The Education Workforce Council (EWC) procures various goods and services for use in the achievement of its functions, and aims to achieve value for money in all procurements. The procedures for procurement are detailed in the Finance Manual.

We conduct our procurement process in accordance with UK Public Contracts Regulations and EU Public Procurement Directives.

Thresholds

The Finance Manual sets out thresholds determining the appropriate procurement route. Except where single tender action is unavoidable, procurement of goods/services of value between £5,000 and £25,000 are based on sourcing three written quotations from suppliers, with procurements valued greater than £25,000 following a formal procedure (all values, including VAT). This may include:

• use of a centrally negotiated framework, such as those established by the National Procurement Service or the Crown Commercial Services
• tendering such contracts on Sell2Wales, the Welsh Government procurement portal. The EWCis registered as a buyer on Sell2Wales, and will advertise invitations to tender here. If a supplier is not currently registered with Sell2Wales, they can register here

Calculation of the threshold is based on the actual good/ service being procured, and will exclude eg fixed costs, such as postage.

Equality

As a Welsh public body, the EWC is committed to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations taking account of the nine protected characteristics:

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• religion or belief (or lack of belief)
• race – including ethnic or national origin, colour, or nationality
• sex
• sexual orientation

Suppliers should take account of this commitment in all transactions with the EWC.

Welsh language

Similarly, the EWC is also committed to the Welsh language, treating both languages equally. All procurement activity may be conducted in English or Welsh, subject to the stated preference of the tenderer.

Data protection

All contractors or potential contractors are obliged to comply with the EWC’s rules, under the Data Protection Act 1998.

The EWC recognises that biodiversity is under pressure from a range of influences. We are committed to meeting our duty under the Environment (Wales) Act 2016, to seek to maintain and enhance biodiversity, so far as possible within the remit of our functions, and in so doing promote the resilience of ecosystems. The consideration of biodiversity and ecosystems is embedded into EWC business planning and day-to-day activities.

The Wales Biodiversity Partnership has published a Nature Recovery Action Plan (NRAP) which identifies six objectives to address the issues that are driving the decline in biodiversity in Wales, and to support recovery.

As an organisation that occupies an office building as a tenant only (i.e. we do not own or manage property or land) and whose functions are not directly connected to biodiversity and/or land management, the EWC is categorised by Welsh Government as a Group 1 organisation for the purposes of the duty. We aim to support the following three NRAP objectives through the actions and measures outlined in the table below:

NRAP Objective 1

Engage and support participation and understanding to embed biodiversity throughout decision-making at all levels

Embed biodiversity action across EWC functions:

• commitments are made to reduce organisational impact on the environment and published in our Annual Report
• opportunities for biodiversity action at EWC are limited but where action is taken (as detailed below) it is delivered through the day-to-day business of the Corporate Services function

Raise awareness across EWC:

• voluntary training opportunities on biodiversity are offered as part of the EWC all-staff training programme
• we provide information highlighting the importance and value of biodiversity to staff as part of the staff wellbeing programme

NRAP Objective 4

Tackle key pressures on species and habitats

Address key pressures:

• we comply with the Waste Separation Requirements (Wales) Regulations 2023.
• we reduce, reuse and recycle resources where possible e.g. through recycling waste appropriately, replacing disposable plastic cups with glassware, donating unwanted office equipment to charitable causes, using recycled products and encouraging minimal stationery consumption.
• we attempt to mitigate climate change, reduce energy consumption and increase decarbonisation e.g. adopting hybrid working, using movement sensitive lighting, external communications sent via email, virtual meetings encouraged and where travel is necessary, public transport used wherever possible.
• suppliers are required to use sustainable management practices and environmentally friendly products as part of the EWC procurement process

Use biodiverse and native nature based solutions:

• this is not applicable to EWC office environment

NRAP Objective 6

Put in place a framework of governance and support for delivery

Ensure governance for biodiversity within EWC:

• the EWC Corporate Services Manager is responsible for ensuring biodiversity actions and measures are taken as detailed, and developing additional measures wherever possible
• our compliance with our biodiversity duty is monitored and reviewed annually by the Director for Finance & Corporate Services

Provide capacity for biodiversity:

• staff participation in action for biodiversity is encouraged and supported through EWC Volunteering Policy

Support biodiversity action through partnerships:

• we cannot provide funding but support action for biodiversity as it encourages staff participation through its Volunteering Policy

Review

We will review and report on the measures we take to support the NRAP objectives and meet our duty annually, as part of the strategic and operational planning programme. In so doing we will seek to develop additional measures that we can take to maintain and enhance biodiversity and promote the resilience of ecosystems.

Download Welsh Language Standards Monitoring Report 2024/25

Introduction

The Education Workforce Council (EWC) is the independent, professional regulator for the education workforce in Wales.

Established by the Education (Wales) Act 2014, we regulate education practitioners in 13 different registration categories spanning schools, further education (FE), youth work, and adult/work-based learning. Our Register of Education Practitioners is the biggest public register of any profession in Wales, and the most wide-ranging register of education professionals in the world, with over 91,000 practitioners registered.

We are included in category four of the Welsh language standards. This requires us to comply with 148 standards covering service delivery, operational matters, policy making, and record keeping. Our standards of service policy, and guidance on using and promoting the Welsh language internally, (reviewed biennially and annually respectively), explain how we will act in accordance with the requirements of the standards, and follows the principle that Welsh and English have equal status in our work and administration. They also recognise our responsibility to promote and develop the use of Welsh within our workplace and the wider education workforce in which our registrants practice.

Alongside these documents, this annual report sets out our compliance with the Welsh language standards during 2024/25, detailing how we have worked to promote use of the language, both amongst our own employees, and in engaging with registrants and external stakeholders. 

Our standards, compliance and monitoring

All employees have a responsibility to ensure that they comply with the standards, which are available to both employees and service users on our website (in compliance with operational standard 149). We also publish information on our website detailing our compliance with the Welsh language standards.

Compliance with the Welsh language standards is a standing agenda item at monthly senior management team meetings. Responsibility for monitoring compliance with the standards lies with the Director of Professional Development, Accreditation and Policy. This annual report, detailing our compliance with the standards, has been reviewed by our Executive Committee before being discussed and approved by our Council.

