Annual diversity and inclusion report 2024 – 2025

Executive summary

Welcome to the summary of our annual diversity and inclusion report for 2024-2025. The report sets out the work we have done in the last financial year in relation to equality, diversity and inclusion.

Some of the highlights over the year have been:

• We have seen the percentage of colleagues who have self-declared one protected characteristic increase by 5% during the reporting year to 74%.
• We successfully achieved Level 2 re-accreditation as a Disability Confident employer scheme in April 2024 and this will need to be reviewed in March 2027.
• Our gender pay gap has reduced again this year gap by 0.4% to 1.6%.
• Following the launch of the Equality Impact Assessment (EQIA) screening tool last year, its effectiveness has been realised in enabling colleagues to assess and make their own informed decision on whether there is a need to carry out an EQIA on work they propose to do. We are also looking to consider the effectiveness of our EQIA through our assurance improvement work.
• Our Recreation Team have continued their programme of work in improving the recreation facilities we manage and accessibility for those with mobility disabilities.
• We now have an agreed supplier providing Active Bystander training, both virtual and e-learning which will help people understand how they go about challenging inappropriate and unacceptable behaviour in the workplace.
• No complaints were received in relation to EDI over this reporting year.
• The Gyda’n Gilydd – All Together Diversity and Inclusion Strategy (2022-2025) that was tailored specifically to our organisation identified 35 actions to help achieve the 6 strategy objectives around workplace practices, behaviours and values. 24 actions have been completed and incorporated into our business-as-usual work by the Equalities Team. The remaining actions will be reviewed and may continue beyond March 2025.

Whilst we strive in making progress to becoming a more inclusive organisation, we have much work to do if we are to become more diverse in its broadest sense, which is crucial if we are to achieve a future where people and nature can thrive together. The report also shares those continuous improvement opportunities that we have identified through the EDI project within the People Transformation Programme during this year.

Last year, we also reaffirmed our commitment from 2020-2024 to achieving our strategic equality objectives as part of The Wales Public Bodies Equality Partnership (WPBEP) which approved by NRW Board.

Background

During 2024/2025, we continued to work towards the delivery of the strategic equality objectives renewed last year and progressing the action plan that supports the Gyda’n Gilydd – All Together Diversity and Inclusion Strategy (2022-2025). This report shares the progress made during the year against these.

Also, to support the delivery of our ambitions and to continuously improve our EDI experience and performance, we have bought EDI into an approved project within the People Transformation Programme. In the spirit of continuous improvement and living our value of being Resourceful, we have identified some areas of improvement and opportunities for further maturity that includes, 1) Reviewing Governance arrangements 2) Inclusive leadership 3) Training and awareness 4) Enhancing data and assurance and 5) Developing attraction and resourcing solutions to diversify our workforce. The EDI project is being shaped around the delivery of our strategic equality objectives from April 2025, whilst also allowing us to continuously improve the service and experience to our colleagues and customers. This also helps us to secure the resources we need to make the difference.

The regulatory and legal context

The Equality Act 2010 places a duty on public bodies to consider the effect our work, policies and services that we deliver can have on others, including impacts in our own workplace. In summary, public bodies must, in the exercise of their functions, have ‘due regard’ to the need to:

• 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.

The Equality Act 2010 makes it unlawful to discriminate against people with a “protected characteristic”. The protected characteristics are:

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

We are also subject to the devolved Public Sector Equality Duties Wales as set out in the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011. The specific duties in Wales came into force on 6 April 2011. Listed public bodies such as Natural Resources Wales will undertake:

• annual monitoring and publishing reports
• accessibility
• assessing Impact
• consultation and engagement
• procurement
• staff training
• strategic equality plans
• service user equality information
• workforce equality information and workforce pay differences

The Public Sector Equality Duty is part of the Equality Act (2010) and a legal requirement. The broad aim of the general equality duty is to integrate consideration of the advancement of equality, non-discrimination and fostering good relations into everything we do.

Our duties to promote and use the Welsh language are set in the Welsh language (Wales) Measure 2011. Our Welsh language standards require that the language is considered in all our decision-making processes and is included as a consideration in our equality impact assessment process, ensuring that both languages are treated equally.

Public Sector Wales strategic equality objectives 2020–2024

Our strategic equality objectives in 2020-2024 were developed as part of The Wales Public Bodies Equality Partnership (WPBEP) and approved by NRW Board in September 2020. The strategic equality objectives (2020-2024) are centred around 4 key overarching objectives:

• Increase and improve workforce diversity and inclusion and address pay gaps
• Actively involve communities and stakeholders
• Embed equality into the procurement and commissioning
• Delivering inclusive services

Strategic equality objectives 2024–2028

Last year, we reaffirmed our commitment to achieving the strategic equality objectives from 2020-2024, which have been continued for the next four years.

Progress we have made in implementing our strategic equality objectives for 2024–2028 can be found in Annex 1 of this report.

‘Gyda’n Gilydd - All Together’

NRW's diversity & inclusion strategy 2021-2025

In addition to the Wales Public Bodies Equality Partnership (WPBEP) Strategic Equality Objectives (2020-2024), the Board also agreed that we should develop a more specific Diversity & Inclusion Strategy tailored to our particular organisational practices, policies, behaviours and values. This resulted in the Gyda’n Gilydd – All Together Diversity and Inclusion Strategy (2022-2025) and was centred around 6 key objectives as follows:

• Bring about a shift in our culture by identifying and implementing initiatives that support everyone to actively listen and model inclusive workplace behaviours.
• Improve the quality of data we capture to enable us to make more informed and better decisions.
• Raise the diversity and inclusion bar through ‘living our values’ and by supporting and celebrating our own diversity as well as the diversity of Wales.
• Review the way we use language in our policies and practices in order to create a more inclusive and diverse culture.
• Ensure anyone in Wales, including our existing and new customers, stakeholders, and service users are able to shape our services and easily access our spaces.
• Ensure our policies align with our diversity and Inclusion objectives and develop our people in a meaningful way.

The Gyda’n Gilydd – All Together Diversity and Inclusion Strategy was approved by Board in January 2022 and became operational in September 2022 with the appointment of a new Lead Specialist Advisor, Diversity & Inclusion. Actions were identified to help us in delivering the aims of these 6 objectives.

Of the 35 actions identified to help achieve the 6 key objectives in the Gyda’n Gilydd – All Together Diversity and Inclusion Strategy (2022-2025), 24 were completed by the Equalities Team within the timeframe, with much of this work being incorporated into our business-as-usual work. Due to lack of resources and funding, some of the 11 ongoing actions will be reviewed and may continue beyond March 2025.

