We have a Strategic Equality Plan to make sure that we meet everybody’s needs and to help us tackle disadvantages. The plan was adopted in 2016 and will be reviewed annually.
In it the Authority outlines how it will promote equality and diversity for the next four years, some of the practical steps we will be taking to put our commitments into practice, the importance of data and how we will monitor our performance and the effectiveness of this Strategic Plan.
The plan sets out seven objectives for improvement. These are the seven things that the Council will focus on improving between 2016 and 2020.
We publish an annual report each year showing progress across all of our equalities work and our employment information.
SEP Annual Monitoring 2016-17
SEP Annual Monitoring 2015-16
In 2016 with the enactment of the Well Being and Future Generation Act we further integrated the requirements for impact assessments and created a pragmatic toolkit. The toolkit has incorporated the following legislative requirements: Equalities, Council Vision and Strategic Priorities, Welsh Language, Future Generations and Sustainable development, Risk Management, Safeguarding and other core guiding principles.
This toolkit will facilitate improved decision making, based on evidence, which considers the wider implications for the service, the council and communities of Powys. It will demonstrate that the council has shown due regard for the corporate, legislative and regulatory requirements placed upon it.
If you’d like this document in large print, Braille, Easy read or in an audio format, please contact us using the contact details on this page.
If you have any complaint regarding any equality issue (ethnic background, race, gender, age, disability, religion / belief, sexual orientation or language) Please use our Complaint form but let us know that it is in relation to an equality issue.
The council believes in creating a diverse and gender balanced workforce which reflects the residents and communities we serve.
We have a mean gender pay gap of 10.72% (average) and a median (middle) gender pay gap of 10.22 %.
We believe in job opportunities for everybody regardless of gender, and will challenge ourselves to be more inclusive as a public organisation. We want to create a truly inclusive culture and will be honest about the issues we and others face in our day to day work.
We are committed to a rigorous assessment and competency-based approach that ensures all appointments and internal promotions are made solely on the basis of merit, and are demonstrated against objective and non-discriminatory criteria.
There is still much work to do and our report highlights the degree of challenge that we face, however the council is fully committed to closing the gender pay gap.