Our Strategic Equality Objectives 2024 - 2028

Closed 12 Jan 2024

Opened 15 Dec 2023


View this consultation in Welsh.

The Public Sector Equality Duty (PSED) requires listed bodies such as ourselves to review their existing equality objectives at least every four years.

Equality Objectives are goals that organisations set and are required to be published our next revised objectives and the steps we intend to take to meet them by 1 April 2024.

The aim of the objectives are to ensure that public organisations consider how we can positively contribute to a fairer society through:

  • Eliminating unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Equality Act 2010.
  • Advancing equality of opportunity between people who share a relevant protected characteristic and those who do not.
  • Fostering good relations between people who share a protected characteristic and those who do not.

Why we are consulting

The purpose of this consultation is to seek your input and views to shape and inform our new Strategic Equality Objectives for 2024-2028.

The themes and objectives from the Natural Resources Wales / Strategic equality objectives 2020-2024 were developed with other public organisations as part of The Wales Public Bodies Equality Partnership and form part of our Diversity and Inclusion Strategy 2022-2025.

These objectives are still important and relevant to our work and will significantly contribute to tackling inequalities as set out in the 'Is Wales Fairer report, 2018'. An ‘Is Wales Fairer?’ 2023 is scheduled to be released in December of 2023. We would like to know whether you believe anything else needs to be included.

Strategic Equality Objectives

Our current 5 shared long-term Strategic Equality Objectives towards “A fairer society and a more equal Wales” are below:

1. Increase workforce diversity and inclusion

Long term outcome - Our organisations will reflect a fair and inclusive environment, where all people feel valued and can have equal opportunities to fulfil their potential within organisation.

2. Eliminate pay gaps

Long term outcome - Disclosure of information is part of organisational culture, staff understand why data is collected, ensuring that necessary data is only collated (GDPR).

3. Engage with the community

Long term outcome - Diverse communities throughout Wales will be actively engaged in our organisations’ work. Strategies, policies, and decisions will be co-produced with diverse individuals. People’s experiences and views will shape our organisations.

4. Ensure equality is embedded into the procurement / commissioning process and is managed throughout delivery

Long term outcome - Equality is embedded into procurement principles which areoperational and evidence.

5. Ensure service delivery reflects individual need

Long term outcome - People and shared good practice actively influences delivery of services to meet individual needs.


  • All Areas


  • Equality, Diversity and Inclusion


  • Equality, Diversity and Inclusion