Some of the highlights from the actions, the Equalities Team have worked on to help achieve the 6 key objectives around workplace practices, behaviours and values in the Gyda’n Gilydd – All Together Diversity and Inclusion Strategy (2022-2025) are included in this and last year’s report including:

• Delivered a programme of ongoing awareness sessions and days/months/days of remembrance through: Webinar Wednesdays, Health and Wellbeing Awareness sessions, Intranet communications, Viva Engage blog posts between 2022-2025.
• EDI and Welsh Language awareness included in Induction Training for new colleagues and forms part of Managers Induction and Managers Toolkit in 2022-2024. Refresher sessions are also offered to long-term staff.
• Increased Employee Resource Groups - staff networks, as well as purpose and benefits in the workplace.
• Increased voluntary self-disclosure through awareness sessions. The current figures show, 74% of our colleagues have self-disclosed some or all information voluntarily, this is an increase of 5% since last year.
• Contributed towards updating organisational people related policies and procedures including EDI Policy, Bullying and Harassment Policy
• Reviewed and updated content on EDI intranet page, providing more self-led help to our colleagues including devising a calendar of awareness days in 2023/2024.
• Contributed towards the Dashboard for EDI data with support from Data Analysis.
• Launched Work and Wellbeing Passports in 2022 and reviewed in 2024
• EqIA tracker developed in 2022
• EqIA training March 2023 delivered to a cohort of staff across Directorates
• Equality Impact Assessment Screening Tool developed and launched in 2023.

Equality, diversity and inclusion forum

The Equality, Diversity and Inclusion (EDI) Forum was established to support the delivery, reporting and monitoring of the Strategic Equality Objectives across the organisation, along with the delivery of our EDI strategy. The terms of responsibility specified representation from across NRW, including Board, Executive team, from each of our eight directorates, as well as colleagues from across the organisation, Trade Unions and representation from Employee Resource Groups.

During the last year, EDI Forum members have provided valuable insight and discussions which helps embed inclusive workplace place practices across the organisation.

Some of the work that the EDI Forum members have been involved with:

• Contributed to the organisations Case for Change programme.
• Contribute to organisational policies and procedures including Carers Policy, Flexible working and Bullying & Harassment.
• Contribute to Recruitment processes and practices
• Contributing to Equality Impact Assessments that impact on respective protected characteristics.
• Ongoing discussions on enhancing training requirements for Leadership and Managers around values, workplace practices, behaviours and reasonable adjustments.

We recently conducted a review of the effectiveness of the EDI forum which including a review of the Terms of Responsibility. The findings highlighted that that the EDI forum has been effective in raising awareness, addressing practical workplace challenges, and advocating for inclusive practices. However, challenges around leadership visibility and perceived commitment as well as clarity of purpose needs to be actioned to maximise its impact. Overall perception is that some of the forum members do not feel fully enabled to make meaningful change due to leadership gaps, which will be considered in a review of the terms of responsibility. In addition to the EDI Forum, it was also proposed to have a group for Employee Resource Groups (ERG) - Staff Network Leads to meet, collaborate and discuss EDI matters, which could for example, relate to People Services and Recruitment.

Employee resource groups (ERG) - staff networks

Employee resource groups (ERG), also known as Employee or staff networks are a supportive and welcoming space for our colleagues to come together to create change in the workplace. Employee Resource Groups are often centred around an under-represented protected characteristic in the workplace. The networks provide our colleagues with the opportunity to meet with colleagues from across the organisation and get involved with network activities.

Each of our ERG’s have a dedicated intranet page with information relevant to each group which all staff have access to. We currently have 9 Employee Resource Groups that represent protected characteristic themes, namely disability, sex and gender, sexual orientation, religion and belief. These are:

• Assisted User Group
• Calon - The LGBTQ+ Staff Network
• Christian Fellowship Staff Network
• Cwtch - The Carers Network
• Dementia Friends Network
• Low Vision – Disability Staff Network
• Muslim Staff Network
• Neurodiversity Staff Network
• The Women’s Network

Each ERG has a lead, or the role is carried out jointly with other members of staff. These roles are carried out voluntarily with line management permission. A good practice guidance was devised by the Lead Specialist Advisor, Diversity and Inclusion with the support of the ERG which outlined the aims and objectives of Networks. The guidance also provides a framework to support their mental health and wellbeing and to balance their day job and role as Network Leads, as well as succession planning.

ERG Leads are also supported by the Equalities Team to make more use of internal mechanisms in raising awareness around Neurodiversity Awareness Week, LGBTQ+ History Month and International Women’s Day.

Support has also been made available to some of the networks to enhance and tailor their network learning offering, through our new learning management system.

More information can be found on the work of our Employee Resource Groups in Annex 2 of this report.

Equality impact assessments

Completing an equality impact assessment (EqIA) helps to ensure our decisions, practices and policies are fair and do not discriminate against any protected characteristic group. Our assessments also include considerations to the Welsh language, Socio Economic Duty and Human Rights and help us to meet the public sector duty under the Equality Act 2010.

During engagement with those completing Equality Impact Assessments, we have been able to both track/map the customer journey and deep dive identifying and making further improvements and recommendations to our processes that will strengthen our assurance activities. This included an EQIA Training course in 2023, that was delivered to a cohort of staff carrying out assessments for their respective directorates. We are looking to build on this training with new learning products and scale up the offering in the first half of next year.

The launch of Equality Impact Assessment Screening Tool in November 2023 has enabled staff to assess and make their own informed decision on whether there is a need to carry out an EQIA on work they propose to do, additional resources on the EDI intranet page and a Equality Impact Assessment Tracker, as well as setting up a channel for those completing EQIA to engage with ERG – staff networks. The introduction of the screening tool has helped to streamline this process and reduce the need for advice or discussion to assess the need to complete and EQIA on each occasion.

EqIA processes reviewed in 2024

In 2024 a total of 83 project briefs or work were screened for the need to complete an EqIA using the screening tool. Of those screened, 28 were assessed as requiring an EqIA to be completed. This screening tool has helped to track planned work and projects that require and EqIA.

A total of 26 EQIA’s were reviewed during this reporting period by the Equalities Team who provide advice and guidance on EDI and Welsh language considerations to those completing the assessments.

In addition to this, and referenced above, we are also in the process of developing an e-learning module for staff who are required to complete an EqIA which will include examples of good practice. This will both reinforce and compliment the information already available on the EDI Intranet page, as well as the support offered by the Lead Specialist Advisor and Welsh Language and EDI Advisor on engaging and seeking the views of different people who have lived experience. This both helps us to ensure that our decisions are based on evidence, as well as to reflect on the proposal for more positive opportunities.

We have also engaged with external public bodies organisations who all have dedicated Equality Impact Assessment Teams looking at best practice to better inform our understanding to improve our processes around this area of work moving forward.

