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1.
Introduction
Careers Wales provides free, bilingual, independent and impartial careers
information, advice and guidance for all ages; linking education and business
together. Careers Wales was set up in 2001 bringing together six regional
careers companies across Wales under one national brand name. The Welsh
Assembly Government contracts with the six companies to deliver a wide
range of careers services across Wales. As part of this contract we deliver:
Career planning and work related education for students in schools and
colleges.
Support for young people seeking employment, education or training.
Information, advice and guidance on career and learning opportunities
for adults.
Careers Wales has adopted the principle that in the conduct of public
business it will treat the Welsh and English language on the basis of equality.
Our individual Welsh Language Schemes set out how we will implement this
principle when providing services to the public.
Careers Wales is not a public body but is fully committed to developing a
Single Equality Scheme.
This sets out our commitment to the
implementation of strategies and processes to promote equal opportunities in
all aspects of our business. It is both a policy and an action plan that sets out
our commitment to embed Equality and Diversity into everything that we do.
Within this Scheme we aim to cover existing legal duties, including the
previous disability, race and gender duties. Over time, where reasonable and
practicable we aim to develop and make arrangements with regard to the
additional „protected characteristics‟ (as introduced in the Equality Act
2010) of age, religion or belief, sexual orientation, gender reassignment,
marriage and civil partnership and pregnancy and maternity.
2.
Statement of Purpose
It is Careers Wales’ vision to provide an environment in which discrimination
in all its forms is deemed to be unacceptable and to treat everyone with
dignity and respect.
Careers Wales is committed to mainstreaming Equality and Diversity
throughout all aspects of our business, as well as meeting duties imposed on
it through legislation. Careers Wales is also committed to the establishment
of key principles, structures and appropriate monitoring procedures based on
the level or resource available.
2
3.
Aims
The overall aims of the Single Equality Scheme are:
To promote equality of access, treatment and outcome within
education, employment, training and guidance irrespective of race,
colour, ethnic origin, nationality, national origin, religion or belief, sex,
sexual orientation, transgender, marital status or civil partnership,
social class, economic background, age or disability. Careers Wales
recognises that individual need(s) will vary according to the protected
characteristic(s) in which they belong.
To ensure that no one is disadvantaged by any practices or procedures
that cannot be justified. This Scheme applies to all aspects of our role
as both a service provider (and in the future will include any significant
sub contracted work) and employer.
To challenge all forms of unlawful direct and indirect discrimination.
4.
Objectives
Equality Duty
The purpose of the equality duty is to integrate the consideration of equality
and good relations into the day-to-day business of public authorities. The
general equality duty requires organisations to consider positive contributions
to the advancement of equality and good relations. It requires equality
considerations to be reflected in policy design and service delivery (please
see Appendix 2 for further details). Careers Wales performs functions of a
public nature and is fully committed to equality and good relations.
The new duty covers the following nine protected characteristics: age,
disability, gender reassignment, marriage and civil partnership, pregnancy and
maternity, race, religion or belief, sex and sexual orientation. In the past,
Careers Wales employees and service users, have not been asked about
their sexual orientation, gender identity, religion or belief. Careers Wales will
initially use local and national information and research, to help inform how
these new protected characteristics can be built into effective mechanisms to
identify potential issues of concern.
In order to ensure that Careers Wales meets its responsibilities with
regards to the general duty we intend to:
Engage with our customers, local equality communities and our
employees on the Single Equality Scheme.
3
Identify clear and relevant equality objectives and state ways of
implementing them (our Achieving Diversity Action Plan - Section
7).
Develop the use of systematic Equality Impact Assessments in order
to meet specific duties.
State our justifications for priority setting.
In line with our priorities monitor our equality objectives by consulting
with stakeholders and asking users if they have particular needs and
priorities according to their protected characteristic(s).
Consider all feedback and make appropriate changes in order to meet
both general and specific duties, where reasonable and practicable.
Monitor and analyse employees and service users according to their
protected characteristic(s). It is recognised that for some characteristics
it will take time to plan and develop the trust, systems and mechanisms
needed to undertake monitoring on the full range of protected
characteristics.
Review and monitor all relevant employment practices.
Establish how the additional protected characteristics of age, sexual
orientation and religion or belief discrimination can be embedded into
our Single Equality Scheme.
