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Politics

Assembly tops Stonewall employers’ ratings

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Elin Jones: Assembly 'truly honoured'

THE NATIONAL Assembly for Wales has been recognised as the 2018 UK leading employer for lesbian, gay, bisexual and transgender people in the latest Stonewall Workplace Equality Index.

It’s the first time the Assembly has topped the list and comes ten years since it first entered the index. Since then the Assembly has steadily worked its way up and has featured in the top ten for the past four years.

Stonewall also highly commended the Assembly’s work in promoting, recognising and supporting transgender equality, citing it as one of only 11 exemplar organisations in the UK.

Elin Jones AM, Llywydd of the National Assembly for Wales, said: “We are truly honoured to be recognised by Stonewall as the leading employer in the UK for lesbian, gay, bisexual and transgender people.

“The National Assembly has diversity and inclusion at the very heart of its role representing the people of Wales.

“We are proud to support our LGBT staff network and continue to work to create an inclusive culture – not only for the people who work here but for the people we represent across all Wales’ diverse communities.

“As Wales’ parliament, it is right that we should lead by example to demonstrate what can be achieved with the right attitudes, leadership and determination.

“This is not only a great day for the Assembly, it’s also good news for staff in the many other Welsh organisations represented in the top 100 employers. They demonstrate people in Wales clearly understand the value of inclusive policy and service delivery and I congratulate them all.”

Joyce Watson AM, Assembly Commissioner with responsibility for diversity and inclusion, said: “This is a wonderful achievement which comes on the tenth anniversary of the Assembly first being recognised in the Stonewall Workplace Equality Index.

“It is a testament to the dedication of our staff, in particular our diversity and inclusion team, for embracing and ingraining LGBT equality in all aspects of our work representing the people of Wales.

“Our success shows that incremental changes in policy and a willing approach to changing attitudes can achieve so much and serve as an example to others.”

Andrew White, Director of Stonewall Cymru, told The Herald: “Of course, we should all expect our national Parliament to lead the way on this and other matters. But for many LGBT people in Britain this will have a special significance.

“In my last few years at school the Thatcher government brought in Section 28: a spiteful piece of legislation intended to mute all discussion of people like me in schools. The parliamentary debate leading up to this vile law treated me and my peers as somehow less worthy of rights, of family, of respect. It’s phenomenal that a parliament could now be leading ​t​o LGBT inclusion”

WALES’ EMPLOYERS PRAISED

Stonewall’s Top 100 is compiled from submissions to the Workplace Equality Index, a powerful benchmarking tool used by employers to assess their achievements and progress on LGBT equality in the workplace.

More than 430 organisations took part in this year’s index.

Each organisation must demonstrate their expertise in 10 areas of employment policy and practice, including networking groups, senior leadership, procurement and how well they’ve engaged with the LGBT community.

As part of the Top 100, Stonewall also collects more than 92,000 anonymous responses from employees on their experience of Britain’s workplace culture and diversity. It’s one of the largest national employment surveys in Britain.

A massive 91​%​ of non-LGBT employees who responded to the survey, say they understand why their employer is committed to LGBT equality.

Speaking about the way in which Welsh employers had stepped up to the mark on LGBT rights and inclusiveness, Andrew White of Stonewall said: “I am constantly impressed with how employers across Wales are transforming the lives and opportunities of LGBT people, these results show that our small but proud nation is once again leading the way.

“We know that despite the advances of LGBT rights in recent years, people in Wales still experience discrimination, abuse and isolation at work, at home and in our communities. The work of LGBT-inclusive employers is vital in securing a more prosperous, healthier and more equal nation for future generations.”

Andrew White concluded: “Creating the best environment at work for all staff results in a happier, healthier workforce, better services, and increased productivity. Workplace equality isn’t just right, it’s good for business.

“Our national parliament is rightfully championing equality, especially trans equality. The positive actions they have taken set a great example to all employers on how much can be achieved with the right leadership and desire to effect positive change.”

More than 400 employers were in contention to get a coveted spot in this year’s Top 100 LGBT inclusive employers list. The top 10 employers were a diverse mix of organisations, with representation from both the public and private sectors. The full list is in the notes to editors.

To mark the new trans-inclusive focus of the Top 100, Stonewall has also named Britain’s top trans-inclusive employers. This is a list of organisations that have gone above and beyond to ensure trans staff feel accepted. The full list is in the notes to editors.

This comes at a time when trans and non-binary people are facing a daily onslaught of abuse both in their private lives and in the public sphere.

Earlier this month Stonewall released research that showed half of trans people (51​%​) have hidden their identity at work for fear of discrimination or abuse and that one in eight trans employees (12​%​) have been physically attacked by colleagues or customers in the past year.

Business

Cwm Deri Vineyard Martletwy holiday lets plans deferred

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CALLS to convert a former vineyard restaurant in rural Pembrokeshire which had been recommended for refusal has been given a breathing space by planners.

In an application recommended for refusal at the December meeting of Pembrokeshire County Council’s planning committee, Barry Cadogan sought permission for a farm diversification and expansion of an existing holiday operation through the conversion of the redundant former Cwm Deri vineyard production base and restaurant to three holiday lets at Oaklea, Martletwy.

It was recommended for refusal on the grounds of the open countryside location being contrary to planning policy and there was no evidence submitted that the application would not increase foul flows and that nutrient neutrality in the Pembrokeshire Marine SAC would be achieved within this catchment.

An officer report said that, while the scheme was suggested as a form of farm diversification, no detail had been provided in the form of a business case.

Speaking at the meeting, agent Andrew Vaughan-Harries of Hayston Developments & Planning Ltd, after the committee had enjoyed a seasonal break for mince pies, said of the recommendation for refusal: “I’m a bit grumpy over this one; the client has done everything right, he has talked with the authority and it’s not in retrospect but has had a negative report from your officers.”

