Equality & Diversity Policy - August 2026

In this section

5. Aiming for Diversity within Our Workforce at all Levels

The following diversity strands are presented in alphabetical order and represent the protected characteristics within the Equality Act 2010 plus Welsh language. It outlines everyone’s responsibilities and expected behaviours within our organisation to ensure a positive approach to equality and diversity within our workplace:

5.1 Age

Age diversity is promoted and valued at all levels through:

  • Challenging age stereotyping;

  • Recognising the benefits of an age diverse workforce;

  • Challenging discrimination towards younger and older employees;

  • Recognising that younger and older employees have different experiences and development needs;

  • Recognising that employees of all ages may need to work more flexible hours.

5.2 Disability

The abilities of our employees with a disability are recognised and valued at all levels through:

  • Focusing on what individuals can do rather than what they cannot;

  • Challenging stereotypes about people with disabilities;

  • Understanding the need to make reasonable adjustments in the workplace to enable individuals to achieve their full career potential;

  • Challenging discrimination;

  • Recognising that not all disabilities are visible;

  • Recognising that individuals may need to work more flexible hours due to their specific impairment.

5.3 Gender Re-assignment, Gender identity and gender expression

Gender reassignment is the process of transitioning from one gender to another. Gender identity is a way to describe how a person relates to their gender.

Gender identity can correlate to the gender assigned at birth or it can differ from it.

Gender expression is a person's behaviour, mannerisms, interests, and appearance that are associated with gender in a particular cultural context, specifically with the categories of femininity or masculinity. This also includes gender roles.

Trans employees will be supported by:

  • Protection against all forms of discrimination, harassment or victimisation;

  • Challenging stereotypes about trans and non-binary people;

  • Taking positive steps to ensure individuals are treated with dignity and respect;

  • Respecting and protecting the privacy of the individual;

  • Promoting positive working relationships and understanding in the workplace;

  • Recognising and supporting those who are subject to abuse and violence outside the workplace.

5.4 Marriage and Civil Partnership

People will be treated fairly in the workplace irrespective of their marital or civil partnership status by:

  • Individuals in civil partnerships being treated the same as married couples (including partners of the same sex) on a wide range of legal matters;

  • Respecting and protecting the privacy of individuals;

  • Promoting positive working relationships and understanding in the workplace;

  • Recognising and supporting those who are subject to abuse and violence outside the workplace.

5.5 Pregnancy and Maternity

The birth parent will be supported through pregnancy and maternity by:

  • Recognising the need to balance life at work and at home;

  • Supporting individuals and taking active steps to maintain communication during maternity leave and encourage the use of Keeping In Touch days;

  • Facilitating a positive return to work after maternity or adoption leave;

  • Supporting birth parents who wish to continue breast feeding after their return to work.

5.6 Race (including colour, nationality, ethnicity or national origins)

The racial and cultural diversity will be supported at all levels through:

  • Challenging racial stereotypes;

  • Understanding, respecting and valuing different racial and cultural backgrounds and perspectives;

  • Challenging discrimination against black and minority ethnic groups including migrant workers and travelling communities;

  • Recognising that racial discrimination can be experienced on the grounds of colour, nationality, ethnicity or national origins;

  • Recognising and supporting those who are subject to abuse and violence outside of the workplace;

  • Promoting positive relationships in the workplace.

5.7 Religion and Belief

People will be treated fairly in the workplace irrespective of their religion and belief at all levels through:

  • Challenging discrimination against religious, faith or other cultural groups;

  • Recognising individuals’ freedom of belief or non-belief;

  • Supporting employees to balance their life at work to enable individuals to observe their religious or cultural practices;

  • Recognising and supporting those who are subject to abuse and violence outside the workplace;

  • Promoting positive relationships within the workplace.

5.8 Sex

People will be treated fairly and rewarded for their contributions at all levels by:

  • Challenging gender stereotypes and all forms of discrimination, sexism and harassment;

  • Supporting employees in balancing their life at work and at home;

  • Promoting positive relationships within the workplace;

  • Recognising and supporting those who are subject to abuse and violence outside the workplace.

5.9 Sexual Orientation

People are treated fairly in the workplace irrespective of their sexual orientation at all levels through:

  • Challenging discrimination against lesbian, gay and bisexual people;

  • Recognising that the level of discrimination is hard to quantify as fear of discrimination may prevent people from ‘coming out’ or being open about their sexual orientation;

  • Respecting it is the right of the individual to be open or otherwise about their own sexual orientation;

  • Challenging negative stereotypes;

  • Recognising and supporting those who are subject to abuse and violence outside the workplace;

  • Promoting positive working relationships within the workplace.

5.10 Welsh Language

Bilingualism within the workplace is recognised and will be supported at all levels, in line with the commitments set out in the Welsh Language Standards and Language Skills Strategy, through:

  • Encouraging the use of bilingualism and promoting its use within the workplace;

  • Supporting employees to be able to undertake their duties in Welsh or English, according to their personal choice where possible;

  • Promoting increased use of Welsh language in the workplace and understanding of the cultural heritage;

  • Raising the confidence and ability of all staff in bilingual skills;

  • Encouraging and supporting Welsh learners in the workplace.