Establish how equality
subcontracted work.
and
diversity
is
embedded
into
any
Ensure that all employees have the necessary skills and knowledge to
put the Single Equality Scheme in to practice.
Implement the Careers Wales Achieving Diversity Action Plan.
Keep up to date with any legislative changes that might impact on our
Single Equality Scheme and update our Achieving Diversity Action
Plan on an annual basis.
5.
Responsibilities for Implementing the Single Equality
Scheme
The Board of Directors of each company oversee each Company‟s
compliance with equality and diversity strategies and legislation.
Within each company the Chief Executive has overall responsibility for
implementing the Single Equality Scheme, and all employees and
4
where appropriate other agencies delivering company business are
expected to carry out their responsibilities under this policy.
Across Wales the Equality and Diversity Working Group will oversee
the monitoring of the Achieving Diversity Action Plan.
All managers across Careers Wales are responsible for monitoring
day-to-day procedures relating to equal opportunities. This includes
ensuring objectives and targets are effectively met and supporting staff
to achieve this.
Careers Wales will record on its MIS, information on clients‟ gender,
ethnicity and disability and provide management information for
monitoring purposes. The data will be quality assured and each
company will ensure that system users understand the value and
importance of recording and maintaining accurate information. We will
seek information, research and advice from a range of sources on how
to develop appropriate monitoring procedures, with regards to
additional protected characteristics.
HR Services will regularly monitor the effects of selection decisions,
employment and pay practices and procedures in order to assess
whether equal opportunity and dignity at work are being achieved.
Each Company will make an annual report to their Boards on findings
and subsequent actions if required.
Each Company will ensure that all employees are made aware of their
duties to comply with relevant legislation. New employees will receive
equality and diversity training as part of their induction programme.
All employees should read The Single Equality Scheme as part of a wider
set of policies relating to Equality and Diversity.
6.
Consultation
The Single Equality Scheme recognises the need to engage with a diverse
range of groups in shaping our services. This will identify whether every
individual using our services, or working for Careers Wales feel that they are
valued and treated fairly.
Careers Wales is committed to working in partnership with relevant voluntary
and community groups.
The feedback Careers Wales may receive will be given due consideration
within the constraints of our business and where reasonable and practicable,
action will be taken to change our practices and procedures.
5
We will ensure that decisions will be justifiable when priority setting. We will
clearly state the reasons why some suggestions may not be taken forward.
Feedback
In order for Careers Wales to be sure that our Single Equality Scheme and
action plan meet the needs of all our customers, both internally and externally,
we will consult with staff, organisations and our customers so they may
comment on our intentions. Following consultation, we will review our Single
Equalities Scheme and action plan and as a result of any feedback implement
changes where reasonable and practical.
Complaints
Careers Wales is committed to providing a high quality service to both internal
and external customers. In order for us to do this we need our customers to
comment on our services, whether these comments are positive or negative.
We treat a complaint as any expression of dissatisfaction with our service,
which calls for a response. We listen to all complaints and take them
seriously. We want to resolve any complaint as swiftly as possible and learn
from it in order to continuously improve our services. Each Careers Wales
Company will deal with complaints by implementing their individual complaints
procedures.
Monitoring
Careers Wales companies will monitor their services (in time this will include
sub-contracted work) and employment practices and the Careers Wales
Equality and Diversity Working Group will monitor the Single Equality
Scheme. We will set up and analyse reports on our client services to see how
they affect all equality strands and compare them with our overall
performance. Should patterns emerge, we will investigate and where
necessary amend our procedures to meet customer needs.
The results of our monitoring efforts will be analysed by senior management
and presented to all of the Careers Wales companies Board of Directors.
Where appropriate, the results of our monitoring process will inform Careers
Wales‟ Business Plans. We will publish results in the Equality and Diversity
section of Annual Reports.
6
Section 7
Achieving Diversity Action Plan 2010/11 Please note this is the first year of an ongoing process and it will be updated following the consultation
Sex
Sexual Orientation
October 2011
Completed
Action Plan –
update if
appropriate
October 2011
Use careerswales.com as a
vehicle for consultation.