Training

Active bystander training

Becoming an active bystander means becoming aware of when someone’s behaviour is inappropriate or threatening and choosing to challenge letting the perpetrator know that their behaviour is unacceptable. The Lead Specialist Advisor, Diversity and Inclusion was also tasked to work with the Leadership and Management Advisors on how Active Bystander principles can be delivered, so that all our leaders and managers are equipped with the confidence to challenge inappropriate and unacceptable behaviour in the workplace. In September 2024, procurement commenced for the delivery of active by-stander training through virtual and e-learning channels. A supplier has now been appointed to deliver the learning and work is underway to design the offering.

In addition, Welsh Government are also offering free Bystander intervention training Apply for free bystander intervention training | GOV.WALES part of Violence against women and domestic violence to organisations, community groups, education settings and workplace. This course has been designed to help individuals deal with potential harmful situations such as sexual harassment in public places. This Welsh Government course will be delivered by Industry experts Kindling Transformative Interventions and Plan International UK.

Equality diversity and inclusion e-learning modules and knowledge hub

In July 2024, a new e-learning and development platform for staff was launched specifically for Health and Safety training and record keeping. The Learning Management System (LMS) also includes two mandatory Equality, Diversity and Inclusion e-modules. These modules can also be completed in Welsh.

We have also developed a knowledge hub that offers learning resources associated with our values and strengths, supporting inclusive behaviours and leadership.

Website Accessibility

We continue to champion and improve accessibility to all our services by:

• reviewing content so that it’s clear for more people to understand
• publishing most content as web pages, as they are more accessible than PDFs
• testing new services, application forms and documents to make sure they compliant with accessibility standards
• publish PDFs by exception as we receive them (board papers, evidence reports) – we have implemented a new accessibility audit process - reporting and escalating issues within the org, to get more people taking ownership and responsibility for accessibility
• continuing to develop and improve guidance to colleagues so that everyone in the organisation is considering accessibility when creating content for people
• our accessibility statement for Natural Resources Wales will continue to be reviewed and updated.
• there’s a risk that in the short term, more inaccessible documents are published, and we will work to escalate and report on these.

We also have the Assisted Technology User Group, who support our ICT colleagues in testing software and systems to ensure that they will work with assisted technology that some of our colleagues use in their day-to-day work. Using this technology ensures that they can work to the best of their ability, helps us to be a more inclusive organisation, as well as comply with the Equalities Act 2010. Over the last year the Group have been supporting ICT with testing assisted technology on the new surface laptops which have been rolled out across the organisation and have highlighted issues in using some of the technology which they are still working through. This has also highlighted the importance of ensuring that we comply with accessibility standards as part of testing prior to procuring software and systems.

Inclusive recreation access

Many of our sites have information on parking for blue badge holders, accessible toilets, trails designed in partnership with local disabled associations, and wheelchair friendly picnic tables. As well as maintaining the existing trails, we’re always forward planning to create additional opportunities for accessible trails across our Estate.

NRWs Recreation Strategy, People and nature thriving together, focusses on outdoor recreation on the land in our care, where we can, and are best placed to, make a difference by enabling others to deliver nature connection and drive positive outcomes. It will see a shift from using our resources for active recreation, to enabling more access to nature for those that need it to thrive, whilst supporting sustainable management of natural resources and our well-being objectives. Our aim is to continue supporting access to all, removing potential barriers where we can, including introducing sensory elements to our trails and provision of dementia friendly settings over the coming years. The Lead Specialist Advisor, Diversity and Inclusion has been working with the Land Management Team on both the strategy and a number of highlighted projects.

Some of the examples of work that has been undertaken and planned work to improve access to those with disabilities:

Llyn Parc Mawr

The bird screen at Llyn Parc Mawr bird hide was demolished and replaced to enhance viewing opportunities for children and wheelchair users, which included providing perching/seat overlooking the viewpoint. This was a recommendation in an EDI report on our key visitor sites. Additionally, to these recommendations we also installed a viewing screen at the site overlooking the lake at the end of the accessible trail which was constructed in 2019/20. This has viewing slots at various heights and extended knee access for wheelchair users. These two viewpoints enable wheelchair users and children to conveniently view the nature pond and its wildlife. The interpretation panels naming the birds that seasonally use the lake have text in brail.

Coed y Brenin Off Road Mobility Scooter trails

The two initial tramper trails and hire have been in place since 2021 helping to increase ease of access along the existing trails and forest roads for a range of visitors with mobility problems following waymarked trails and the availability of an off-road mobility scooter available for hire at Coed y Brenin. There has been a good response in the number of users and new hires for the trampers.

Taking the Countryside Mobility and Disabled Ramblers feedback on board, shorter options have been created on the longer trails, added warning signs of steep climbs and descents and informing users that toilet facilities are not available on the longer trails.

Our Tramper trails are open to everyone, based on a competency induction, regardless of age. However, Countryside Mobility rules which we are affiliated to recommend that Trampers aren’t hired out to anyone under the age of 14, this is due to the size of the machine. Anyone who has their own off road mobility scooter can use the trails at any age. The new panels and leaflets have therefore been written in a way that anyone with their own machine can make an assessment of the trail using the information provided and decide if it is suitable for them to use.

The Tramper trails have improved access to the forest for those with physical mobility issues by providing a mobility option allowing them to access areas where distance is a barrier.

We have also used the Sensory Trust - Access Chain when creating the information about the trails on the NRW website, the on-site production of the information panel and leaflets, and the audit of the accessible facilities at the visitor centre and Tyn y Groes toilets and identifying where improvements could be made.

Planned work at Hafren Forest

The ‘Cascades’ walk that has been on the site for decades is a really valuable resource that NRW should be proud of, it enables some profoundly disabled people to get into the forest and right alongside some of the first sections of the River Severn. In the next few years, we hope to extend the accessibility further with some minor upgrades around the site. We are also looking to improve the toilet facilities at the site which currently has no mains power or hot water on the site and improve the disability toilet facilities at the site. This will help to encourage more people with disabilities to visit the site and enjoy our facilities.

NRW trails

The Outdoor Access and Recreation team (OAR), the Estates Recreation team have been continuing to work with Experience Community CIC on selected NRW trails to identify more opportunities for inclusive access. NRW have commissioned videos showing disabled users negotiating path surface, camber, gradient, gates, latches as well as points of interest. The videos include voice over and subtitles in English and Welsh. The latest addition to these videos which provide useful information for users to make an informed choice about which trails to visit is of Nercwys Forest in Northeast Wales. There will also be a film of wheelchair users on Crafnant circular trail following the replacement of inaccessible gates in 2023.

Accessibility Improvements on the Wales Coast Path

The Outdoor Access and Recreation team (OAR) team has been collaborating with Visit Wales and adaptive equipment users who are walking and providing information on the Wales Coast path.

The team has also been working with Influencers and path Ambassadors from a diverse range of demographic groups to help us promote the Wales Coast Path to wider audiences such as the photo trails. Photo trails provide mapped images of path conditions to enable users to make an informed decision about trails before setting out. Photo trails have been piloted on accessible sections of the Wales Coast Path between Bangor and Caernarfon in Gwynedd.

