The Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 were established to provide specific duties for public authorities in Wales to help them better perform their obligations under the Equality Act 2010. These regulations aim to promote transparency, accountability, and the integration of equality considerations into the functions and practices of public bodies.

Purpose:The primary purpose of these regulations is to enhance the effectiveness of the Public Sector Equality Duty (PSED) under the Equality Act 2010 in Wales. They are designed to ensure that public authorities consider how their policies, decisions, and practices affect people with different protected characteristics, promoting equality and preventing discrimination.

Requirements:

1. Equality Objectives: Public authorities must set and publish specific, measurable equality objectives that they aim to achieve. These objectives should be reviewed at least every four years.
2. Strategic Equality Plans: Authorities must prepare and publish a strategic equality plan that outlines how they intend to meet their equality objectives. The plan should include details of how progress will be measured and reported.
3. Engagement: Authorities are required to involve and consult with people who have an interest in how the authority carries out its duties, including representatives from protected characteristic groups, to inform their equality objectives and strategic equality plan.
4. Assessment of Impact: Public bodies must assess the impact of their policies and practices on equality. This includes considering how proposed changes to services, policies, or practices might affect people with different protected characteristics.
5. Annual Reporting: Authorities must publish an annual report detailing their progress towards achieving their equality objectives and other equality-related activities.
6. Employment Information: Public bodies must collect, analyze, and publish information on their employees' characteristics, such as age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. This data helps identify any disparities and informs action to address them.
7. Pay Differences: Authorities must identify and publish information on pay differences between employees with different protected characteristics, particularly focusing on gender pay differences, and take steps to address any identified disparities.

Applicability:These regulations apply to public authorities in Wales, including local authorities, health bodies, schools, and other organizations that perform public functions. They ensure that these bodies embed equality considerations into their work and are held accountable for their progress in promoting equality and eliminating discrimination.

By complying with these regulations, public authorities in Wales contribute to creating a fairer society where equality and diversity are actively promoted and protected.

The Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 outline specific evidence requirements for public authorities in Wales to ensure compliance with the Public Sector Equality Duty (PSED). These requirements are designed to promote transparency, accountability, and the effective integration of equality considerations into public sector functions and practices.

Key Evidence Requirements:

1. Equality Objectives: Public authorities must document and publish specific, measurable equality objectives. Evidence must include the rationale for selecting these objectives, the process of setting them, and how they address key equality issues.
2. Strategic Equality Plans: Authorities are required to prepare and publish a strategic equality plan. This document should outline how they will achieve their equality objectives, including timelines, responsible parties, and measures of success. The plan must be regularly reviewed and updated.
3. Engagement Records: Authorities must provide evidence of engagement with individuals and groups, particularly those representing protected characteristics. This includes records of consultations, meetings, feedback received, and how this input has influenced the equality objectives and strategic equality plan.
4. Impact Assessments: Authorities must carry out and document equality impact assessments for their policies and practices. These assessments should analyze how different protected characteristic groups might be affected by proposed actions and include steps to mitigate any negative impacts identified.
5. Annual Reports: Public authorities must publish annual reports detailing their progress towards achieving their equality objectives. These reports should include data, analysis, and specific examples of actions taken and their outcomes.
6. Employment Information: Authorities must collect, analyze, and publish data on their workforce, disaggregated by protected characteristics such as age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. This evidence helps identify disparities and informs actions to promote equality within the workforce.
7. Pay Differences: Authorities are required to collect and publish information on pay differences between employees with different protected characteristics, with a focus on gender pay gaps. This includes providing evidence of any measures taken to address identified pay disparities.

These evidence requirements ensure that public authorities in Wales are actively monitoring, reporting, and addressing equality issues within their organizations and in the delivery of their services. They promote a culture of transparency and accountability, contributing to the broader goal of eliminating discrimination and advancing equality for all.