Publish approved
Scheme
7
Religion or Belief
Update Scheme if
appropriate

Race
Completed
Questionnaire and
feedback.
Evaluation report “You
said…. We did”.
Pregnancy & Maternity
September 2011

Gender Reassignment
Evaluation Report
st
√
√
√
√
√
√
√
√
√
Progress
Identify and agree target
audience.

Career Wales
colleagues, partners,
stakeholders, service
users and customers.
31 October 2011
Careers Wales
Equality & Diversity
Group
Marriage & Civil Partnership
Timescale/
By Whom
Outcome
Disability
Engage staff, partners and
service users in the
consultation of the Single
Equality Scheme/Action
Plan.
How ?
Age
Specific Actions
Required
st
31 October
2011
March 2012
8
Sexual Orientation
Monitoring and
reporting
arrangements in
place
Sex
Introduce monitoring
and reporting
arrangements in place
March 2012
Business Planning
Group
Religion or Belief
Timetable agreed
by Chief Executives
Completed
Careers Wales
Equality & Diversity
Group
Race
Timetable for the
Impact measurement of
key policies and
services.
October 2011
Pregnancy & Maternity

Staff Training
undertaken
Progress
Gender Reassignment



Identify and train key
staff.
Timescale/
By Whom
Marriage & Civil Partnership

Outcome
Disability
Introduce a systematic
approach to Equality
Impact Assessment.
How ?
Age
Specific Actions
Required
√
√
√
√
√
√
√
√
√
Recommendation,
as to what extent,
Careers Wales
monitors and
reports on
additional protected
characteristics.
March 2012
Careers Wales
Equality & Diversity
Group
9
Sexual Orientation
Undertake research
and seek advice on
appropriate ways to
introduce monitoring
procedures with
regards to the
additional
characteristics.
Sex

Religion or Belief
March 2012
Careers Wales
Business Planning
Group with support
from the Equality &
Diversity Group
Race
Produce a report,
which can be used
to develop and
improve services as
necessary.
Pregnancy & Maternity
Analyse and evaluate
data to identify
trends in relation to
service delivery
functions and
demographic makeup.
Gender Reassignment

Marriage & Civil Partnership
Timescale/
By Whom
Outcome
Disability
Evaluate MIS data against
the protected
characteristics to ensure
that we are meeting the
needs of service users and
also meeting our
obligations as an
employer.
How ?
Age
Specific Actions
Required
√
√
√
√
√
√
√
√
√
Progress
March 2012
Careers Wales Quality
Managers with support
from the Equality &
Diversity Group
10
Sexual Orientation
Evaluation report
Sex
Analyse client survey
responses (against
protected
characteristics) in order
to establish the impact
of the services we
deliver.
March 2012
Careers Wales Quality
Managers with support
from the Equality &
Diversity Group
Religion or Belief
Self-evaluation
report.
Race
Audit of existing
Careers Wales practice
in relation to Equality &
Diversity.
March 2012
Careers Wales Quality
Managers with support
from the Equality &
Diversity Group
Pregnancy & Maternity



Use the data to
develop and
improve services as
necessary
Gender Reassignment


Research frameworks
and standards to
identify best practice in
relation to Equality &
Diversity.
Marriage & Civil Partnership

Timescale/
By Whom
Outcome
Disability
Develop robust selfevaluation systems in
order to evidence good
practice and areas for
development.
How ?
Age
Specific Actions
Required
√
√
√
√
√
√
√
√
√
Progress
Appendix 1
Definitions
Equality of Opportunity is essential in creating a fairer society where
everyone has the same chance to fulfil their potential, to participate
fully in the economic and social life of the community and have access
to the services they need.
Equality of Opportunity can be
summarised in terms of equal treatment, equal access and equal
outcomes.
Diversity is about recognising and valuing differences in their broadest
sense. This means understanding how people‟s differences and
similarities can be used for the benefit of the individual, the
organisation and society as a whole.
Equal Opportunities and Diversity work together by addressing the
inequalities and barriers faced by people in under-represented groups
and by valuing, learning and benefiting from the diverse cultures in
society and or employees. Careers Wales will ensure that all
employees, customers and clients are aware of their entitlement to be
treated with equity and as individuals.