He said the former Cwm Deri vineyard had been a very successful business, with a shop and a restaurant catering for ‘100 covers’ before it closed two three years ago when the original owner relocated to Carmarthenshire.

He said Mr Cadogan then bought the site, farming over 36 acres and running a small campsite of 20 spaces, but didn’t wish to run a café or a wine shop; arguing the “beautiful kitchen” and facilities would easily convert to holiday let use.

He said a “common sense approach” showed a septic tank that could cope with a restaurant of “100 covers” could cope with three holiday lets, describing the nitrates issue as “a red herring”.

He suggested a deferral for further information to be provided by the applicant, adding: “This is a big, missed opportunity if we just kick this out today, there’s a building sitting there not creating any jobs.”

On the ‘open countryside’ argument, he said that while many viewed Martletwy as “a little bit in the sticks” there was already permission for the campsite, and the restaurant, and the Bluestone holiday park and the Wild Lakes water park were roughly a mile or so away.

He said converting the former restaurant would “be an asset to bring it over to tourism,” adding: “We don’t all want to stay in Tenby or the Ty Hotel in Milford Haven.”

While Cllr Nick Neuman felt the nutrients issue could be overcome, Cllr Michael Williams warned the application was “clearly outside policy,” recommending it be refused.

A counter-proposal, by Cllr Tony Wilcox, called for a site visit before any decision was made, the application returning to a future committee; members voting seven to three in favour of that.

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Climate

Fishguard ‘battery box’ scheme near school refused

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PLANNERS have refused a Pembrokeshire ‘battery box’ electricity storage unit near a Pembrokeshire town school, which has seen local objections including fears of a potential risk to nearby school children.

In an application recommended for approval at the December meeting of Pembrokeshire County Council’s planning committee, AMP Clean Energy sought permission for a micro energy storage project on land at Fishguard Leisure Centre Car Park, near Ysgol Bro Gwaun.

The application had previously been recommended for approval at the November meeting, but a decision was deferred pending a site visit.

The scheme is one of a number of similar applications by AMP, either registered or approved under delegated planning powers by officers.

The battery boxes import electricity from the local electricity network when demand for electricity is low or when there are high levels of renewable energy available, exporting it back during periods of high demand to help address grid reliability issues; each giving the potential to power 200 homes for four hours.

The Fishguard scheme, which has seen objections from the town council and members of the public, was before committee at the request of the local member, Cllr Pat Davies.

Fishguard and Goodwick Town Council objected to the proposal on grounds including visual impact, and the location being near the school.

An officer report said the scheme would be well screened by a Paladin Fence, with a need to be sited close to an existing substation.

Speaking at the December meeting, Ben Wallace of AMP Clean Energy conceded the boxes were “not things of beauty” before addressing previously raised concerns of any potential fire risk, saying that “in the incredibly unlikely” event of a fire, the system would contain it for up to two hours, giving “plenty of time” for it to be extinguished, an alarm immediately sounding, with the fire service raising no concerns.

“These are fundamentally safe, the technology is not new,” he said, comparing them to such batteries in phones and laptops.

One of the three objectors at the meeting raised concerns of the proximity to homes and the school, describing it as “an unsafe, unsustainable and unnecessary location,” with Cllr Jim Morgan of Fishguard Town Council, who had previously raised concerns of the “nightmare scenario” of a fire as children were leaving the school, also voicing similar issues.

Local county councillor Pat Davies, who had spoken at the previous meeting stressing she was not against the technology, just the location and the potential risk to pupils, said the siting would be “a visual intrusion,” with the school having many concerns about the scheme, adding it had been “brought forward without any dialogue of consultation with the school”.

Cllr Davies added: “It is unacceptable that a micro-storage unit should be proposed in this area; someone somewhere has got it wrong.”

Following a lengthy debate, committee chair Cllr Mark Carter proposed going against officers in refusing the scheme; members unanimously refusing the application.

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Climate

Fears Sageston wind turbine scheme could affect bats

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AN APPLICATION for a wind turbine nearly 250 foot high on the road to Tenby, recommended to be turned down due to a lack of information on how it could affect bats, has been put on hold.

In an application recommended for refusal at the December meeting of Pembrokeshire County Council’s planning committee, Constantine Wind Energy Ltd sought permission for a 76-metre-high wind turbine at Summerton Farm, Sageston.

Back in 2024, an application to replace a current 60.5m high turbine on the site with one up to 90 metres, or just under 300 foot, at the site was refused on the grounds its height and scale would have a detrimental impact on the visual amenity of the locality, with the additional clause of failing to comply with supplementary guidance.

A report for committee members on the latest application says the smaller turbine than previously proposed, representing a 16-metre increase in height from a previously granted turbine “would not be sufficient for it to become an overbearing feature in the landscape,” with no objections from either the Council Landscape Officer or Natural Resources Wales.

However, concerns were raised by the council ecologist that the applicant’s Preliminary Ecological Appraisal Report was incomplete.

“The Council Ecologist questions why the response received in relation to myotis bat records were not included within the initial PEA.  As such, he considers that the PEA does not present enough information on the possible presence of bats within the application site area.

“Whilst there may be negligible foraging and commuting potential, there are records of foraging on grassland within two kilometres which have positive identification of myotis bat foraging, along with greater and lesser horseshoe bat foraging.  He also notes that the application site is in close proximity to a wooded area.”

It was recommended for refusal on the grounds that appraisal report, and technical note, “do not adequately address the impact of the proposed wind turbine on bat activity in the area”.

At the committee meeting, members heard the scheme had been temporarily withdrawn to deal with issues raised, the application expected to return to a future meeting.

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