Guidance

Inclusive access guidance

NRW’s inclusive access guidance called By All Reasonable Means (2018, 2022) has been reviewed as good practice by the Sensory Trust and Paths for All. This guidance has been used to align with the UK wide Outdoor Accessibility Guidance: Supporting Inclusive Outdoor Access in the U.K which was launched in April 2023 to replace the Countryside for All guide.

Brand guidance and social incident graphics

In addition to the new brand re-fresh Brand Manual that was launched last year, the Lead Specialist Advisor, Diversity and Inclusion is working with Integrated Communications and Brand Manager towards making improvements in the representation of our Social Incident graphics. This will strengthen our brand identity and have wider appeal.

Welsh Government anti-racist Wales action plan

As a Welsh Government sponsored body, we support the Anti-racist Wales Action Plan (ARWAP), which was launched in June 2022.

ARWAP places a strong emphasis on leadership in public bodies being anti-racist, as well as ensuring the environment is safe and inclusive for ethnic minority people. Since its launch, there has been a requirement since that Leadership across the Welsh Public Sector including our Chair and Board members are required to have had an agreed diversity and inclusion performance objective related to anti-racism by 2023. 

Welsh Government are also in the process of developing a more comprehensive plan to include work on climate change, rural affairs and environment. NRW Lead Specialist Advisor, Diversity & Inclusion has been working closely with Welsh Government on this piece of work.

Memberships

As an organisation, we have been an affiliated member of Employers for Carers UK scheme, who aim to support employers in supporting employees with caring responsibilities and to create carer-friendly workplaces since 2020. We are also members of Neurodiversity in the Business since 2023; and Stonewall Cymru. Stonewall Cymru delivered an on-line session for the organisation on the work of Stonewall in Wales, the Importance of Inclusive Workplaces (including legislation); LGBTQ+ Experiences and gave an overview of Diversity Champions.

Recruitment applications statistics

From January 2024 until December 2024, we received 218 applications from external candidates, and 103 applications from internal candidates. During this period, we have also had a recruitment freeze which has impacted in our ability to realistically compare statistics from the last reporting period in which we received 4118 applications in total.

As part of our commitment to the EDI strategic objectives and the D&I Strategy, our aim will be to attract applications across our communities to best reflect the diversity of our population in Wales. A breakdown of our external recruitment statistics for the period above can be found in Annex 3 this report. The statistics are based on questions asked on our external application form titled ‘Equalities Monitoring Form Recruitment”.

The statistics show, from those who self-declared, that the highest percentage of applications are:

• 33% aged between 25-34.
• 37% were female
• 61% declared they were from white or white mixed ethnicity
• 30% declared that they had a disability to quality for our Disability Confident guaranteed interview scheme

The least percentage of applications were received from:

• 7% from LGBTQ+
• 5% from ethnic minority groups

From statistics gathered there appears to be a decrease of 2% in applications from ethnic minority groups.

Disability confident employer

We successfully achieved Level 2 re-accreditation to Disability Confident Employer scheme in April 2024 until March 2027.

Over the last year, we have received 14 requests for interviews under this scheme’s guaranteed interview process. Of the 14 requests, 7 requests were from internal colleagues and 7 from external candidates, with 3 candidates invited to an interview. 6 did not meet the minimum criteria requirement for the roles in questions and were declined an interview on this occasion. 4 roles were withdrawn from recruitment due to our recruitment freeze and 1 required a visa sponsorship which we could not offer as the candidate did not meet the minimum UK Visa and immigration requirements.

Self-disclosure completion rates by directorate December 2024

We ask and encourage colleagues to voluntarily self-disclose as much or as little personal details as they feel comfortable to declare at their own discretion, such as ethnicity, sexual orientation, religion, faith, belief or no belief and caring responsibilities confidentially in our central HR and Finance system. This helps us to understand the makeup of our workforce, and to ensure we have the right policies and procedures in place to support our colleagues as well how reflective we are as an organisation of the population and communities we serve in Wales.

Directorate	Number completed disclosure	Number not completed disclosure	Total	Percentage completed disclosure	Percentage not completed disclosure
CCC	129	60	189	68%	32%
CSD	54	13	67	81%	19%
EPP	493	133	626	79%	21%
FCS	125	63	188	66%	34%
OPS	900	321	1221	74%	26%
Total	1701	590	2291	74%	26%

 

The current figures show, 74% of our colleagues have self-disclosed some or all information voluntarily, this is an increase of 5% since last year, with 26% of colleagues who have not self-disclosed or have decided to use the option “Prefer not to say”. Though the number of staff have decreased by 201 since last year, our data shows an increase in the overall percentage of staff who have self-disclosed information over this reporting year.

According to figures 18 new colleagues started with us and 201 left the organisation between January and December 2024.

Analysis of the self-disclosure rates shows that:

• 30.2% (693) - highest percentage and number of our staff are aged between 45-55
• 1% (22) - lowest percentage and number of our staff are aged under 25
• 22.3% (510) of our staff are between ages of 55-65
• 3.9% (89) have declared they have a disability
• 3.0% (70) have self-disclosed they are LGBTQ+
• 65% (1490) have declared they are white
• 1.48% (37) have declared they are of black minority ethnicity
• 19.6% (489) have declared their religion, faith or belief with 30.9% (707) declaring they have no faith or belief
• 70% (1602) have declared their race
• 48.4% (1109) have declared they are married and 0.5% (12) in a civil partnership
• 26.3% (602) declared they have caring responsibilities

The data we gain on full time and part time colleagues does not represent the full range of flexible working options that we have at NRW.

Welsh speaking skills

Whilst our headcount has decreased by 201, resulting in the loss of 47 colleagues with fluent Welsh speaking skills, the percentage of fluent Welsh speakers has increased by 0.1% to 23.6% (541) this reporting year.

More information can be found in Annex 4 on our colleagues’ self-disclosure statistics. Disclosure includes ‘Prefer not to say’ option.

Gender pay gap at 31/03/2024

Measure	2020	2021	2022	2023	2024
Mean	2.5%	2.0%	2.3%	2.0%	1.6%
Median	3.1%	3.1%	6.4%	3.1%	3.1%

 

The table below shows the male/female gender split for the last 4 years:

2021

Quartiles	Male	Female
Lower quartile	53%	47%
Lower middle quartile	54%	46%
Upper middle quartile	51%	49%
Upper quartile	62%	38%
Total workforce	55%	45%

2022

Quartiles	Male	Female
Lower quartile	53%	47%
Lower middle quartile	52%	48%
Upper middle quartile	53%	47%
Upper quartile	62%	38%
Total workforce	55%	45%

2023

Quartiles	Male	Female
Lower quartile	52%	48%
Lower middle quartile	50%	50%
Upper middle quartile	50%	50%
Upper quartile	60%	40%
Total workforce	53%	47%

2024

Quartiles	Male	Female
Lower quartile	52%	48%
Lower middle quartile	52%	48%
Upper middle quartile	50%	50%
Upper quartile	60%	40%
Total workforce	54%	46%

 

Analysis of gender pay gap

The gender pay gap measures the difference between average (median) hourly earnings of men and women, usually shown by the percentage men earn more than women.

