (please tick only one)
- White
- Roma, Gypsy or Irish Traveller
- Mixed / multiple ethnic groups
- Asian
- Black / African / Caribbean
- Prefer not to say
- Any other ethnic group (please specify)
National Identity
How would you describe your national identity? (please tick only one)
- Welsh
- Scottish
- British
- English
- Northern Irish
- Irish
- Other (please specify)
- Prefer not to say
Marriage and civil partnership
Are you? (please tick only one)
- Single
- Married
- In a Civil Partnership
- Divorced/separated
- Widowed
- Prefer not to say
Religion
What is your religion? (please tick only one)
- No religion
- Christian (all denominations)
- Buddhist
- Hindu
- Jewish
- Muslim
- Sikh
- Any other religion (please specify)
- Prefer not to say
Household Income
Do you have a low net household income? (e.g. you are entitled to benefits, free school meals etc)
- Yes
- No
- Prefer not to say
Armed Forces
Are you a member of the Armed Forces Community? (Veteran, Reservist, Cadet Force, Adult Volunteer (CFAV) or a family member of somone in the Armed Forces?)
- Yes
- No
- Prefer not to say
Welsh Language
Are you able to speak more than a few words in Welsh?
- Yes
- No
- Prefer not to say
Impacts on the Welsh Language - Formal Consultations
In order for us to assess likely impacts on the Welsh language, when we undertake formal consultations, we will also ask:
What effects do you feel the proposal(s) would have on
- opportunities for persons to use the Welsh language
- treating the Welsh language no less favourably than the English language
How could the proposal(s) be formulated or revised so as to have positive effects (or increased positive effects) on
- opportunities for persons to use the Welsh language
- treating the Welsh language no less favourably than the English language
For further information please contact:
Kay Codd
Corporate Research & Policy Officer
policy@pembrokeshire.gov.uk
Equalities
Under the public sector equality duty, which came into force in April 2011, public sector bodies must have due regard to the following when exercising their duties:
- Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
- Advance equality of opportunity between people who share a protected characteristic and those who do not
- Foster good relations between people who share a protected characteristic and those who do not
Protected characteristics are: age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation.
In Wales, there are also a number of additional duties which include having a Strategic Equality Plan in place; engaging with those in protected characteristic groups; developing and publishing equality impact assessments, and providing employment statistics.
In addition, from April 2021, the Welsh Government will enact the socio-economic part of the Wales-specific duties. This means that, when making strategic decisions, the Council must consider how its decisions might help reduce inequalities associated with socio-economic disadvantage.
For further information please contact:-
Dan Shaw
Corporate Planning Manager
dan.shaw@pembrokeshire.gov.uk
01437 775857