Should the Welsh Language Commissioner request information regarding any aspect of our compliance with the standards, we are under a duty to provide it. We have continued to engage constructively with the Welsh Language Commissioner over the course of the reporting period, not only regarding our efforts to promote and encourage the use of the Welsh language but also to seek their advice on service provision and good practice. 

Compliance

Service delivery standards

Written correspondence

When the preferred language of the person we are contacting is unknown, or when writing to groups of people (such as through email newsletters) our initial correspondence is always bilingual, with Welsh on the left or on top so that it appears first. Where we know the language preference, communication is then conducted in that language. When someone writes to us using both Welsh and English, we provide a bilingual response.

Our letterheads include a statement welcoming correspondence in Welsh and confirming that using Welsh will not cause any delay in our response.

All email signatures and/or email footers include bilingual job titles and contact details and Welsh in the Workplace logos for employees who choose to include it, and who are fluent speakers or learners. All out of office replies are in Welsh and English as standard.

Telephone calls

Our main telephone number connects to an automated system which greets the caller bilingually (Welsh message first). Thereafter, the system allows the caller to choose whether they wish to speak to an employee in Welsh or English. We have trained employees on how to deal with calls in order to ensure that callers receive the best service in the language of their choice.

If a caller, whose preferred language is Welsh, wishes to speak to someone with specific expertise, who is not a Welsh speaker, they are informed of this and asked whether they are content to proceed with the conversation in English, before being transferred.

On occasions when a call from an individual whose preferred language is Welsh needs to be transferred to a specific department during a time when all Welsh speaking staff are unavailable, the caller is given three options: to remain on hold, to leave their contact details and receive a call back as soon as possible, or be transferred to a member of staff with whom they can continue their call in English (demonstrating compliance with operational standard 17). A summary of the number of calls received during 2024/25, in Welsh and English, is provided below:

Meetings

When arranging meetings, we confirm the preferred language of attendees in advance, and offer simultaneous translation, if required.

The Council conducts its meetings bilingually by agreement of Council members, employing a simultaneous translation service to ensure that all participants and observers can follow proceedings. Minutes of the public Council meetings are approved bilingually by the Council and published bilingually on our website.

Events

Over the last year, we have hosted several events to promote our work and engage with registrants and stakeholders, namely:

• Masterclass: Leading reflective practice – from evidence to effective action (June 2024)
• Annual Education Workforce Statistics 2024 stakeholder briefing event (October 2024)
• Policy Briefing: Learning support workers in Wales: trends, challenges, and policy pathways (November 2024)
• Professionally Speaking lecture: Embracing AI in education: opportunities, challenges, and ethical considerations (January 2025)

We provide full simultaneous translation at all public events that we organise, enabling presenters and audience members to participate in Welsh or English. All such events during the reporting year have been virtual, via Zoom, which allows simultaneous translation to be provided.

At all events that took place during the reporting period, the event’s host addressed the audience bilingually in the opening and closing remarks. Welsh language speakers have presented their items through the medium of Welsh with a simultaneous translation service provided for non-Welsh speakers. The audience were able to submit questions via the chat function in Welsh or English, and during eight of our events, the audience was able to ask questions orally in either language (two questions were asked in Welsh orally, 11 via the chat function).

All PowerPoint presentations used at these events have been provided bilingually, with attendees able to choose whether to view the slides in Welsh or English. All events are recorded and subtitled in both Welsh and English. These recordings are available on our website.
All of our public events are free of charge and we administer our ticketing bilingually through an online platform, TicketSource. As part of the sign-up procedure, we ask whether or not attendees are Welsh speakers.

In May 2024, we had a week-long presence at the Urdd Eisteddfod in Maldwyn, and in August 2024 we were at the National Eisteddfod in Pontypridd for the whole week, sharing a stand with Educators Wales on both occasions. We ensured that at least one Welsh-speaking employee was present at all times, and employees who are learning Welsh were also encouraged to volunteer.

Other events we have attended this year, across all parts of Wales (and beyond) include:

• the National Education Show (Llandudno and Cardiff)
• Pride Cymru (Cardiff)
• Cardiff Mela
• Royal Welsh Show (Builth Wells)
• Tafwyl (Cardiff)
• conference ‘market places’ across various locations
• university open days throughout Wales
• recruitment fairs across Wales and England

We made every effort to ensure that at least one employee attending these events was a Welsh speaker so that registrants, stakeholders, and the public would be able to engage with us in their preferred language.

Presentations

As summarised below, we offer presentations on a number of our operational areas in Welsh or English, at the request of employers/stakeholders. We endeavour to provide all presentations in the language requested^[2].

A presentation on the Code of Professional Conduct and Practice (the Code) is available on our YouTube channel which includes the slides and subtitles in Welsh.

Fitness to practise

The fitness to practise team (and senior officers) regularly visit schools, FE colleges, and other settings across Wales to deliver presentations to current and future registrants, employers/agents, and others about the Code. In this reporting period, we delivered 46 of these sessions, of which three were delivered in Welsh.

Registration

Annually, the registration team presents to final year teaching (school and FE), and youth work students at institutions across Wales. In this reporting period, we delivered 33 registration presentations, of which 11 were requested and provided in Welsh. Copies of all slides were provided in Welsh and English after each presentation. Attendees at all presentations were able to ask questions (and receive a response) in Welsh or English.

Professional development and funding

The professional development and funding team delivers presentations to newly qualified teachers and relevant stakeholders about the induction profile, as well as to all registrants and stakeholders on the Professional Learning Passport (PLP). During the reporting period, we received requests for 18 presentations to be delivered in Welsh, out of a total of 74.

Promotion of Careers

In the reporting period, the promotion of careers team delivered a total of 16 demonstrations of the Educators Wales website, 6 of which were requested and provided in Welsh.

Signage, notices, publicity, and promotional materials, documents and forms

We produce all EWC materials either bilingually (with Welsh on the left or on top so that it appears first), or in separate Welsh and English versions. English only versions notify the reader that the material is available in Welsh (demonstrating compliance with operational standards 136, 137, and 138).

Website and social media

Our website and associated web-services are fully bilingual and users can easily switch between Welsh and English. This applies to all of our web services, including the public Register of Education Practitioners which can be checked by learners, parents/guardians, members of the public, and employers. In addition, the PLP is supported by a fully bilingual app.

