Agenda, decisions and minutes

The Chairperson welcomed everyone to the meeting.

No declarations of interests were received.

RESOLVED:               The minutes of the meeting held on 18 November 2024 were approved as an accurate record.

That the report be noted.

It was noted that the circulated Pay Policy Statement 2025/26 would be presented to Council for approval on 19 February, then published on the Council’s website by 31 March 2025.

RESOLVED:               That the report be noted.

That the signing of the Age Friendly Pledge (as detailed at Appendix 1 to the circulated report) be approved.

Members noted the amount of older workers currently within the Council’s workforce, and discussed feedback from retirees and the benefits of flexible working arrangements, as well as tracking of the target dates within the Age Friendly Employer Pledge Action Plan.

Members felt it would help raise awareness of flexible working/retirement to highlight positive stories from members of staff currently working flexibly, within the internal communication channels.

In response to a question, officers said that evidence does not demonstrate that employees are ‘nervous’ when asking for flexible working. New data was being collected around the number of requests for flexible working, versus the number of applications granted, and would be shared with the Committee once available.

RESOLVED:               That the signing of the Age Friendly Pledge (as detailed at Appendix 1 to the circulated report) be approved.

That the report be noted.

Members discussed mental health within NPTCBC and the impact that Time to Change Wales ceasing trading would have on the Council. Members were pleased to note that the Council are already supported by a lot of other organisations, including Mind and Adferiad Mental Health charities.

Mental health first aid training was discussed, and the number of employees who had received that training. Officers would provide the Committee with this information following the meeting.

Members queried if Officers were confident that the impact of the mental health first aid training was reaching all parts of the workplace, especially those who do not log on to a computer to do their jobs.

RESOLVED:               That the report be noted.

That the revised Whistleblowing Policy (as detailed at Appendix 1 to the circulated report) be approved.

Officers gave an overview of the circulated report.

RESOLVED:               That the revised Whistleblowing Policy (as detailed at Appendix 1 to the circulated report) be approved.

That the report be noted.

Members were concerned that workplace related stress was one of the top reasons for sickness absence from NPT Council, and queried how this was being mitigated. A stress risk assessment is carried out for any employee who is suffering from work related stress, to identify what the causes are, and look at mitigating actions that can be put in place. The employee survey would be a useful tool for capturing employees views on, and reasons for, work related stress.

It was confirmed that ‘long term sick’ related to periods of absence greater than 28 days. Covid formed a category of its own and was not included within the ‘colds and flu’ category. It was noted that the data needed to be viewed in conjunction with the context.

RESOLVED:               That the report be noted.

That the report be noted.

Officers gave an overview of the annual Gender Pay Gap update report, and explained that whilst the Councils gender pay gap had been steadily reduced over the last few years, this was the first year in the last 8, that the mean gender pay gap had slightly increased. However, the Councils gender pay gap still remained lower than the UK and Wales averages.

Members felt that when comparing promotions or higher grades of pay in relation to men versus women, men seemed to be receiving promotions and reaching higher grades more frequently than women. Officers confirmed the Council had a lot of initiatives to progress women in the workplace. A report would be presented to Members concerning these initiatives at the next meeting of the Personnel Committee (10 March 2025).

Members requested a piece of work be undertaken on the reasons behind the current gender pay gap. Officers will explore the reasons behind the gender pay gap further and will bring this information back to a future meeting of the Personnel Committee

RESOLVED:               That the report be noted.

Any urgent items at the discretion of the Chairperson pursuant to Section 100BA(6)(b) of the Local Government Act 1972 (as amended).

RESOLVED:               No urgent items were received.