Our gender pay gap information is captured on 31 March each year and reported on the Gender pay gap service on .Gov to comply with The Equality Act 2010 (Specific Duties and Public Authorities) (Gender Pay Gap Information) Regulations 2017 methodology.

From figures captured in March 2024 analysis for 2437 colleagues show that the mean gender pay gap has reduced this year by 0.4% to 1.6%. This means that females earn 98p for every £1 males earn when comparing hourly pay.

Our median gender pay gap has stayed the same as the previous year at 3.1%. This shows that females earn 96.9p for every £1 males earn when comparing hourly pay.

This gap does not mean that males are paid more than females for carrying out the same type of role, but the analysis does show that female employees, working part-time are in receipt of lowest hourly salary on average.

Whilst the median pay gap shows a difference of (96.9p to every £1), the average does show that “on the whole”, the hourly salaries aren’t too far apart (98p to every £1). There are several factors that impact the pay gap e.g.

• 54% of our workforce are male
• 46% of our workforce are female
• 93% of our male workforce work full time with 7% working part time
• 77% of our female workforce work full time with 23% working part time
• 60% of our upper quartile hourly salaries are male
• The upper quartile is skewed 60%/40% to male employees. Despite NRW leadership team being mostly made up of female employees
• There are more males than females in all our quartiles apart from upper middle quartile.

The percentage of males and females working in the organisation has changed during this reporting year with an increase in 2% of males and a decrease of 2% females. This change is within our lower middle quartile. All other quartile percentages remained the same as the previous reporting year.

With our Working Styles policies, and the option for partial retirement for some of our colleagues this in time may help to reduce the gap further by providing more opportunities for our colleagues to work around responsibilities if they so wish.

The UK pay gap for April 2024 published by the Office for National Statistics on 29 October 2024 for full time employees is 7%, this is a decrease of 0.5% from 2023. The gender pay gap for all employees has decreased to 13.1% in April 2024, down by 1.1%.

Complaints and commendations

No complaints were received in relation to EDI during 2024.

No commendations were received in relation to EDI during 2024.

Annex 1: Progress in implementing strategic equality objectives 2024-2028 during reporting year

Strategic equality objective 1: Increase and improve workforce diversity and inclusion and eliminate pay gaps

Action taken to implement the objective in 2024:

• Increase in voluntary Self disclosure – equality data monitoring form.
• Ongoing awareness through staff induction and refresher sessions. A new e module learning and development platform was launched, which includes the development of an active bystander training e-learning and virtual module.
• Annual reporting of Gender Pay Gap.

Strategic equality objective 2: Engage with the community and stakeholders

Action taken to implement the objective in 2024:

• People and Places Teams work across Wales with local communities.

Strategic equality objective 3: Embed equality into the procurement and commissioning

Action taken to implement the objective in 2024:

• Procurement follow Welsh Government transparency requirements by openly advertising all contract opportunities. The Open Invitation to Tender template has been updated to incorporate questions around: Equal Opportunities and Employment Practices.

Strategic equality objective 4: Delivering inclusive services

Action taken to implement the objective in 2024:

• Website pages promoting our accessible recreation trails and facilities across Wales.
• Wellbeing, Health and Safety Team support all employees with a delivery of service to customers.

Annex 2: Employee resource groups - staff network information

Assisted User Group

The Assisted User Group have met 4 times over the last year and have supported as follows: -

• The Assisted User Group has been trying to get assistive technology to work on the new Surface laptops.
• Assisted Users are now trialling a larger memory surface.
• Supported the set up a new contract for assistive technology training and support going live 2 December.
• The Assisted User Group also continues to be represented at our ongoing EDI Forum meetings.

Forward look to 2025 – continue with the work to ensure that the assistive tech works on the new surface laptops and continue to support the assisted users in the organisation.

Calon - LGBTQ+ network

• In the last year, the new Calon – LGBTQ+ Staff Network co-leads have been involved with supporting engagement and activities such as:
• The network co-leads have also met a number of times over the past 6 months to discuss and organise events. This included reaching out to other LGBTQ+ staff networks across the Civil Service and were able to join Lunch and Learn session organised by the MOD.
• The new co-leads of Calon have met with its members 5 times since Summer 2024. This also included hosting an in-person meeting for members and allies, as well as to understand what members wish to see from the network.
• The Network wrote a blog post for the Intranet in June for Pride Month,
• The Network has an Executive/ Leader Team to act as a Sponsor.
• The Network hosted a Festive Fun Quiz in December 2024. This was a hybrid event with colleagues joining virtually from office location.
• The Network hosted its first on-line ‘Book Club’ in January 2025.

Christian fellowship

The Christian Network have continued prayer support for Christian Fellowship (CF)

Members and Bible studies aimed at living out the principles of Christian Discipleship and fellowship.

• The Christian Network meets every Monday for a 30-minute prayer and worship on-line, then monthly on-line Wednesday lunchtime meetings. The Network also hosts monthly Thursday lunchtime on-line meetings jointly with Welsh Government’s Christian Fellowship.
• The Network has an Executive/ Leader Team to act as a Sponsor.
• The Network promotes and welcomes new joiners to the network via Viva Engage group.
• The Network also promote and mark major events in the Christian Calendar such as Easter and Christmas.

In 2025, the Christian Network plans to arrange a face to face get together in different regions.

Cwtch carers network

The Cwtch - Carer’s Network (Cwtch) group has over 100 members on our Viva Engage page and an on-line meeting group. The Carers Network is championed by an Executive Director.

• The Cwtch group has promoted activities such as Carers Rights Day and Carers Week 2024.
• Supported HR with the Carers leave polices and the new changes which become law in 2024 and NRW’s new policy which came into effect in Dec 2024. The Network worked in conjunction with HR Team to co-host drop-in sessions to explain the new carer’s leave policy at NRW.
• The Network has an Executive/ Leader Team to act as a Sponsor.
• ‘Carers Cuppa’ sessions take place on a monthly basis.
• The Cwtch co-leads continue support colleagues on a one-to-one basis seeking support in their role as a Carer and employee.