During 2024/25, the PLP saw:

• 193 newly qualified teachers create their induction profiles using the Welsh language version (with 1,029 created in English)
• 2,371 Welsh language professional learning experience templates created (14,263 in English^[3])
• 437 Welsh language career entry profiles created (by Initial Teacher Education (ITE) students at the end of their studies) and used to identify their strengths and areas for further development as they enter induction (1,364 in English)

We are also responsible for the Educators Wales website which provides an online careers, training and recruitment portal for educators and aspiring educators in Wales. The website is fully compliant with the Welsh language standards, with all content available through both Welsh and English. It also provides a bilingual webchat service, offering live or next day replies by EWC officers. Three queries were received via the webchat service in Welsh and 151 in English during 2024/25. We also received 195 direct emails, six of which were in Welsh.

The EWC currently has social media accounts on Facebook and LinkedIn, and until December 2024 we operated an account on X (Twitter). Across these platforms, all messages are posted in Welsh and English on a single feed. We also respond to all messages received through social media in the language of the original query.

On our YouTube channel all videos that we post are available in separate versions with Welsh and English subtitles (with all text provided in the viewers preferred language, regardless of the language being spoken).

The Communications Manager is responsible for all social media output.

Office reception

Within our corporate services team, two of the four posts are Welsh essential, ensuring that we are able to provide full bilingual reception cover. All Welsh-speaking employees are provided with, and encouraged to wear, the Welsh at work lanyard or pin badge (also demonstrating compliance with operational standard 130 and 130A), and posters are displayed in reception informing visitors that we provide a fully bilingual service. The visitors' signing in book is also bilingual.

Other Welsh language service delivery information

Initial teacher education accreditation

We are responsible for accrediting and monitoring programmes of ITE in Wales. We notify all providers about the importance of the Welsh language in the accreditation process and ensure that the accreditation arrangements operate bilingually. On all visits (virtual or onsite) to partnerships, we welcome presentations and professional dialogue through the medium of Welsh, or bilingually. We also offer simultaneous translation services at all visits (virtual or onsite).

During the reporting period, simultaneous translation services were used for two accreditation visits (Cardiff and CaBan), and two reaccreditation visits (USW and SUSP). In addition, it was used at the ITE stakeholder event, hosted jointly by EWC and Estyn, which took place in person in October 2024.

In November 2024, in collaboration with Welsh Government, we allocated ITE intake numbers for programmes commencing in September 2025 to ITE partnerships. We also provided partnerships with specific targets for the recruitment of Welsh-medium teachers (30% of total recruitment). We will monitor recruitment against these targets in 2025/26 and report on this to Welsh Government.

We delegate responsibility for accrediting ITE programmes to our ITE Accreditation Board (the Board). As at 31 March 2025, the board consisted of 15 members, including the chairperson and two deputies, all drawn from different fields of education. There are currently five members who are fluent Welsh speakers and two Welsh learner members.

Promoting careers in the education workforce to Welsh speakers

During 2024/25 we continued to undertake work to promote careers in the registered professions in line with our statutory remit, as well as work over and above that specified in our statutory functions, funded by Welsh Government. Our approach is aligned with Welsh Government’s ambitions with respect to developing the language skills of all practitioners (and their ability to teach Welsh or deliver through the medium of Welsh) and responds to the Cymraeg 2050 strategy, which identifies the education sector as having a key contribution to make in order to achieve the vision of a million Welsh speakers.

Our advocacy and support team have developed recruitment and engagement plans which include targeted recruitment for Welsh-medium teachers. The team also includes a recruitment and support officer with specific responsibility for planning and delivering events and promotional activity aimed at Welsh speakers. This has included:

• working with ITE partnerships to deliver information evenings for those considering becoming a Welsh-medium teacher
• delivering employability workshops and presentations on careers in education in Welsh-medium secondary schools
• attendance at careers fairs in Welsh-medium schools and colleges
• presentations to Welsh-medium teaching assistants to encourage them to progress into a career in teaching

EWC officers continue to work closely with Welsh Government officials and Coleg Cymraeg Cenedlaethol on a number of actions within the Welsh Government’s 10 year Welsh in Education Plan. Regular meetings have led to plans to deliver promotional activity in collaboration at national Welsh medium events and all communications in relation to Welsh medium teacher recruitment directs users to the Educators Wales website.

Fitness to practise and induction appeals

As at 31 March 2025, we had 53 panel members available to sit on fitness to practise committees, of whom 13 were Welsh speakers.

We conduct all fitness to practise cases and induction appeals in the registrant’s language of choice (Welsh or English). Upon receiving a case, we contact the registrant involved to establish their preferred language. Should the matter proceed to a hearing, we verify this preference again to ensure compliance. Witnesses retain the right to submit evidence in Welsh or English, irrespective of the hearing’s primary language.

During the year to 31 March 2025, we heard one hearing fully in Welsh and four hearings partly in Welsh.

Quality Mark for Youth Work (QMYW) in Wales

As at 31 March 2025, we had 45 assessors for the QMYW. Of these, nine are Welsh speakers (at various levels).

Organisations applying for the QMYW may submit documentation in Welsh, English, or bilingually. We conduct QMYW assessments in the applicant’s preferred language. During the year to 31 March 2025, one QMYW assessment was conducted partially in Welsh. 

^[1]Unknown relates to calls transferred internally as the telephone system is unable to record this data

^[2]Where a request has been made for a presentation to be delivered on a specific date, it may not always be possible to provide a speaker (either in Welsh or English). Where a Welsh speaker is not available, we are happy to offer alternative dates when a presentation can be delivered in Welsh.

^[3]In line with EWC’s PLP account retention and deletion policy, we have deleted 9,586 accounts and the associated assets of PLP users who are no longer registered with EWC during the reporting period.

Policy making standards

Policies and procedures

Our new Integrated Impact Assessment (IIA) process—introduced this year—replaces and strengthens the previous Equality Impact Assessment. It expands the scope of considerations and ensures greater robustness in policy development and review. As part of this process, we assess compliance with Welsh language standards, and evaluate how policies may affect Welsh-speaking or Welsh-learning employees, registrants, and stakeholders. The process also encourages officers to actively seek opportunities to promote the status and use of the Welsh language within the workplace, and increase the use of our Welsh language services. We also have a specific policy in place on using Welsh in the workplace (standard 92).

Consultations, research, and statistics

We published two consultations during the reporting year. These related to our Strategic Plan 2025-2028 and our revised Code of Professional Conduct and Practice. Both were conducted bilingually, and sought views about the Welsh language in line with standards 86-88.

