Embracing diversity: Attracting and retaining talent in Neath Port Talbot Council

At Neath Port Talbot Council, diversity and inclusion are more than just buzzwords - they are the foundation of our workforce strategy. Our Strategic Workforce Plan 2022 - 2027: The Future of Work Strategy places these principles at its core, demonstrating our commitment to fostering a diverse and inclusive workforce. This not only widens our talent pool but also ensures we remain an employer of choice.

The Strategic Workforce Plan 2022 - 2027: The Future of Work Strategy
A key pillar of the strategy is our strong partnership with trade unions. By fostering open dialogue and genuine collaboration with unions, we ensure the voices of our workforce are heard and valued at every level of strategic decision-making. The partnership acts as a safeguard and a catalyst, protecting employees’ rights and well-being while driving positive change across recruitment, retention and workplace culture. Through this enduring relationship, we reinforce our commitment to fairness, equity, and respect—core values essential to attracting and retaining diverse talent and building a resilient public service for the future.

Our strategy aims to create a modern, agile, inclusive workforce that can effectively respond to the needs of the community and deliver high-quality services. The plan aligns with our Corporate Strategy 2022-2028 and focuses on these four well-being objectives:
•  Ensuring all children get the best start in life.
•  Creating thriving and sustainable communities.
•  Preserving the local environment, heritage, and culture.
•  Providing high-quality, green jobs. 

These objectives are supported by workforce actions co-produced with service managers, the strategic leadership team, employees and our trade union partners with all this set out in the annual Future of Work Delivery Plan.

Our commitment to inclusion is further demonstrated through our active support and promotion of employee forums and networks. These provide safe spaces for dialogue, support and advocacy. The Ethnic Employee Network, the LGBTQ+IA Employee Network, and the Disabled Employee Forum are vital platforms empowering staff from all backgrounds to share experiences, raise concerns and influence positive change. By encouraging staff to engage with and lead these networks, we ensure diverse voices contribute directly to shaping workplace policies and practices. This approach enriches our culture and strengthens our resolve to tackle inequalities.

Our commitment to people-first values and fair treatment is underscored by our designation as a CIPD People Development Partner (PDP). Being recognised by the Chartered Institute of Personnel and Development—the professional body for HR and people development—signals that we not only aspire to but actively achieve high standards in people management and development. 

The PDP Status is awarded to organisations that demonstrate a commitment to developing robust fair working practices, champion continuous professional development and create a culture of opportunity, learning and respect. This recognition affirms our approach to workforce development is not just progressive in intent but validated by a leading authority in the field. It adds an extra layer of assurance to current and prospective employees that we are serious about nurturing talent, supporting well-being and upholding the highest standards of fairness in every aspect of working life.

Widening the talent pool through diversity and inclusion
We understand a diverse workforce brings a wealth of perspectives, ideas and experiences driving innovation and improving decision-making. To this end, we’ve implemented several initiatives to attract and retain talent from diverse backgrounds.

Inclusive recruitment strategy: Our Talent Management Team works with internal and external partners to support our inclusive recruitment strategy. This involves implementing strategies to broaden our recruitment outreach.  This has led to an increase of more than 40% in job applications to the council over the past four years, and a 16% rise in appointment rates, with 98% of advertised positions being filled.

Creating an inclusive workplace: We’re committed to developing a workforce reflecting our communities’ diversity and to remove barriers to employment or progression in our workplaces. In our last Employee Survey more than 80% of employees said they feel accepted for who they are at work and that they are free to be their ‘authentic self’.  Our 98% retention rate suggests a positive working environment that keeps employees from leaving.  

Initiatives—including the Menopause Champions Network, Employers for Carers, Mental Health Champions, the implementation of the National Autism Training Framework, the Salary Finance financial well-being platform, as well as our Gender Equality and Mental Health Action Plans and Employee Assistance Programme—are designed to provide targeted support when it is most needed. These efforts reflect our commitment to translating pledges and statements of intent into meaningful actions that drive positive change. 

Talent management and career development: Our Talent Management Team  support services with succession planning, talent management, and career development. It provides career coaching services, delivers workplace career events and links with a range of external partners to both promote the council as an employer, but also to help shape the flow of future recruits into our workforce. 

Leadership development: Our Leadership Development pathway offers a structured progression from pre-leadership to senior leadership, increasing engagement and boosting ILM programme attendance. It is supported by a coaching network and the Ment2BeNPT mentoring programme.  

Digital transformation and skills development: We aim to be smart and connected, using data to improve understanding of employee and citizen needs and creating new digital services. This includes developing the skills needed for a digital world and addressing skills gap in the council.  The introduction of Magic Notes, Co-pilot, Robotics Process Automate, are examples of innovative approaches we are developing.

Our Strategic Workforce Plan 2022 - 2027: The Future of Work Strategy is a testament to our commitment to diversity and inclusion. By widening the talent pool and creating an inclusive workplace, we are not only attracting and retaining top talent but also ensuring we can effectively serve our community. 

Sheenagh presented at the APSE Wales AGM in Swansea. You can view the Strategic Workfore plan here.