The Cabinet Committee Equalities and Employee Relations met to discuss learning and development, health and wellbeing, and workforce data. The committee reviewed reports on each of these topics, but made no decisions.

Workforce Data

The committee reviewed a report on workforce data for the first quarter of the year.

Key points from the report:

• The total workforce headcount is 5,921, a reduction of 61 from the same period last year.
• The workforce is 79% female and 21% male.
• 46% of staff are full time, 48% are part time and 6% are working in casual and relief positions.
• The average age of employees is 46, with 51% of employees aged 46 and above.
• The days lost per full time equivalent employee¹ for quarter 1 in 2025/2026 is 3.08, lower than the 3.34 for the same period last year. However, the percentage of absences that are categorised as long term has increased from 77% to 81%.

Health and Wellbeing

The committee received a report providing an overview of health and wellbeing initiatives within Bridgend County Borough Council. The report highlighted actions and support provided between April 2024 and March 2025.

The council continues to prioritise mental, physical and emotional wellbeing through a range of support resources, including:

• Employee Assistance Programme (EAP): Provided by Vivup, this offers employees a counselling service, immediate information, and advice on workplace and personal issues at no cost. 109 employees accessed the counselling service for the first time between April 2024 and March 2025, compared to 43 in the preceding period. The EAP also offers a personal wellbeing dashboard with assessments, goal-setting tools, articles, videos, and recipes.
• Occupational Health Referrals: The Occupational Health Service, provided by Insight, supports employees and provides advice and guidance regarding health issues in the workplace. 355 referrals were made between April 2024 and March 2025. The service also conducts health surveillance checks for employees in specific job roles. New employees complete a pre-employment health declaration.
• Health Hub News (HHN): A quarterly newsletter with tips on improving health and wellbeing, including stories from employees' experiences and articles promoting awareness days/weeks.
• Health & Wellbeing Group: A group of employees from across all directorates that communicate and encourage health and wellbeing. Initiatives include providing free menstruation products, body metrics scans, defibrillator training, and a dedicated Health and Wellbeing space in the Civic Offices². The group also supports community initiatives like The Bridge's Winter Warmer and Summer Lunchin' appeals.
• Support & Resources: A wide range of resources are available, including intranet pages, a Health & Wellbeing Protocol, QR code leaflet, Vivup digital poster, financial resources leaflet, menstruation & menopause protocol/leaflet, back pain resources, neurodiversity awareness leaflet, Stress Risk Assessment (SRA) guidance & form, and Wellness Action Plan. HR briefings are also available for managers on topics like Health and Wellbeing and Absence Management Welfare Meetings. A wellbeing event for employees is scheduled for September with key partners.

The effectiveness of these initiatives will be reviewed over the next 12 months.

Learning and Development

The committee reviewed a report on the council's grow your own schemes, apprenticeships, and staff training during 2024/2025.

The report highlighted the following:

• Apprenticeships & Graduates: Since 2013, the council has appointed 170 apprentices, with 148 completing their qualification and a 68% retention rate. Between April 2024 and March 2025, there were 22 apprenticeships in place. The in-house graduate scheme, introduced in 2021, has seen 8 graduate posts, with 1 remaining in post as of 31 March 2025.
• Workshops: Between April 2024 and March 2025, 19 workshops were organised by the Corporate Learning & Development Team, with 129 delegates attending across a range of topics, including Microsoft Excel, Welsh language, digital skills, mental health awareness, and building resilience.
• E-Learning: E-Learning is used to ensure employees have the necessary skills and knowledge. Completion rates for mandatory modules as of 31 March 2025, were:
  • Display Screen Equipment (DSE): 68.26%
  • Fire Safety: 85.77%
  • GDPR and Data Protection: 81.35%
  • Introduction to Equality and Diversity: 63.58%
  • ICT Code of Conduct: 78.63%
  • Safeguarding Children and Adults: 85.52%
  • Violence Against Women Domestic Abuse and Sexual Violence (VAWDASV): 75.76%
  • Welsh Language Awareness: 62.45%
• HR Briefings: HR Briefings are delivered by Senior HR Professionals on topics such as recruitment, health and wellbeing, absence management, and the Local Government Pension Scheme. During the period April 2024 to March 2025, the HR Briefings were attended by 257 delegates.
• Funded Qualifications (Levy): The council utilises the Apprenticeship Levy to fund apprenticeship training and upskill existing staff. During 2024-2025, 36 Post Entry Training applications were made and approved.