This year, we have responded to the Welsh Language Commissioner’s consultations and calls for evidence, on:

• Regulatory Outcomes questionnaire
• Key line of enquiry questionnaire
• Revised Enforcement Policy

In July 2024, we published our Annual Education Workforce Statistics for Wales. This report detailed Welsh language information for the whole education workforce in Wales, across schools, FE, work-based learning, and youth work settings. Following its publication, we held a stakeholder briefing in October 2024, providing attendees with an overview of the data, with a particular focus on the key trends identified including statistics relating to the number of practitioners able to speak and work through the medium of Welsh. The EWC’s Data Manager, who led the event, presented through the medium of Welsh. 

Operational standards

Promotion of the Welsh language

We have a policy in place for the promotion of the Welsh language in the workplace. The policy aims to encourage and promote the use of Welsh internally, as a key element of our organisational culture. Awareness of the Welsh language standards forms part of our induction programme, with new employees learning about the standards and how they apply to us. New starters who are Welsh speakers are encouraged to use Welsh, both for work and in informal chats with colleagues. Opportunities to learn and develop Welsh language skills, as well as to practise speaking Welsh with colleagues, are highlighted to new starters. We also have a promotional video on our website and YouTube channel highlighting how we promote the Welsh language within the workplace, and the work we do to ensure that all of our services are bilingual.

We issued our bilingual Cymraeg ar Waith (Welsh at Work) e-newsletter to all staff on a quarterly basis throughout the year, to promote the use of the Welsh language across our organisation and provide hints and tips on compliance, to help ensure we implement the Welsh language standards consistently.

Our staff intranet, Eddie, is bilingual, enabling staff to receive all internal communications, and access organisational information and corporate literature, through their preferred language. We also use Eddie to share information about various awareness campaigns and cultural celebrations. This year, through Eddie, we promoted the Welsh language Commissioner’s ‘Defnyddia dy Gymraeg’ campaign, Dydd Miwsig Cymru and a number of Welsh language events including the Urdd Eisteddfod, National Eisteddfod, and Tafwyl.

Our dedicated EWC Welsh style guide, Yr Arddulliadur, provides all staff guidance on communicating in Welsh.

We also continue to provide access to the Cysgliad software package, which includes an online Welsh dictionary and spellchecker, on the computers of Welsh-speaking employees. The 'To Bach' programme, which assists with using the circumflex accent that frequently appears in the Welsh language, is installed on all computers.

Policies and procedures

We publish all EWC policies, including those listed in the standards, in Welsh and English on the staff intranet. Any forms or documents associated with the policies are available to employees in Welsh and English, or bilingually.

Our discipline and grievance policies set out employee rights, as per the standards, to use the Welsh language during any procedure. 

Complaints

If we receive any complaints, we have processes in place to ensure that we note these in detail and save them electronically. Complaints are also reported to the senior management team. We have a dedicated area on our webpage outlining our commitment to the Welsh language concerning complaints relating to the Welsh language. Our standards of service document is also available on our website and we make hard copies available upon request. We have received no requests for copies of our standards of service.

During 2024/25, we did not receive any complaints regarding the Welsh language, or our compliance with the standards. We did however receive correspondence from four individuals who were unhappy about receiving a bilingual email from the EWC in which Welsh text appeared first. All four concerns were resolved through responses which explained that we are a fully bilingual organisation that is required to comply with the Welsh Language Standards. 

Welsh language training

We have fostered an encouraging environment for Welsh learners within the organisation. We encourage employees to speak/learn Welsh and first language Welsh speakers are highly supportive of colleagues who are learners.

The Performance Development Review (PDR) process together with the staff survey referenced below are the primary tool for identifying training and development in Welsh for employees. We fully support relevant Welsh language training for all employees. During the reporting year, one member of staff continued to undertake further formal Welsh language training.

We have also supported members of staff who want to build on their formal training by offering in-house mentoring sessions. One member of staff, who with our support, has been learning Welsh since 2018, meets with our Welsh speaking communications officer weekly for informal conversations to help build confidence and nurture their conversational skills.

Bilingual training has been provided on health and safety, as outlined in operational standard 122. No further training has been provided in the areas outlined in operational standards 122 and 123 during the reporting year. If further training is provided in these areas, it will be provided in Welsh as well as English. 

Welsh language skills

Employees

We conduct a survey of our employees’ Welsh language skills and abilities annually. We also ask all new starters to complete the questionnaire during their induction. The survey asks employees to provide information regarding their Welsh language skills in relation to listening, reading, speaking, and writing, asking them to assess their abilities using the 0-5 (as suggested within the Welsh Language Commissioners advice document). The 2025 survey yielded a 96% response rate. We have summarised the response from all employees in the table below and attached a detailed breakdown of responses (by department) as appendix 1.

Employee Welsh language survey – summary of results^_[4]

The employee Welsh language survey also asked employees about their Welsh language training requirements. A total of 16^[5] employees requested Welsh language training with 12 interested in introductory/beginner level training, four requesting extension level training, and one wishing to undertake revision/special skills training (for fluent Welsh speakers).

Council members, ITE Board members, Fitness to Practise panel members and Quality Mark assessors

As part of our data collection, all Council members, ITE Board members, panel members and Quality Mark Assessors are asked to indicate their Welsh language abilities through a voluntary survey. The collated information is used to monitor members’ Welsh language skills and inform future recruitment activity.

Council members^[6]

Of the 14 members in post as at 31 March 2025, we received eight responses:

ITE Accreditation Board members

Of the 15 Board members in post as at 31 March 2025, we received nine responses:

Fitness to practise panel members

Of the 53 panel members as at 31 March 2025, we received 38 responses:

Quality Mark assessors

Of the 45 assessors as at 31 March 2025, we received 18 responses: 

^[4]Note that the number of employee responses to the survey (55) is two short of the total number of employees working for EWC as at 31 March 2025. This is due to two members of staff not responding to the survey.

^[5]One member of staff requested beginner and extension training.

^[6]Note that the form seeking information on the Welsh language ability of Council members was circulated prior to the requests sent to staff and panel members. As a result, the data was not collected using the revised form and does not align. From 2025/26 onwards, all data will be collected on the same basis.

Recruitment

Before embarking on a process of recruitment, a line manager and the relevant director, using our recruitment requisition form, will evaluate the need for and nature of the potential post, including the need for Welsh language skills. The entire recruitment process, is then completed in Welsh and English, or bilingually, including the job advert, all supplementary information, application form, and correspondence with applicants.