It is unlawful to discriminate on the grounds of age, disability, gender
reassignment, transgender, pregnancy and maternity, race, religion or
belief, sex and sexual orientation. Acts of discrimination can occur in
seven main ways:
Direct Discrimination - takes place when one (or more) person(s) is
treated less favourably than others in the same circumstance.
Associative Discrimination - this is direct discrimination against
someone because they are associated with another person who
possesses a protected characteristic.
Discrimination by Perception - this is direct discrimination against
someone because others think that they possess a particular
characteristic.
They do not necessarily have to possess the
characteristic, just be perceived to.
Indirect Discrimination - This form of discrimination takes place when
a requirement or condition of employment, promotion or aspects of
service delivery is applied equally and appears to be fair, but can be
shown to have an adverse impact on an individual or group by placing
them at a disadvantage, and the reason for this cannot be justified.
11
Harassment - this is behaviour that is deemed offensive by the
recipient. Employees can now complain of the behaviour they find
offensive even if it is not directed at them.
Harassment by a Third Party - employers are potentially liable for the
harassment of their staff or customers by people they don‟t themselves
employ, i.e. a contractor.
Victimisation - This form of discrimination takes place when a person
receives less favourable treatment because they have made a
complaint, or it is suspected that they have made a complaint, or if they
have or are going to provide evidence about an act of discrimination.
Appendix 2
Legislative Context
There are significant pieces of legislation, which will remain central to Careers
Wales’ Single Equality Scheme, and to which, the companies and all its
employees will comply with.
The Equality Act 2010:
The Equality Act 2010 received Royal Assent on 8 April 2010. The Equality
Act 2010 replaces the existing anti-discrimination laws with a single Act. It
simplifies the law, removing inconsistencies and making it easier for people to
understand and comply with it. It provides a framework for simpler, smarter
and more streamlined processes. It also strengthens the law to help tackle
the discrimination and inequalities, which still exist in our society.
The Equality Duty 2010
The general equality duty came into force on 5 April 2011. Careers Wales
carries out functions of a public nature and will put in place reasonable and
practicable measures to undertake its functions in line with the equality duty.
Those subject to the equality duty must, in 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.
12
Specific Duties
The purpose of the specific duties is to help organisations to comply with the
general duty, by improving the focus and transparency of activities to meet the
general duty. Where reasonable and practicable Careers Wales will publish
information in line with the specific duties placed upon public authorities.
In summary, those public authorities covered by the specific duties are
required to:
1. Publish sufficient information to demonstrate its compliance with
the general duty across its functions.
This information must include information on the effect that its
policies and practices have had.
Evidence of the analysis that has been undertaken.
Details of the information that they considered in carrying out the
analysis.
Details of the engagement that they undertook.
2. Prepare and Publish Equality Objectives
Objectives that it reasonably thinks it should achieve to meet one or
more of the aims of the general duty.
Details of the engagement that it undertook, in developing its
objectives, with people whom it considers to have an interest in
furthering the aims of the general equality duty.
3. Publication
The information on equality objectives must be published at least
every four years.
The information and equality objectives must be published in a
manner that is reasonably accessible to the public. It can be
published within another document.
The Equality Act 2006:
The Equality Act 2006 received Royal Assent in February 2006. The main
provision under this act was the establishment of the Equality and Human
Rights Commission (October 2007). The Commission has taken on the work
of the previous three equality commissions and they also promote an
understanding of the importance of equality, human rights and good relations.
13
The Gender Equality Duty
The Equality Act 2006 amended the Sex Discrimination Act 1975 (Section
76A), creating a general equality duty, which requires public authorities, when
carrying out functions of a public nature to:
Eliminate unlawful discrimination and harassment; and
Promote equality of opportunity between men and women.
This duty also introduces specific duties requiring a number of public
authorities to develop a Gender Equality Scheme setting out how they will fulfil
their gender equality duty.
The Disability Equality Duty
The Disability Discrimination Act 1995 (as amended by the the Disability
Discrimination Act 2005) aims to remove the barriers that disabled people
encounter in their daily lives. The 1995 Act imposes a general duty on public
authorities to have a due regard to:
Promoting equality of opportunity between people with disabilities and
other people.
Eliminating unlawful discrimination under the Act.
Eliminating harassment of disabled people.