Dementia friends staff network

The co-leads of Dementia Friends and the Cwtch network continue to deliver Dementia Friends virtual Awareness sessions and have supported as follows:

• Our Dementia Friendly work continues to be represented at our ongoing EDI Forum meetings and Carers Network.
• The Dementia Friends Network continue to have a presence on Viva Engage and share information and resources and have informal discussions with colleagues as and when they need anything. They also provide a personal level of support to any colleagues who may need it and liaise with Carers Wales and share their advice and support.
• The Network also promotes any fundraising opportunities and awareness raising campaigns such as Dementia Acton Week and Elf Day.

In 2024, we hosted on-line events such as the Versus Arthritis Online Information Session, which focussed on activity, pain management and promoting independence while living with a diagnosis of dementia and arthritis.

In addition, the Lead Specialist Advisor, Diversity and Inclusion attends the All-Wales Blue Light Dementia Group that has now evolved to become an on-line Information Sharing Network.

Muslim network

The Muslim Staff Network was launched for anyone in the organisation who is a Muslim or would like to find out more about the Islamic faith, meet new people and simply show support as an ally.

The Muslim staff network is important in the workplace, as its presence raises both awareness and opportunities for colleagues to learn and gain a better understanding about Islam, rather than be influenced by negative Islamophobic exposure in the media.

The Muslim Network has not hosted any meetings due to the lack of representation within the organisation. The Muslim Network Lead has delivered the following:

• Raised awareness about the month of Ramadhan and Hajj and Islamophobia Awareness Month and Black History Month on Viva Engage.
• Shared information about “Belief and Natural Resources in Islam” to individual staff upon request.
• Promoted “Visit My Mosque” national event for NRW staff.
• Raised awareness on Welsh Government Anti-Racist Wales Action Plan (ARWAP) and lack of Black, Asian and minority ethnic representation in the workforce at all levels of the organisation. For example, the ethnic population of Cardiff is 22% and this is not reflected in the workforce, or Cardiff office base. The ethnic minority representation of those who have declared is currently around 1.48% (2025).

Neurodiversity staff network

The Neurodiversity Staff Network has over 160 members on our Viva Engage. The co-leads of the Neurodiversity Staff Network have been busy with the following:

• Hosts weekly lunchtime drop-in sessions for network members to check in and raise any issues they have.
• Awareness raising over Neurodiversity Celebration Week
• Awareness raising during dyslexia, autism and ADHD awareness weeks
• The Network has an Executive/ Leader Team to act as a Sponsor, as well as Board
• We gave feedback on training, recruitment and wellbeing passports

The women’s network

The Women’s Network (WN) was established in 2024. The network regularly post on Viva engage celebrating women as well as posts promoting news events and campaigns and posts concerning and affecting women.

• Share information about Springboard programmes offered by Academi Wales. This programme is designed for women aspiring to move into management.
• The network liaised with our Wellbeing Health and Safety Advisor and helped coordinate a speaker for World Menopause Day in October, which was attended by around 60. The Network has an Executive/ Leader Team to act as a Sponsor.
• The Network has an Executive/ Leader Team to act as a Sponsor.
• We are working on a Webinar Wednesday for International Women's Day (IWD) 2025 around March 8. The theme for 2025 is Accelerate Action for gender equality.
• One of the Network Leads is in touch with a representative from the charity Ethiopiaid and is hoping they will speak about the work they do with women and girls in Ethiopia.

In addition, the organisation, hosted a Webinar Wednesday from Women’s Aid (WA),

commemorating 20 years of the WA helpline, as well as an awareness session to mark the16 days of activism against gender-based violence – which started on 25 November with the International day for the elimination of violence against women.

Annex 3: External recruitment statistics for January-December 2024

What is your age group

Age group	Total
16-24	13
25-34	72
35-44	32
45-54	14
55-64	13
65+	0
Prefer not to say	0
Chose not to answer question	74

 

What is your gender

Gender	Total
Female	80
Male	63
Non-Binary	0
Prefer not to say	1
Chose not to answer question	74

 

Does your gender identity match to the sex you were assigned to at birth

Gender Identity	Total
Yes	141
No	0
Prefer not to say	3
Chose not to answer question	74

 

Are you currently married or in a civil partnership

Married or civil partnership	Total
Yes	43
No	91
Registered civil partnership	1
Widowed	1
Prefer not to say	8
Chose not to answer question	74

 

What is your sexual orientation

Sexual orientation	Total
Heterosexual / straight	124
Gay or Lesbian	5
Bisexual	9
Other	1
Prefer to use own term	0
Prefer not to say	5
Chose not to answer question	74

 

What caring responsibilities do you have

Caring responsibility	Total
No	121
Yes	23
Prefer not to say	0
Chose not to answer question	74

 

Do you consider yourself to have a disability

Disability	Total
No	67
Yes	7
Prefer not to say	0
Chose not to answer question	74

 

What is your religion or belief

Religion or belief	Total
Have no faith or belief	87
Have faith or belief	45
Prefer not to say	11
Chose not to answer question	75

 

What is your ethnicity

Ethnicity	Total
White (English, Welsh, Scottish, Northern Irish, British, Irish, Gypsy or Traveller, any other White background)	133
Asian / Asian British (Indian, Pakistani, Bangladeshi, Chinese, any other Asian background)	6
Mixed / Multiple ethnic groups (White and Black Caribbean, White and Black African, White and Asian, any other mixed / multiple ethnic background)	0
Black / African / Caribbean / Black British (African, Caribbean, any other Black / African / Caribbean background)	3
Other ethnic group (Arab or any other ethnic group)	1
Prefer not to say	1
Chose not to answer question	74

Annex 4: NRW Colleague self-disclosure statistics December 2024

Age analysis

January 2023

Age	Number of staff	Percentage of staff
Under 25	41	1.7%
25 to 35	461	19.6%
35 to 45	688	29.0%
45 to 55	688	29.0%
55 to 65	453	19.1%
Over 65	38	1.6%
Total	2369	100%

 

January 2024

Age	Number of staff	Percentage of staff
Under 25	44	1.9%
25 to 35	492	20.8%
35 to 45	700	29.5%
45 to 55	712	30.1%
55 to 65	496	20.9%
Over 65	48	2.0%
Total	2492	100%

 

December 2024

Age	Number of staff	Percentage of staff
Under 25	22	1%
25 to 35	381	16.6%
35 to 45	637	27.8%
45 to 55	693	30.2%
55 to 65	510	22.3%
Over 65	48	2.1%
Total	2291	100%

 

Age profile – full time and part time

January 2023

Part-time

Age	Number of colleagues	Percentage of colleagues
Under 25	#	0.1%
25 to 35	39	1.6%
35 to 45	115	4.9%
45 to 55	98	4.1%
55 to 65	85	3.6%
65 and above	14	0.6%
Total	353	14.9%

 

Full-time

Age	Number of colleagues	Percentage of colleagues
Under 25	39	1.6%
25 to 35	422	17.8%
35 to 45	573	24.2%
45 to 55	590	24.9%
55 to 65	368	15.5%
65 and above	24	1.0%
Total	2016	85.1%