When advertising Welsh essential posts, we use Welsh language recruitment websites. At interview stage, we ensure that when we interview Welsh speakers at least one member of the selection panel is fluent in Welsh speaker. Candidates are then asked at least one question in Welsh, requiring a response in Welsh.

Our application form provides a space for applicants to indicate if they wish to use the Welsh language at interview or at any other method of assessment. It also explains that we will provide a translation service if required.

When we offer a new post, we ask the individual their preference with regards to receiving any formal correspondence, including the contract of employment, in Welsh.

In the reporting year, we advertised 11 new and vacant posts, as detailed below:

Record keeping standards

We keep all records in accordance with the standards and we will provide these to the Welsh Language Commissioner on request. 

Appendix 1: Welsh language employee survey: summary of results by department^_[7]

Listening

Reading

Speaking

Writing

^[7]Note that the number of employee responses to the survey (55) is two short of the total number of employees working for EWC as at 31 March 2025. This is due to two members of staff not responding to the survey.

 Download Annual Equality Report 2024/25

Introduction

The Education Workforce Council (EWC) is the independent, professional regulator for the education workforce in Wales.

Established by the Education (Wales) Act 2014, we regulate education practitioners in 13 different registration categories spanning schools, further education (FE), youth work, and adult/work-based learning. Our Register of Education Practitioners is the biggest public register of any profession in Wales and the most wide-ranging register of education professionals in the world, with over 91,000 practitioners registered.

Promoting equality and diversity and fostering inclusion are fundamental principles that underpin every aspect of our work. Our Strategic Equality Plan 2024-28 (SEP) outlines how we will ensure that we meet our responsibilities under the Equality Act 2010, and the Wales-specific public sector equality duty (the equality duty). The SEP is aligned with the vision and objectives outlined within our Strategic Plan, and is supported by a detailed action plan, alongside robust quarterly and annual monitoring.

During the period of the 2024-28 plan, we will undertake annual reviews, and make any amendments as necessary, to ensure that the document remains relevant and up to date.

This annual equality report sets out the progress we have made in achieving our five equality objectives during 2024/25. 

Our equality processes and procedures

Equalities is a standing agenda item at monthly senior management team meetings, providing a formal forum to discuss updates or matters arising.

In October 2024, our operational performance management processes and procedures were subject to an independent internal audit. Included within the scope was our compliance with statutory, regulatory and policy requirements and the monitoring of agreed KPIs for processes aligned to business plan requirements. The audit gave substantial assurance with no recommendations.

Integrated impact assessments

To ensure that equality is central to our work and to meet our legal obligations, relevant policies and procedures undergo an integrated impact assessment (IIA). These are stored in a central library, accessible to all staff. IIA’s inform the development and approval process for any new (or reviewed) policy, helping to ensure that our decisions are evidence-based, and reflect a clear commitment to equality.

A comprehensive review of our IIA process took place in 2024, aiming to create a more holistic assessment process, which also considers socio-economic impacts and encourages a more collaborative and consultative approach. The new process launched in October 2024 with training provided to relevant staff.

All IIAs are reviewed by the Policy and Planning team, and approved at Director level. A summary of IIAs is scrutinised by the senior management team at its monthly meetings.

Procurement

As a public body, we have a responsibility to embedding equality in our procurement processes. Our procurement policy includes a dedicated section on equality, ensuring contractors and subcontractors understand their role in helping us eliminate unlawful discrimination and promote equality of opportunity and good relations. These expectations, aligned with the Equality Act, are also outlined in our procurement statement.

Engagement

Throughout the year, we engaged with key stakeholders and networks to discuss equality issues relevant to our remit. We also shared equalities related information with registrants and other stakeholders.

We have continued to engage with a variety of equalities networks, groups, and partnerships - providing valuable insights to inform and strengthen our work. These have included:

• Public Sector Equality Duty (PSED) Network
• South East Wales Equalities Network (SEWEN)
• BAMEed Network Wales
• Anti-Racist Wales FE Steering Group
• Diversity and Anti-Racist Professional Learning (DARPL)
• Wales Equality and Human Rights Exchange Network
• Human Foundational Economy Group
• Colegau Cymru Equality and Diversity group

We are strongly committed to fulfilling our distinct role in delivering the key national priorities outlined in the Welsh Government’s Anti-racist Wales Action Plan (ARWAP). Following the publication of the refreshed ARWAP in 2024 we reviewed the document and considered its impact on our organisation and work. The updated ARWAP therefore formed a key consideration as we worked on a refreshed version of the SEP, during Spring 2025. Key areas of focus that we reflected upon, in response to the refreshed ARWAP, included the role of leaders in promoting anti-racism within the EWC and how we can use of data and evidence more effectively to address issues of representation within our workforce.

Achieving our objectives

Objective 1: Build a diverse and inclusive EWC team

How will we achieve this objective?

We will monitor our employment practices. This will include examining staff remuneration and looking at staff, Council and committee/panel members¹ recruitment processes and career progression, with the aim of identifying and addressing any barriers that exist to the development of a diverse workforce and governance structure.

Developing a diverse and inclusive team, and nurturing their talents, will ensure that our organisation is able to benefit from a range of different skills and perspectives, enhancing decision-making processes, and align with our commitment to fairness and equality.

We will:

• monitor our employment practices to ensure that the EWC is well positioned to recruit and retain a diverse workforce
• gather (and actively monitor) comprehensive and meaningful equality data regarding our employees
• encourage greater disclosure rates (regarding protected characteristics) from staff, Council and committee/panel members to gain a fuller understanding of the diversity of our workforce
• review and improve recruitment processes for staff, Council, and committee/panel members to ensure fairness to all under-represented groups

Progress in 2024/25

Staff equalities data is collected through an annual (voluntary) survey and used to inform IIAs, policy development, and training plans. To encourage participation, we featured an article in our quarterly Equality, Diversity and Inclusion (EDI) newsletter, and highlighted its importance during an all-staff planning meeting in June 2024. In the March 2025 survey, 48 of 57 staff responded (an 84% response rate). Our staff profile can be seen in annex A.

Our pay scales are transparent and employees receive annual increments until they reach the top of their pay band. We currently analogue to Welsh Government’s pay scales and any changes to the scales announced by Welsh Government are adopted by EWC. Our gender pay information is reviewed annually. Information for 2024/25 can be found in annex A.