Promoting positive attitudes towards disabled people.
Encouraging participation by disabled people in public life.
Taking steps to take account of disabled people‟s disabilities, even
where that involves treating disabled people more favourably than
others.
Under the Disability Discrimination (Public Authorities) (Statutory Duties)
Regulations 2005 state that a public authority must:
Publish a Disability Equality Scheme demonstrating how it intends to
fulfil its general and specific duties.
Involve disabled people in the development of the scheme.
The Race Equality Duty
The Race Relations (Amendment) Act 2000 amended the Race Relations Act
1976 to impose a general duty on specified persons and bodies. The general
duty requires that in carrying out its functions specified persons and bodies
shall have a due regard to the need:
To eliminate unlawful racial discrimination.
To promote equality of opportunity.
To promote good relations between people of different racial
groups.
14
A series of specific duties has also been created which require specified
persons and bodies to establish a proactive approach to race equality. This
includes the preparation of a Race Equality Scheme.
Appendix 3
Demographic Context:
Equalities Communities within Careers Wales
Population in Wales
The Office for National Statistics (ONS) Census 2001 recorded the population
of Wales as 2,903,085. Mid Year Estimates (MYE) for Wales (as of the 30th
June 2009) suggest that the population has increased to 2,999,300. The
increase in population in the 12 months between 1 st July 2008 and June 30th
2009 was due to:
Migration (5,900 more people arriving in Wales than leaving).
Natural Change (3,300 more births than deaths).
The highest population decreases of all unitary authorities in Wales during
mid-2008 to mid-2009 were Ceredigion (0.5%) and Blaenau Gwent (0.2%).
Age
The following table highlights the working age populations across Wales.
Area
% Of all 16+ who are of working
Percentage
age
Anglesey
42,000
74.9
Blaenau Gwent
43,200
78.1
Bridgend
85,500
78.6
Caerphilly
109,900
79.9
Cardiff
222,200
83.6
Carmarthenshire
110,300
75.2
Ceredigion
50,600
76.7
Conwy
65,300
71.7
Denbighshire
59,400
75.4
Flintshire
97,300
79.9
Gwynedd
72,500
76.0
Merthyr Tydfil
35,300
79.1
Monmouthshire
54,000
75.9
Neath Port Talbot
86,800
77.8
Newport
88,300
79.5
Pembrokeshire
72,500
75.5
Powys
80,400
74.0
Rhondda, Cynon, Taff
148,900
79.6
Swansea
146,900
78.2
The Vale of Glamorgan
78,300
78.5
Torfaen
57,200
78.8
Wrexham
85,700
79.7
Column Total
1,892,300
78.2
Source: ONS Annual Population Survey July 2009 – June 2010.
15
Disability
The new definition of disability as outlined in the new Equality Act 2010 states
that a person has a disability if he or she has:
“A physical or mental impairment and the impairment has a substantial
and long-term adverse effect on his or her ability to carry out normal
day-to-day activities”
The “Work Limiting” definition of disability is a Labour Force Survey (LFS)
classification and comprises those people who state that they have had health
problems for more than a year and that these problems affect either the kind
or amount of work that they can do.
