Strategic Equality Plan Annual Report 2024-2025
Conclusion
The report reflects our commitment to promote and comply with the Equality Act 2010, including the Public Sector Equality Duty (PSED). The Council is committed to embedding the Wellbeing of Future Generations (Wales) Act 2015 into all its service delivery and activities and to meeting our duties. Equality objectives have a significant role to play across all Wellbeing goals.
The Strategic Equality Plan 2024-28 is monitored by the Strategic Equality Action Plan Group which meets quarterly. Actions under the five Equality Objectives have been reviewed and our assessment of 2024-25 performance and evidence to support this are presented with suggested improvement actions.
Under the requirements of the socio-economic duty, we have developed a strategy to reduce poverty and inequality. Delivery of the “Pembrokeshire Tackling Poverty Strategy” published in early 2024 is led by the Poverty and Inequalities working group of the Pembrokeshire Service Board. Delivery is supported by a Poverty Summit which explores local issues and solutions to combatting poverty in Pembrokeshire, a Communications and Collaborations Strategy and development of a lived experience sub-group to explore experiences of accessing support services.
A 2022 review by Audit Wales found that many public bodies are not using Equality Impact Assessments effectively and to their full potential. The Councils Integrated Impact Assessment process has been reviewed during 2024/25. A pilot of the new guidance and template process is underway to ensure that the framework is robust and will be completed in 2025/26.
The work being undertaken by the Pembrokeshire Anti-racist sub-group reconfirms our commitment and support of an Anti-racist Wales and the national agenda and work will continue into 2025/26.
Our Equality in Employment 2023-24 report provides the wider public and stakeholders with information on the Council’s employment practices. It is essential PCC maintains a balanced workforce that reflects the wider community. Encouraging diversity in age, skills and backgrounds can lead to a more dynamic and innovative workplace. It is essential PCC reflects the broader community and continues to offer equal opportunities for all applicants. Positive action in recruitment could be used to increase diversity within PCC.
It is pleasing to report a narrowing of the pay gap, the gender pay gap data for 2024-25 shows that based on median hourly pay, women in the Council earnt the same as men.