Hampshire Fire and Rescue Authority

23 May 2001

Item 9

Update on Progress Regarding the Service's Strategy on Diversity, Fairness and Dignity

Report of the Chief Fire Officer

Contact:

Mrs J McNeill

Personnel Manager

Tel: 023 8064 4000 Ext 524

1

Introduction

1.1

Members will already be familiar with the Home Office Thematic Review of Equality and Fairness in the Fire Service published September 1999. This Review identified a number of issues in the area of equality, fairness and dignity requiring systematic action by fire brigades nationally. It was recommended that in developing equality, fairness and dignity strategies, all fire brigades review and evaluate their current equality and other related training programmes, including the methods of training delivery, and consider the "substantial training needs in equality and fairness for the majority of those responsible for, or serving in, the Fire Service".

1.2

The survey leading to the Thematic Review found that a majority of brigades trained potential trainers such as Watch Commanders and cascaded the training through this source. The conclusion was that, apart from a few exceptions, this method of training lacked consistency in its application, including the absence of quality controls and monitoring mechanisms. This raised a number of doubts about the appropriateness of such training delivery. It also questioned the ability of all potential trainers to be convincing, given their limited expertise in, and apparent lack of understanding or commitment to equality issues.

1.3

The survey, however, found that where `specialists' were used to deliver the training, either in-house or via external sources, it had a more positive effect on the participants.

1.4

The Thematic Review further concluded that the need for training extends to all involved in leadership, and all levels of management, and included elected members.

1.5

In addition, it is a requirement of the Home Office that all UK fire brigades respond positively to further directives/guidelines and recommendations following the Thematic Review, as well as ensuring that individual brigades comply with the requirements of the anti-discrimination legislation and the Human Rights Act (1998).

2

Progress to Date

2.1

HFRS is highly committed to creating an organisation that more accurately reflects the communities it serves and to create an internal culture that welcomes and respects a diverse workforce. The Service has responded positively to the findings of the Thematic Review. As an initial first step, the Service acknowledged that progress needed to be made on a number of equality and fairness issues.

2.2

Following the appointment of an Equal Opportunities Adviser, a range of priority actions have been identified. This includes consideration of further initiatives in conjunction with all the Trade Union representatives and the Trades Union Congress to provide effective training in fairness and dignity, and in bullying and harassment to everyone including members of the Fire Authority.

2.3

The Race Relations (Amendment) Act 2000 has imposed an enforceable duty on public authorities. HFRS is expected to have a dedicated racial equality strategy demonstrating its compliance with this new duty and must provide an annual report as evidence of the actions it has taken.

2.4

There is pressure to respond rapidly to the challenging targets set by the Home Office for the employment and promotion of women and minority ethnic firefighters. Positive action measures are already under way, including fitness training advice, particularly for women and minority ethnic groups. HFRS has worked closely with the Police, Ambulance and Southampton City College to set up Emergency Services Access Course aimed at minority groups in the Southampton area. The first course commenced in March 2001 and indications so far are that it has been well received.

2.5

These and the other priority actions are contained within the Service's recently completed Diversity, Fairness and Dignity Action Plan, which is currently the subject of consultation with Trade Unions and the Fairness and Dignity Group. The Action Plan will then be communicated to the workforce and will be accessible via the HFRS Website.

3.

Summary

3.1

Managing equality, fairness and dignity is not a single issue but encompasses the organisation's processes and systems, culture and strategies.

3.2

The HFRS Diversity, Fairness and Dignity Action Plan brings together the main actions recommended by the Home office, the Commission for Racial Equality, employment legislation and the Local Government Association.

European Convention on Human Rights Act 1998

The proposals within this report are compatible with the provisions of the European Convention on Human Rights Act 1998.

Recommendation

That the Report be noted.

Section 100D - Local Government Act 1972 - background papers

The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report.

NB the list excludes:

1 Published works

2 documents that disclose exempt or confidential information as defined in the Act.

NONE