We have continued to monitor our recruitment processes and are working to develop and implement a strategy to remove barriers linked to specific protected characteristics. All posts are advertised externally to reach a wide range of applicants. Our job adverts actively encourage individuals from diverse backgrounds to apply. A short animation summarising the EWC as an organisation (on our website), outlines our staff values, positive organisational culture, and inclusive recruitment processes. A standardised recruitment requisition form, used to inform all recruitment exercises, ensures that common standards and processes are applied, while all staff undertake unconscious bias training in advance of sitting on selection panels.

We collect diversity information for all direct applicants, but our application process ensures that all references to names, contact details, or other potential indicators of protected characteristics are anonymised prior to being shared with the interview panel for shortlisting. In this reporting year, we advertised 11 posts and received 82 diversity monitoring forms. Further details about the profile of applicants can be found in annex A.

We collect equality data on our Council members based on the nine protected characteristics. Although, members are appointed by Welsh Government (through the public appointments system) our data can help inform the process. In 2023, six new members were appointed and six members reappointed. The new Council commenced its term on 1 April 2023. Two additional members were appointed this year, bringing the Council to its full complement of 14 members. We supported Welsh Government’s recruitment process through highlighting the vacancies to our registrants, stakeholders, and networks – aiming to attract a diverse pool of candidates.

Where we do have jurisdiction in appointing panel members², we seek to attract a wide range of candidates, representative of the diverse landscape of the education workforce in Wales. We collect equality information from our fitness to practise panel members, Initial Teacher Education (ITE) Accreditation Board members and pool of Quality Mark for Youth Work (QMYW) in Wales assessors. We will continue to do this on an annual basis to help inform future recruitment exercises.

As part of our processes to monitor employment practices to identify barriers to recruitment and career progression, we regularly report our findings to our Executive Committee and Council through our quarterly reports.

Objective 2: Monitor the gender pay gap and identify opportunities to reduce it

How will we achieve this objective?

We will work towards eliminating the gender pay gap by ensuring the application of policies and practices relating to pay and progression provide equal opportunity for all. As a small organisation, the extent to which we are able to influence our overall gender pay gap is limited, with individual recruitment outcomes (for example, the appointment of a female to a senior position within the organisation), sometimes having significant impacts on the pay gap. However, we want to ensure that our employees are treated equally and fairly with respect to pay and conditions, regardless of their gender. It is therefore important that we closely monitor and understand the gender pay gap within the EWC, and take action to minimise it.

We will:

• • monitor and publish information relating to our gender pay gap
  • improve our understanding of any links between gender and pay within the EWC
  • ensure that male and female staff have equal opportunities to progress within the EWC when opportunities arise

Progress in 2024/25

In August 2024 we published our Annual Report and Accounts 2023/24, which included information relating to our gender pay gap.

All EWC vacancies are advertised both internally and externally, and all prospective applicants are provided with contact details allowing them to discuss any aspects of the role, and raise any questions or concerns (including in relation to barriers to progression), prior to applying.

This year, we have conducted a benchmarking exercise comparing the composition of the EWC’s workforce (in relation to protected characteristics) against the wider working age population of Wales (using data from the 2021 Census). This will help us better understand the make-up of our workforce and improve our understanding of any links between protected characteristics, including gender, and pay within the EWC.

Objective 3: An inclusive workplace where diversity is celebrated

How will we achieve this objective?

We want the EWC to be an inclusive organisation where employees feel safe, respected, and are supported to perform to the best of their ability, irrespective of any protected characteristic they may have. Through ensuring that all employees feel valued and are treated fairly, we want to nurture a culture where staff can flourish and fulfil their potential.

We will:

• • ensure our offices are welcoming and accessible
  • organise events that celebrate and raise awareness of different groups and issues relevant to the protected characteristics, to reinforce the importance of embracing diversity
  • deliver an engaging and accessible programme of training on equality and diversity matters for all employees
  • produce regular equalities newsletters to share information, encourage engagement, and celebrate diversity
  • implement a varied wellbeing programme and seek to increase engagement with these activities by identifying any barriers to engagement
  • provide opportunities for employees to provide feedback, and empowering them to speak out in relation to any issues or concerns relating to equality and diversity

Progress in 2024/25

We have a formal hybrid working policy that allows staff to combine working in the office with remote working (from home). All employees are also able to make use of our flexi-time system, which particularly benefits those with caring responsibilities.

Our annual wellbeing programme, offers a range of activities and opportunities to support staff. We actively seek staff feedback on the programme, and welcome suggestions for future activities, which can be made through our employee forum.

We publish quarterly Equality, Diversity, and Inclusion (EDI) newsletters on our intranet, providing staff with information, support, and resources. Over the past year the EDI newsletters have highlighted awareness days, promoted engagement with campaigns, and outlined internal news and developments. They also encourage staff to consider EDI in their daily interactions and decision-making, helping to embed a positive and welcoming culture.

All staff are provided with access to Care First’s 24/7 employee assistance helpline providing confidential support that includes telephone counselling. Care First also provide free online wellbeing webinars, covering a range of topics. In September 2024, we acquired access to a dedicated wellness hub, providing staff with resources promoting and improving health, fitness and wellbeing, including an NHS approved app for the prevention, early detection, and self-management of common mental health conditions.

All staff receive regular training relating to the public sector equality duty and our annual training plan includes at least one mandatory session for all staff on equality matters. This year, staff completed two online training modules covering domestic abuse awareness and LGBTQ+. When new staff are appointed, our induction process introduces them to our employee values (which reinforce our commitment to equality), and provides an overview of our statutory duties relating to equality.

We use our annual performance and development review (PDR) process to identify individual training and development needs, review progress, and discuss any barriers to access. All employees have equal access to professional development opportunities relevant to their role. We also analyse training completed each year for equality monitoring purposes. As all employee equality data is anonymised, no specific data relating to the protected characteristics of employees who undertook individual training is available.

We currently have four members of staff who are trained mental health first aiders. A further two will undertake the training in 2025/26.

In March 2025, in response to staff feedback, we created a new staff room, offering a comfortable space for staff to have lunch or to take a break during the day. A multipurpose quiet room was also opened, offering a calm and private space for prayer, reflection and other activities.

