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ge race disability eligion belief sexu Careers Wales rienation gender a Equality aceSingle disability relig Scheme elief sexual oriena ender age race dis Embracing Equality and Diversity eligion belief sexu rienation gender a 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