Total overall: 2369

January 2024

Part-time

Age	Number of colleagues	Percentage of colleagues
Under 25	#	0.1%
25 to 35	35	1.5%
35 to 45	115	4.9%
45 to 55	97	4.1%
55 to 65	92	3.9%
65 and above	21	0.9%
Total	363	14.6%

 

Full-time

Age	Number of colleagues	Percentage of colleagues
Under 25	41	1.7%
25 to 35	457	19.3%
35 to 45	585	24.7%
45 to 55	615	26.0%
55 to 65	404	17.1%
65 and above	27	1.1%
Total	2129	85.4%

Total overall: 2492

December 2024

Part-time

Age	Number of colleagues	Percentage of colleagues
Under 25	2	0.1%
25 to 35	32	1.4%
35 to 45	107	4.7%
45 to 55	106	4.6%
55 to 65	94	4.1%
65 and above	25	1.1%
Total	366	16%

 

Full-time

Age	Number of colleagues	Percentage of colleagues
Under 25	20	0.9%
25 to 35	349	15.2%
35 to 45	530	23.1%
45 to 55	587	25.6%
55 to 65	416	18.2%
65 and above	23	1%
Total	1925	84%

Total overall: 2291

Working arrangements

January 2023

Working Arrangement	Number of staff	Percentage of staff
Full-time	2016	85.1%
Part-time	353	14.9%
Total	2369	100%

 

Of those who disclosed working arrangement:

Working arrangement by sex	Number of staff	Percentage of staff
Full-time - Male	1178	49.7%
Full-time - Female	838	35.4%
Part-time - Male	82	3.5%
Part-time - Female	271	11.4%
Total	2369	100%

 

January 2024

Working arrangement	Number of staff	Percentage of staff
Full-time	2129	85.4%
Part-time	363	14.6%
Total	2492	100%

 

Of those who disclosed working arrangement:

Working arrangement by sex	Number of staff	Percentage of staff
Full-time - Male	1230	49.4%
Full-time - Female	899	36.1%
Part-time - Male	95	3.8%
Part-time - Female	268	10.7%
Total	2492	100%

 

December 2024

Working arrangement	Number of staff	Percentage of staff
Full-time	1925	84%
Part-time	366	35%
Total	2291	100%

 

Of those who disclosed working arrangement:

Working Arrangement by sex	Number of staff	Percentage of staff
Full-time - Male	1123	49%
Full-time - Female	802	35%
Part-time - Male	107	4.7%
Part-time - Female	259	11.3%
Total	2291	100%

 

Disability analysis

January 2023

Disability status	Number of staff	Percentage of staff
Yes	85	3.6%
No	1431	60.4%
Prefer not to say / not completed	853	36.0%
Total	2369	100%

 

January 2024

Disability status	Number of staff	Percentage of staff
Yes	83	3.3%
No	1505	60.4%
Prefer not to say / not completed	904	36.3%
Total	2492	100%

 

December 2024

Disability status	Number of staff	Percentage of staff
Yes	1437	62.7%
No	89	3.9%
Prefer not to say / not completed	765	33.4%
Total	2291	100%

 

Gender analysis

January 2023

Gender	Number of colleagues	Percentage of colleagues
Male	1260	53.2%
Female	1109	46.8%
Prefer not to say / not completed	0	0
Total	2369	100%

 

January 2024

Gender	Number of colleagues	Percentage of colleagues
Male	1325	53.2%
Female	1167	46.8%
Prefer not to say / not completed	0	0
Total	2492	100%

 

December 2024

Gender	Number of colleagues	Percentage of colleagues
Male	1230	53.7%
Female	1061	46.3%
Prefer not to say / not completed	0	0%
Total	2291	100%

 

Sexual orientation analysis

January 2023

Sexual orientation	Number of staff	Percentage of staff
Heterosexual / straight	1312	55.4%
Lesbian	15	0.6%
Gay	18	0.8%
Bisexual	22	0.9%
Other	15	0.6%
Prefer not to say / not completed	989	41.7%
Total	2369	100%
% of workforce identifying as LGBTQ+	70	3%

 

January 2024

Sexual orientation	Number of staff	Percentage of staff
Heterosexual / straight	1369	54.9%
Lesbian	15	0.6%
Gay	17	0.68%
Bisexual	28	1.1%
Other	17	0.7%
Prefer not to say / not completed	1046	42%
Total	2492	100%
% of workforce identifying as LGBTQ+	77	3.1%

 

December 2024

Sexual orientation	Number of staff	Percentage of staff
Heterosexual / straight	1318	57.5%
Lesbian	903	39.4%
Gay	14	0.61%
Bisexual	16	0.7%
Other	24	1%
Prefer not to say / not completed	16	0.7%
Total	2291	100%
% of workforce identifying as LGBTQ+	70	3.1%

 

Marital status

January 2023

Married or civil partnership	Number of staff	Percentage of staff
Married	1111	46.9%
Single	942	39.8%
Cohabit	171	7.2%
Divorced	90	3.8%
Separated	11	0.5%
Civil partnership	9	0.4%
Widowed	8	0.3%
Unknown	27	1.1%
Total	2369	100%
%Workforce married or in civil partnership	1120	47.3%

 

January 2024

Married or civil partnership	Number of staff	Percentage of staff
Married	1166	46.8%
Single	988	39.6%
Cohabit	188	7.5%
Divorced	90	3.6%
Separated	12	0.5%
Civil partnership	13	0.5%
Widowed	10	0.4%
Unknown	25	1.0%
Total	2492	100%
%Workforce married or in civil partnership	1179	47.3%

 

December 2024

Married or civil partnership	Number of staff	Percentage of staff
Married	1109	48.4%
Single	880	38.4%
Cohabit	170	7.4%
Divorced	74	3.2%
Separated	12	0.5%
Civil partnership	12	0.5%
Widowed	9	0.4%
Unknown	25	1.1%
Total	2291	100%
%Workforce married or in civil partnership	1121	48.9%

 

Ethnicity analysis

January 2023

Ethnicity	Number of staff	Percentage of staff
White	1480	62.5%
Asian / Asian British	13	0.5%
Black / African / Caribbean / Black British	#	#
Other ethnic groups	#	#
Mixed multiple ethnic groups	20	0.8%
Prefer not to say / not completed	850	35.9%
Total	2369	100%
% of colleagues who identify as Black, Minority Ethnic	39	1.65%

 

January 2024

Ethnicity	Number of staff	Percentage of staff
White	1547	62.1%
Asian / Asian British	12	0.5%
Black / African / Caribbean / Black British	#	#
Other ethnic groups	#	#
Mixed multiple ethnic groups	22	0.9%
Prefer not to say / not completed	905	36.3%
Total	2492	100%
% of colleagues who identify as Black, Minority Ethnic	40	1.6%

 

