Equality, diversity and inclusion

We are developing an organisation where all our visitors, service users and employees are treated fairly, with respect and not put at a disadvantage by any of the following protected characteristics:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

Equality, diversity and inclusion project 2021

We are currently running engagement events until April 5 through our partner Diverse Cymru and are keen to hear from a diverse range of people from different backgrounds

See further details and register to attend these engagement events
Fill in the online questionnaire

For alternative formats to the questionnaire see the Diverse Cymru website.

This engagement is your chance to tell us:

  • anything you think we do well in relation to equality, diversity and inclusion
  • what you think we should do to improve equality, diversity and inclusion in all our work
  • what you think we should do to recruit, support, retain and promote more diverse staff
  • how we can engage you, diverse people and communities more

The engagement events and questionnaire are for you if you:

  • have been in contact with us in the past
  • have used our services
  • are a customer of ours
  • belong to a community group

This work will help inform the development of an action plan for the organisation for 2021 to 2024, setting out practical actions to make us more inclusive, diverse and to support equality.

Read our strategic equality objectives

Equality Annual Report

Our Equality Annual Report demonstrates the work we have undertaken to drive forward the equality agenda. The report outlines the different activity progressed over the previous year, our next steps and a summary of our workforce profile.

View the Equality, diversity and inclusion annual report 2019-20
View the Equality, diversity and inclusion annual report 2020 - 2021

Equality Impact Assessments

Equality Impact Assessments support the delivery of our aims and values and is systematic and promotes evidence based consideration of how our work may impact upon different groups, communities and the Welsh language.

Through these impact assessments, we can look for positive impacts that can be strengthened, while potential adverse impacts can be eliminated or mitigated.

Natural Resources Wales is looking for feedback from visitors to our main visitor sites as part of its Equality Impact Assessment which it has a duty to carry out under the Equality Act 2010.

Pay Policy Statement March 2018

Natural Resources Wales (NRW) recognises the importance of a pay system that is equal to all, appropriate, transparent, provides value for money and rewards staff fairly for the work they perform. This policy statement sets out NRWs approach to pay and the relationship between the employee’s pay and the remuneration of senior management.

Pay Policy Statement March 2018 (PDF 377.4MB)

Gender Pay Gap

Our gender pay gap calculation complies with The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 methodology.

Summary of NRW’s Gender Pay Gap

31 March

Gender Pay Gap

Difference

2016

7.8%

-----

2017

5.5%

down 2.3%

2018

4.8%

down 0.7%

2019

5.3%

Up 0.5

2020

2.5%

Down 2.8%

Gender Pay Gap 2020

Our staff split by pay quartile for 2020 consists of:

Top Quartile: 307 Men, 189 Women.

Upper Middle Quartile: 257 Men, 238 Women.

Lower Middle Quartile: 265 Men, 231 Women.

Lower Quartile: 267 Men, 231 Women.

 

Based upon the HRMC definitions of female and males in regards Gender Pay Gap, analysis shows that 62% of males are in roles at from upper grade 6 to grade 11 in comparison to 38% of females.

Women earn 97p for every £1 that men earn when comparing total mean hourly wages. The total mean for grade 6 and below results in women earning 44p in every £1 men earn.

When comparing mean hourly wages, women’s mean hourly wage is 2.5% lower than men. The improvement from the previous year is the result of a number of female senior leadership appointments.

There has been improvement from 2018 however as we develop, further work will be taken to understand and improve the gap. We will continue to monitor our progress regularly with our pay scale review.

 

Natural Resources Wales do not pay bonuses.

To be compliant with the regulations, we have also published our data on the GOV.UK reporting portal.

It has been identified that there has been a discrepancy with our method of reporting the GPG figures historically on the ONS website. Whilst the figures themselves were correct, they were however previously placed in the incorrect quartiles.

We have now corrected this and as a result, the information suggests that the profile split of men and women within NRW has vastly changed. This is not the case and solely due to this discrepancy.

Equality and Diversity Forum

We have an Equality and Diversity Forum group made up of representatives from our Board, Executive Team, each of our 8 Directorates, our Staff Networks and our Trade Unions. This group meets every three months to discuss equality and diversity issues and any actions arising are taken away and embedded in all that we do.

The forum members have Terms of Responsibility to adhere to.

Staff Networks

Our staff are encouraged to build and join internal networks that receive full support from the organisation. We value the input from our networks and listen closely to recommendations. We currently have 7 networks which are:

  • Assisted User (IT and Telephony) Group
  • Calon (Lesbian, Gay, Bisexual and Transgender) Network
  • Christian Fellowship
  • Dementia Friends
  • Gender Equality and Women’s Network
  • Muslim Staff Network
  • Neuro-Diverse Staff Network

If you have any equality enquiries, please feel free to email us at: equalities@naturalresourceswales.gov.uk

Strategic equality objectives

Read our strategic equality objectives

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