The picture in Wales
Area
Working age
who are
disabled
Employment
rate of working
age disabled
Anglesey
Blaenau Gwent
Bridgend
Caerphilly
Cardiff
Carmarthenshire
Ceredigion
Conwy
Denbighshire
Flintshire
Gwynedd
Merthyr Tydfil
Monmouthshire
Neath Port Talbot
Newport
Pembrokeshire
Powys
Rhondda, Cynon, Taff
Swansea
The Vale of Glamorgan
Torfaen
Wrexham
9,000 (21.4%)
13,000 (30.1%)
23,500 (27.5%)
28,100 (25.6%)
42,400 (19.1%)
27,000 (24.5%)
9,600 (18.9%)
14,200 (21.8%)
12,700 (21.4%)
17,000 (17.5%)
14,200 (19.5%)
8,700 (24.7%)
9,600 (17.7%)
25,800 (29.8%)
20,200 (22.9%)
15,600 (21.4%)
15,900 (19.8%)
42,000 (28.2%)
34,100 (23.2%)
16,800 (21.4%)
14,700 (25.7%)
16,700 (19.5%)
3,500 (39%)
4,300 (32.9%)
10,900 (46.3%)
9,600 (34.2%)
18,600 (43.9%)
11,800 (43.6%)
4,800 (50.1%)
5,900 (41.3%)
5,700 (45.0%)
8,400 (49.3%)
6,500 (45.7%)
3,200 (37.1%)
4,600 (47.9%)
8,600 (33.4%)
8,400 (41.8%)
6,200 (39.9%)
6,500 (40.0%)
15,700 (37.4%)
14,500 (42.5%)
7,800 (46.6%)
5,400 (36.8%)
7,700 (46.1%)
Employment rate
of working age –
both DDA and
Work Limiting
1,500 (26.5%)
2,100 (22%)
4,300 (29.6%)
3,600 (20%)
6,800 (29.3%)
5,000 (28.5%)
2,000 (37.8%)
2,700 (29.3%)
1,700 (24.2%)
3,300 (33.3%)
2,900 (31%)
1,300 (22.9%)
1,100 (22.6%)
3,700 (20.3%)
3,200 (25.9%)
2,200 (24.7%)
2,700 (29.5%)
5,500 (20.7%)
6,400 (28.8%)
2,800 (29.2%)
2,100 (22.5%)
1,900 (21.5%)
Column Total
430,800 (22.8%)
178,700 (41.5%)
69,000 (25.9%)
Source: ONS Annual Population Survey July 2009 – June 2010.
16
Employment rate
of working age –
DDA only
disabled
1,500 (63.9%)
1,700 (72.5%)
4,400 (70.5%)
4,700 (61.6%)
7,500 (63.7%)
4,500 (74.7%)
1,600 (68.8%)
2,000 (63.1%)
2,800 (71.1%)
3,400 (72.5%)
2,500 (74.4%)
1,500 (74.2%)
2,700 (75.2%)
3,800 (69%)
3,600 (68.4%)
2,600 (69.3%)
2,300 (58.9%)
6,700 (70.8%)
6,100 (69.4%)
3,700 (70.5%)
2,900 (70.5%)
3,700 (78.3%)
76,200 (69.1%)
Sex
The ONS Mid Year Estimates for Wales in 2009 indicate that men make up
49% of the total population compared to 51% of women. These figures
compare to Great Britain as a whole.
Wales
Working age population
%
All people
2,999,300
59.9%
Males
1,465,500
64.2%
Females
1,533,800
55.9%
Source: ONS mid-year population estimates, 2009.
Working age includes male‟s aged 16-64 and female‟s aged 16-59
Careers Wales 2010 Annual Destination Survey (of school leavers from
secondary schools in Wales) reported the following trends relating to gender:
The majority of the cohort (83%, 30,367 individuals) continued in full-time
education. A higher percentage of females (6 percentage points more)
chose this route than males.
5% more males continued in full-time education at a Further Education
College than females.
Continuing full-time education in Sixth Form provision was more popular
with females.
9% of the cohort (3,185 individuals) entered the labour market, either
going into employment or work based training. A larger proportion of
males (5% more) than females chose this route.
6% (2,119 individuals) entered work-based training with non-employed
status. A higher percentage of males (2% more) than females chose this
route.
1% (373 individuals) entered work based training with employed status.
2% of males compared to 1% of females chose this route.
Nearly 2% of the cohort (693 individuals) entered employment outside
Government supported training. Twice as many males as females chose
this route.
On the survey date, 5% of the cohort (1,967 individuals) were known not
to be in any form of education, training or employment (NEET). A higher
percentage of males than females fell into this category.
Females were far more likely to be unable to enter education, training or
employment due to illness, pregnancy etc. than males (18% of females
compared with 5% of males were in this category).
17
Race and Ethnicity
The following table highlights the 2008 numbers and percentages of people
who have said they are from non-white backgrounds in Wales.