We use our staff intranet, to share information, raise awareness, and actively promote cultural and identity-based events and festivals over the calendar year. This year this has included information about the Welsh language Commissioner’s ‘Defnyddia dy Gymraeg’ campaign, menopause awareness week, black history month, and world mental health day.

We ensure that all of our staff policies and their accompanying IIAs are reviewed regularly to ensure that they are up to date. Policies reviewed this year have included our Dignity at Work policy, and Mental Health and Wellbeing policy. In January 2025, we also introduced a new Sexual Harassment risk assessment for staff and all staff undertook mandatory training on sexual harassment in the workplace in March 2025.

We incorporate equality focussed training into our annual programme for Council and committee/panel members³ , encouraging open dialogue in relation to discrimination and individuals’ lived experiences. This helps to ensure these individuals are aware of relevant issues and legal frameworks, as well as serving to advance equality of opportunity and foster good relations between people who share a particular protected characteristic and those who do not.  

Objective 4: Deliver accessible services for registrants and stakeholders

How will we achieve this objective?

We want to ensure that all of our services are accessible for registrants and stakeholders, irrespective of their diverse needs and abilities. We will strive to continuously improve the accessibility of our services, aligning with best practice and legal requirements.

We are required to ensure that we identify, mitigate, and (where possible) remove any barriers that our registrants and other stakeholders (including learners and parents/guardians) might face when interacting with us, or using our services.

We will:

• listen to registrants to ensure our services meet their diverse needs
• identify any barriers faced by registrants and stakeholders when interacting with the EWC, and take steps to remove these, as appropriate and proportionate
• investigate opportunities to broaden the accessibility of our services
• identify opportunities to bring our work to the attention of a wide range of audiences with diverse needs and characteristics

Progress in 2024/25

We are committed to making our communications and information as accessible as possible.

Our website currently conforms to level AA standard of the Web Content Accessibility Guidelines (WCAG) 2.2 and we continually research best practice and gather feedback to help drive further improvements to accessibility. We ensure that our online information is logically organised and located, and easy to find using search engines. In March 2025, we attended an accessibility training event hosted by the Digital Accessibility Centre - subsequently updating our website to further improve accessibility.

We offer users of our website access to the ReachDeck Toolbar web accessibility software -supporting those with visual impairments and hidden disabilities, as well as individuals lacking basic digital skills, and people wanting to read the website in a language other than Welsh or English.

All video content (with sound) that is added to our website in Welsh and English is fully captioned. Any audio only content (such as podcasts) is uploaded with an accompanying transcript in both Welsh and English. Whilst our publications are usually in electronic format, we do offer alternative formats on request. An increasing number of our publications are also now published in HTML, as well as other accessible formats. In January 2025, we published two of our key corporate animation videos with British Sign Language. We continue to review our publications to ensure they are accessible and inclusive for our registrants and the public.

As part of the enhanced IIA process introduced this year, we assessed our approach to engagement and events. Consultation involved managers whose teams are involved in delivering training, presentations and/or events and considered previous feedback requests for reasonable adjustments. The process involved significant cross-team collaboration and engagement, and will inform practice across the organisation.

We have held a number of online events throughout the year. Registration to these events has been facilitated through TicketSource, which allows attendees to indicate any reasonable adjustments they may require. We have made adjustments for 13 attendees during the year, including advising an attendee on how to access live subtitling facility, ensuring the presenter faced the camera at all times so individuals could lip read, and providing presentation slides to an individual in advance of another event.

BSL interpretation is available for deaf and hard of hearing professionals or registrants who have been involved in fitness to practise hearings.

For service users who wish to receive paper copies of any of our documentation, we provide this upon request via post.

Throughout the reporting year, we have used meetings with key stakeholders and interest groups to discuss equalities issues appropriate to our remit. We also partnered with DARPL to help organise and promote their second national diversity and anti-racist leadership conference, in June 2024. In addition, we also formally collaborated with Ethnic Minorities and Youth Support Team Wales (EYST) in July 2024, to help us identify opportunities to bring our work to the attention of a wide range of audiences with diverse needs and characteristics.

We are a part of the BAMEed Network Wales and have also attended meetings of the SEWEN, PSED Network, and the Anti-Racist Wales FE Steering Group, and a number of events and webinars focused on equality issues.

We continue to gather equality data from registrants who are subject to fitness to practise proceedings through our case management system. In August 2024, we published our fitness to practise annual report, which included equality data for all registrant groups.

To support our registrants, and increase awareness of mental health issues, we have made several recommendations through Meddwl Mawr (our book and journal club) on topics relevant to equality and diversity over the past year, including mindfulness, neurodiversity in children, and multilingualism in educational settings. 

Objective 5: Help develop an education workforce that is representative of the diverse population of Wales

How will we achieve this objective?

We want to see an education workforce in Wales that reflects the diversity of the wider population of Wales. We believe that the education workforce should mirror the richness of society, encompassing diverse backgrounds, perspectives, and experiences. It is therefore essential to ensure fair and equitable career opportunities, and to break down any barriers that may be preventing people from diverse backgrounds from working within the registered education professions.

Our regulatory responsibilities include promoting careers in the education professions and advising Welsh Government on matters related to the education workforce, and teaching and learning. In addition, we are identified within Welsh Government’s Anti-racist Wales Action Plan as a key partner/lead on increasing the ethnic diversity of the education workforce. We are also aware of the aims of other key plans and strategies for promoting diversity, including the LGBTQ+ Action Plan for Wales.

We believe that building a more diverse education workforce will play a key role in fostering social cohesion by enabling learners and young people to grow and develop in an environment where there are visible, diverse role models. A more diverse workforce will also allow learners and young people to be exposed to a wider range of perspectives, enriching their educational experience, and preparing them to be informed global citizens.

We will:

• use the unique data from our Register to monitor the diversity of registered education professionals in Wales
• ensure the Register provides the fullest possible data regarding workforce ethnicity (as well as in relation to age, disability, and sex)
• use our platform to highlight issues relating to diversity within the workforce
• work with registrants and stakeholders to promote careers in education to a diverse audience (with a particular emphasis on increasing ethnic diversity), promoting the Educators Wales website and advisory service as a means of supporting this work
• play a contributing role, through Educators Wales, in the recruitment of a more diverse workforce

Progress in 2024/25

Our Register of Education Practitioners offers a high-quality evidence base in relation to the diversity of the education workforce in Wales. We have undertaken a number of actions over the last year to enhance the completeness of the data on our Register. In November 2024, we contacted 17,587 registrants, 8,286 of which had a gap on their record with regards to ethnicity, as part of a strategy to improve the completeness of data that we hold on the protected characteristics. Data analysis to measure the impact of correspondence showed an overall response rate of 31.1% resulting in a reduction in the number of null or unknown fields on the Register.