December 2024

Ethnicity	Number of staff	Percentage of staff
White	1490	65%
Asian / Asian British	10	0.4%
Black / African / Caribbean / Black British	#	#
Other ethnic groups	#	#
Mixed multiple ethnic groups	21	0.9%
Prefer not to say / not completed	764	33.3%
Total	2291	100%
% of colleagues who identify as Black, Minority Ethnic	37	1.48%

 

Religion, belief, or non-belief analysis

January 2023

Religion, belief, or non-belief	Number of staff	Percentage of staff
Have a faith or belief	507	21.4%
Have no faith or belief	675	28.5%
Prefer not to say / not completed	1187	50.1%
Total	2369	100%
% of colleagues who identify their religion, belief, or non-belief	507	21.4%

 

January 2024

Religion, belief, or non-belief	Number of staff	Percentage of staff
Have a faith or belief	512	20.5%
Have no faith or belief	633	25.4%
Prefer not to say / not completed	1249	50.1%
Total	2492	100%
% of colleagues who identify their religion, belief, or non-belief	512	20.5%

 

December 2024

Religion, belief, or non-belief	Number of staff	Percentage of staff
Have a faith or belief	489	19.6%
Have no faith or belief	707	30.9%
Prefer not to say / not completed	1095	43.9%
Total	2291	100%
% of colleagues who identify their religion, belief, or non-belief	1196	50.5%

 

Caring responsibilities

January 2023

Caring responsibilities	Number of staff	Percentage of staff
Have a caring responsibility	588	24.8%
Have no caring responsibility	806	34.0%
Prefer not to say / not completed	975	41.2%
Total	2369	100%

 

January 2024

Caring responsibilities	Number of staff	Percentage of staff
Have a caring responsibility	612	24.6%
Have no caring responsibility	850	34.1%
Prefer not to say / not completed	1030	41.3%
Total	2492	100%

 

December 2024

Caring responsibilities	Number of staff	Percentage of staff
Have a caring responsibility	602	26.3%
Have no caring responsibility	805	35.1%
Prefer not to say / not completed	884	38.6%
Total	2291	100%

 

Type of caring responsibility

January 2023

Caring responsibility	Number of staff	Percentage of staff
Primary carer of child / children under 18	401	68.2%
Secondary carer	89	15.1%
Multiple caring responsibilities	43	7.3%
Primary carer of person over 65	31	5.3%
Primary carer of disabled child / children	11	1.9%
Primary carer of disabled adult (over 18)	13	2.2%
Total	588	24.8%

 

January 2024

Caring responsibility	Number of staff	Percentage of staff
Primary carer of child / children under 18	426	69.6%
Secondary carer	91	14.9%
Multiple caring responsibilities	44	7.2%
Primary carer of person over 65	28	4.6%
Primary carer of disabled child / children	10	1.63%
Primary carer of disabled adult (over 18)	13	2.1%
Total	612	24.6%

 

December 2024

Caring responsibility	Number of staff	Percentage of staff
Primary carer of child / children under 18	413	68.6%
Secondary carer	93	15.4%
Multiple caring responsibilities	42	7%
Primary carer of person over 65	29	4.8%
Primary carer of disabled child / children	#	#
Primary carer of disabled adult (over 18)	16	2.7%
Total	602	26.3%

 

National identity analysis

January 2023

Note: data below 10 is shown as a # for data protection purposes

National identity	Number of staff	Percentage of staff
Welsh	776	32.8%
British	642	27.1%
English	97	4.1%
Scottish	15	0.6%
Northern Irish	#	#
Other	51	2.2%
Prefer not to say / not completed	784	33.1%
Total	2369	100%

 

January 2024

Note: data below 10 is shown as a # for data protection purposes

National identity	Number of staff	Percentage of staff
Welsh	812	32.6%
British	659	26.4%
English	118	4.7%
Scottish	15	0.6%
Northern Irish	#	#
Other	50	2.0%
Prefer not to say / not completed	835	33.5%
Total	2492	100%

 

December 2024

Note: data below 10 is shown as a # for data protection purposes

National identity	Number of staff	Percentage of staff
Welsh	792	34.6%
British	629	27.5%
English	116	5.1%
Scottish	14	0.6%
Northern Irish	#	#
Other	48	2.1%
Prefer not to say / not completed	689	30.1%
Total	2291	100%

 

Welsh language ability of colleagues

January 2023

Language ability	Number of staff	Percentage of staff
Colleagues who have self-assessed language skills in MyNRW	2326	98.1%
Colleagues who have declared they are able to communicate in Welsh at various levels	2228	95.8%
Able to pronounce basic Welsh phrases and names	991	41.8%
Able to construct basic Welsh sentences	477	20.1%
Fluency in spoken and written Welsh	347	14.7%
Fluency in spoken Welsh	227	9.6%
Able to discuss some work matters confidently	186	7.9%
No understanding of Welsh	98	4.1%
No return completed	43	1.8%
Total	2369	100%

 

January 2024

Language ability	Number of staff	Percentage of staff
Colleagues who have self-assessed language skills in MyNRW	2450	98.3%
Colleagues who have declared they are able to communicate in Welsh at various levels	2355	96.1%
Able to pronounce basic Welsh phrases and names	1058	42.5%
Able to construct basic Welsh sentences	498	20%
Fluency in spoken and written Welsh	360	14.4%
Fluency in spoken Welsh	228	9.1%
Able to discuss some work matters confidently	211	8.5%
No understanding of Welsh	95	3.8%
No return completed	42	1.7%
Total	2492	100%

 

December 2024

Language ability	Number of staff	Percentage of staff
Colleagues who have self-assessed language skills in MyNRW	2258	98.3%
Colleagues who have declared they are able to communicate in Welsh at various levels	2165	94.5%
Able to pronounce basic Welsh phrases and names	964	42.1%
Able to construct basic Welsh sentences	471	20.6%
Fluency in spoken and written Welsh	333	14.5%
Fluency in spoken Welsh	208	9.1%
Able to discuss some work matters confidently	189	8.2%
No understanding of Welsh	87	3.8%
No return completed	39	1.7%
Total	2291	100%

 

Welsh language ability by directorate December 2024

Language level	Communication Customer and Commercial	Corporate Strategy and Development	Evidence, Policy and Permitting	Finance and Corporate Services	Operations	Total
0 - No understanding of Welsh	6	1	20	17	43	87
1 - Able to pronounce basic Welsh phrases and names	56	16	285	82	525	964
2 - Able to construct basic Welsh sentences	36	22	150	35	228	471
3 - Able to discuss some work matters confidently	16	4	57	15	97	189
4 - Fluency in spoken Welsh	17	8	45	15	123	208
5 - Fluency in spoken and written Welsh	53	14	66	21	179	333
No Declaration	5	2	3	3	26	39
Total	87	189	626	188	1221	2291