Area
All Persons
Persons who have said they are
from non-white backgrounds
Wales
2,965,300
107,700
Anglesey
68,100
Blaenau Gwent
68,200
600
Bridgend
133,600
3,000
Caerphilly
171,200
1,300
Cardiff
323,800
44,600
Carmarthenshire
178,900
4,500
Ceredigion
77,600
1,100
Conwy
110,100
2,800
Denbighshire
96,200
1,600
Flintshire
149,800
1,100
Gwynedd
116,400
1,700
Merthyr Tydfil
55,300
1,300
Monmouthshire
87,200
900
Neath Port Talbot
136,400
3,200
Newport
139,300
9,200
Pembrokeshire
117,800
2,200
Powys
131,500
2,500
Rhondda, Cynon, Taff
230,900
4,700
Swansea
227,000
12,100
The Vale of Glamorgan
123,800
3,200
Torfaen
90,100
1,100
Wrexham
131,800
4,600
SOURCE: STATSWALES, 2009 ANNUAL POPULATION SURVEY
Percentage
3.6
0.6
0.9
2.3
0.8
13.8
2.5
1.4
2.5
1.7
0.8
1.5
2.3
1.0
2.4
6.6
1.9
1.9
2.0
5.3
2.6
1.2
3.5
The 20010 Careers Wales Destination Survey reported the following trends
in relation to Ethnicity:
Minority ethnic groups make up 4% of the total Year 11 cohort.
However, ethnicity data and analysis may be slightly skewed by the fact
that 6% of the Year 11 cohort did not supply information on ethnicity. In
addition, the „no response to survey/left area‟ rate is higher for leavers
from minority ethnic groups and those not supplying ethnic data.
Of those returning information on ethnicity:
o
A higher percentage of those in minority ethnic groups (4% more)
continued in full-time education than those who are white.
o
A much smaller percentage of those in minority ethnic groups entered
work based training than those who are white.
o
A slightly higher percentage (1% more) of those who are white
entered „employment - other‟.
o
Fewer young people entered „work based training - employed status‟
or „continuing in part-time education (less than 16 hours)‟ across all
ethnic groups.
For further data and analysis on ethnic minority destinations please refer to information held on
www.careerswales.comunder local Careers Wales companies and Local Authorities.
18
Religion or Belief
The ONS Census records Religion and Belief. In 2001 results in Wales
showed that:
8% (234,000 people) did not state a religion.
Just below 19% (538,000 people) indicated they had 'No religion'.
72% (2,087,000 people) declared themselves as Christian.
Of the remaining 1.5% (44,000 people) belonging to non-Christian
faiths, the largest group was Muslim.
Sexual Orientation
Sexual orientation was not a category for inclusion in the 2011 Census.
Stonewall estimate between 6 – 8% of the national population is lesbian, gay
or bisexual (LGB) and that this is usually higher in urban areas. The
Government is using the figure of 5-7% of the population which Stonewall
feels is a reasonable estimate. However, there is no hard data on the number
of lesbians, gay men and bisexuals in the UK as no national census has ever
asked people to define their sexuality. Various sociological/commercial
surveys have produced a wide range of estimates, but there is no definitive
figure available.
The ONS introduced a Sexual Identity project in 2006 in order to establish
how best to meet user requirements for information on sexual orientation.
From January 2009 ONS introduced a sexual identity question within the
constituent surveys that make up the Integrated Household Survey (IHS).
The IHS contains information from nearly 450,000 individual respondents –
the biggest pool of UK social data after the Census. For the Survey period
April 2009 to March 2010 experimental statistics from this survey suggested
that 1.4% of adults in the UK identified themselves as Lesbian/Gay or
Bisexual.
Gender Reassignment
At this time gaps in evidence mean relatively little is known about transgender
people in Wales and the UK generally.
Marriage and Civil Partnership
The Civil Partnership Act 2004 came into force on 5 December 2005 in
the UK. The Act enables same-sex couples aged 16 and over to obtain
legal recognition of their relationship.
19
Same-sex couples formed 244 civil partnerships in Wales in 2009, a
decrease from 282 in 2008.
The total number of partnerships formed in Wales since the Act came into
force in December 2005 is 1447. Cardiff has seen the highest number of
civil partnerships since 2005.
More women (54%) than men (46%) continued to form same-sex civil
partnerships in Wales in 2009.
The average age at civil partnership formation of all partners in 2009 was
highest in Wales (40.4 years).
To obtain a civil partnership dissolution in the UK, a couple must have
been in either a registered civil partnership or a recognised foreign samesex relationship for 12 months.