In July 2024, we published the Annual Education Workforce Statistics for Wales. This included equalities information on practitioners across our registrant groups⁴. In October 2024, we hosted a stakeholder briefing event to present the findings of the Annual Workforce Statistics 2024, where data and accompanying analyses on diversity within the workforce was presented. We have also published other statistical releases throughout the year which have included data on equalities such as ITE student results and data on newly qualified teachers.

At our Policy Briefing event in November 2024, we used our knowledge and unique data to highlight key trends, challenges, and policy issues relating to learning support workers in Wales, including in relation to gender, ethnicity, and disability.

In November 2024, in collaboration with Welsh Government, we allocated ITE intake numbers to ITE partnerships for programmes commencing in September 2025. As part of this, we provided partnerships with specific targets for the recruitment of Welsh medium teachers (30% of total recruitment), and teachers from black, Asian, and minority ethnic communities (5% of total recruitment). We monitor recruitment to programmes (including in relation to these indicators), and report this to Welsh Government.

Our Educators Wales advocacy and support team has developed recruitment and engagement plans which include targeted recruitment activity for black, Asian and minority ethnic people. To lead the implementation of these targeted plans, we have a dedicated recruitment and support officer in post (a role for which we actively encouraged applications from black, Asian and minority ethnic candidates). Work in this area has included ongoing engagement with diverse groups from across Wales, including the North Wales Africa Society, EYST, Kidcare4u, Cynefin Pamoja, Urban Circle, Cathays High Family Engagement, Riverside Community Development Centre, BAME Mental Health Service, South Riverside Community Development Centre, Maindee Festival, Cardiff Mela, Grange Pavilion Youth Forum, DARPL, BAMEed Network, ITE Partners and secondary schools across Wales with a high proportion of students identifying as black, Asian and minority ethnic.

During 2024/25, we have delivered/been involved in 43 targeted events aimed at promoting careers in education to people from black, Asian, and ethnic minority backgrounds. In July 2024, we formally partnered with EYST, attending four of their employability events and delivering three open evenings in targetted communities across Wales. The work of the Educators Wales team was also highlighted in EYSTs stakeholder newsletter, in November 2024.

This year, we have published two blogs relating to equality. One highlighting the ReachDeck toolbar available on our website (May 2024), and another highlighting purposeful steps to an anti-racist Wales (October 2024).

Under one of the five key principles of the Code of Professional Conduct and Practice (the Code), registrants of the EWC have a professional duty to demonstrate a commitment to equality and diversity. We are committed to supporting our registrants in upholding the Code and to this end we have recorded a webinar, published a series of FtP case studies and delivered 46 training sessions specifically on the Code, since 1 April 2024.

Annex A – employment information

Number of people employed by protected characteristic

We gather staff equalities data through our annual staff survey. When requesting the information, we inform staff that completion of the form is voluntary, but in doing so, we will be better enabled to understand the composition of our workforce and examine our practices fully. This gives us an opportunity to target our activities and priorities where any under-representation or inequalities are found. The data is used to inform impact assessments, policy development, and training plans. Our most recent survey took place in March 2025. Of the 57 staff in post at the time, 48 responses were received (84% response rate). Due to the size of our organisation, figures accounting for 10% or less of the responses have been redacted (represented by an *) to prevent individuals from being identified.

Age

Gender/Sex

Are you trans?

Sexual orientation

Relationship status

Religion or belief

Ethnicity

National identity     

Caring responsibilities

Disability – Do you consider yourself to have a disability?

Disability – Please tick those impairments or health conditions that apply to you

Disability – Do you have a disability, as defined by the Equality Act 2010? ^[5]

Recruitment data

Where possible, we collect and analyse equalities information relating to staff recruitment. In some instances, where limited applications are received and the use of a recruitment agency is necessary, equalities information is not always provided. Additionally, where internal staff apply for posts, completion of a diversity monitoring form is not mandatory.

In the reporting period, 11 posts were advertised for external recruitment. All direct candidates were provided with the opportunity to complete a diversity monitoring form at the point of application. We received 113 direct applications, from which we received 82 completed diversity monitoring forms. Categories where the response was zero have not been included in the data reported below.

Number of applications received by protected characteristic (where a diversity monitoring form was completed)

Gender/sex

Are you trans?

Age

Sexual orientation

Relationship status

Religion or belief

Ethnicity ^[6]

National identity ^[7]

Do you have any caring responsibilities? ^[8]

Disability - Do you consider yourself to have a disability?

Disability - Do you have a disability, as defined by the Equality Act 2010?

Grievance Procedures

No grievances were upheld during 2024/25 and there are no ongoing grievances procedures.  

Disciplinary Procedures

No employees were subject to disciplinary procedures during 2024/25 and there are no ongoing disciplinary procedures.

Leavers

As all employee equality data is anonymised, no specific data relating to the protected characteristics of employees who left the organisation is available. 

Additional gender pay information as at 31 March 2025                      

Analysis includes officers on maternity leave.

^[1] Including members of the Fitness to Practise (FtP) committee, Initial Teacher Education (ITE) accreditation board, and our Quality Mark for Youth Work (QMYW) assessors.

^[2] Including members of the FtP committee, ITE accreditation board, and our Quality Mark for Youth Work (QMYW) assessors.

 ^[3] Including members of the FtP committee, ITE accreditation board, and our Quality Mark for Youth Work (QMYW) assessors.

^[4]The 2024 Annual Workforce statistics included data on 11 of 13 registration categories. The remaining two groups (those employed as principals, or senior leaders (directly managing teaching and learning), in FE institutions and practitioners of community-based adult learning practitioners), only joined the Register following the enactment of legislation introducing two new categories of registered practitioners in May 2024. All 13 registrant groups will be included within the 2025 Annual Education Workforce Statistics.

^[5] You’re disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities

^[6] Some candidates identified themselves in more than one ethnic group.

^[7] Some candidates identified themselves with more than one national identity.

^[8] Some candidates selected more than one option for their caring responsibilities.