There were 351 civil partnership dissolutions granted in England and
Wales in 2009. Of these 327 were in England and Wales and 24 were in
Scotland while there were none in Northern Ireland.
The average age of all partners dissolving a civil partnership in 2009 was
39.2 years in England and Wales.
Source: Civil Partnerships in the UK 2009. Office for National Statistics 2010
Pregnancy and Maternity
Pregnancy is the condition of being pregnant or expecting a baby. Maternity
refers to the period after the birth, and is linked to maternity leave in the
employment context. In the non-work context, protection against maternity
discrimination is for 26 weeks after giving birth, and this includes treating a
woman unfavourably because she is breastfeeding.
The Equality Act makes it clear that it is against the law to get less favourable
treatment if breastfeeding when receiving services. However, there is no right
to breastfeed at work. For example, it would be against the law for a manager
of a café to ask a mother to stop breastfeeding or ask her to do it somewhere
more private, or ask her to leave.
Deprivation
The Welsh Index of Multiple Deprivation 2008 (WIMD) is the official measure
of deprivation in Wales. It has been developed for the Welsh Assembly
Government by the Assembly‟s Statistical Directorate and the Local
Government Data Unit (Wales). It is an index of deprivation not affluence.
20
The Welsh Index of Multiple Deprivation 2008 (WIMD) summary report states
that:
Deprivation is a wider concept than poverty.
Poverty means not having enough money (or other essentials) to get by.
Deprivation refers to problems caused by a general lack of resources
and opportunities (not just money). Pg 4
England and Wales have been divided into Super Output Areas (SOA) each
having roughly the same population. There are three levels:
Lower Layer (the smallest)
Middle Layer
Upper Layer (the Largest)
There are 1,896 Lower Layer Super Output Areas in Wales each containing
roughly 1,500 people. Deprivation scores have been calculated for each of
these areas. Higher scores indicate more deprivation. An area has a higher
deprivation score than another one if the proportion of people living there who
are classed as deprived is higher.
Multiple Deprivation, as used for the WIMD is made up of eight separate
domains:
Income
Employment
Health
Education
Housing
Access to services environment
Community Safety
The summary report states clearly that an area itself is not deprived,
circumstances and lifestyles of the people living there affect its deprivation
score. The report also states that not everyone living in a deprived area is
deprived and that not all deprived people live in deprived areas.
The five most deprived Lower Layer Super Output Areas in Wales were:
Rhyl west 2, Denbighshire
Butetown2, Cardiff
Queensway 1, Wrexham
Rhyl West 1, Denbighshire
Rhyl South West 2, Denbighshire
Deprivation scores in Wales ranged from 81.0 to 2.3. Larger figures indicate
higher levels of deprivation. Ranks in the WIMD 2008 range between 1 and
1896, with 1 indicating the most deprived LSOA in Wales.
21
The following table shows the range of scores and ranks within each local
authority.
Local Authority
Highest Index
deprivation
score
Highest Rank
Lowest Index
deprivation score
Most Deprived
Denbighshire
Cardiff
Wrexham
Swansea
Merthyr Tydfil
Caerphilly
Rhondda Cynon Taff
Bridgend
Blaenau Gwent
Newport
Carmarthenshire
Neath Port Talbot
Conwy
Torfaen
Pembrokeshire
Gwynedd
Flintshire
The Vale of Glamorgan
Isle of Anglesey
Powys
Ceredigion
Monmouthsire
81.0
78.1
77.9
74.3
73.6
73.4
72.5
70.7
69.9
68.2
66.8
65.2
60.6
59.9
56.0
53.4
53.1
49.8
48.2
44.7
37.2
32.9
1
2
3
6
7
8
10
13
15
22
26
29
44
49
71
82
85
100
119
153
272
369
Least Deprived
4.1
2.3
3.9
3.0
9.4
3.9
3.9
4.5
11.9
4.4
7.9
4.9
4.8
5.4
9.7
5.6
3.3
2.9
5.8
3.5
5.0
2.3
Source: Welsh Index of Multiple Deprivation (WIMD) 2008.
22
Lowest Rank
1858
1896
1863
1887
1565
1865
1864
1847
1356
1853
1650
1835
1838
1800
1530
1793
1880
1890
1781
1879
1827
1895