051129-firepe-R1124174413

Hampshire Fire and Rescue Authority Item 9
Human Resources Committee Meeting
15/03/200529 November 2005

Fairness and Dignity Forum Error! Bookmark not defined.
Report by the Chief Officer

Contact: Dave Curry Tel : 023 80 626 832 Email : dave.curry@hantsfire.gov.uk

1

Summary

1.1

This report summarises the content and the discussion held in the Fairness and Dignity Forum held at Andover Fire Station on Thursday 20 October 2005.

2

RecommendationError! Bookmark not defined.(s)

a

That the Human Resources Committee note the contents of the Report.

b

That the Human Resources Committee notes the date and venue of the next meeting which is Monday 23 January 2006 commencing at 1900 hours at Alresford Fire Station.

3

Introduction Error! Bookmark not defined.and Background

3.1

Dave Curry welcomed the guest speaker, Carl St Paul, National Secretary of BAEMM, members of the Watch, Officers and staff to the meeting. He explained that the Forum was an opportunity to discuss Fairness and Dignity issues and said it was hoped to broaden the audience to community leaders in the future.

4

Guest Speaker

4.1

Carl St Paul said that he has been a Firefighter in London for the last 18 years and had been involved in the formation of BAEMM (Black and Ethnic Minority Members). He explained that it is the responsibility of the organisation to bring to the forefront issues that people from minority ethnic groups face in the Service today and their ultimate aim is that there will be no need for this Group to exist in the future when there are no longer any issues based on gender or ethnicity.

4.2

A very interesting and thought-provoking Forum was held on topics such as what Diversity is and why it is needed and the role of the firefighter in the modernising Service.

4.3

He said that London had employed a number of initiatives such as Community Engagement Officers who go out and meet with the community to breach the gap and an Outreach Team to advertise the Service as an employer at Recruitment Fairs. London holds Open Days which are open to everyone, not only people from ethnic minority groups and women, where people partake in taster sessions. Positive Action was discussed and the myth that minority groups were treated favourably in the selection process was dispelled as this would help neither the Service nor the community we serve.

4.4

Dave Curry thanked Carl for sharing his thoughts and experiences and also thanked everyone for their contributions.

5

Update of Hampshire Fire and Rescue Service Equality and Diversity Progress

5.1

Andy Kettle advised that HFRS were piloting the new Firefighter Selection Tests for a Wholetime Firefighter intake in January 2006 (details on the tests are available via the website) and although a completely new experience for the Service, early results were promising. He said that many people had failed to get through the application assessment (around 80%) which is a pass/fail form, due to lack of evidence being provided. He explained that the number of application packs sent out had been limited to 750 due to the physical resources in the Human Resources Department. Psychometric and practical tests have now been completed and the final stage, interviewing, was now in progress. Andy said this system was far more manageable and effective then the process used previously. He said that Retained applicants were generally doing better than other applicants and positive action work had resulted in more applicants from women and people from minority ethnic backgrounds. Due to the unexpected number of successful applicants, it will be necessary to recruit again in the early part of 2006 and applications will not be limited this time. The ODPM and their consultants are monitoring our recruitment activity with a view to validating all the selection tools before they are formally issued to the British Fire Service next April.

5.2

Andy Kettle introduced the new Equality and Diversity team :-
Andy Kettle - DO (Equality and Diversity)
Shanti Waas - Equality and Diversity Advisor
Neetu Chanan - Equality and Diversity Team Administrator
Chris Andrews - Equality and Diversity Trainer
Lud Ramsay - Community Outreach Worker (North)
Samina Farooq Khan - Community Outreach Worker (East)
Amerpal Sidhu - Community Outreach Worker (West)

5.3

He explained that the Community Outreach Workers will be an invaluable resource to HFRS in accessing minority groups for Community Fire Service purposes and our employment target groups for recruitment purposes. Chris Andrews will be taking over co-ordination of our volunteer Equality and Diversity Training Team and will be preparing and delivering training programmes to managers and elected members of the Service.

5.4

Andy Kettle said that HFRS had been a corporate member of Networking Women in the Fire Service for some years and had facilitated attendance at the Annual Conference at Moreton-in-Marsh this year for a small number of our women firefighters. Additionally, a networking meeting had recently been held in Hampshire and some of our staff will be attending a mentoring course. These initiatives are designed to encourage an informal support network amongst our women firefighters who sometimes feel isolated working in a predominantly male environment.

6

Close of Meeting

6.1

Dave Curry thanked Carl St Paul for an interesting and informative debate and the wider audience for their attendance and participation. The next meeting will be held on Monday 23 January 2006 at 1900 hours at Alresford Fire Station.

6

Contribution to Corporate Aims and Objectives

6.1

The Fairness and Dignity Forum, the discussion held and the issues that the Equality Team are progressing are providing a fundamental contribution to the achievement of the organisations aims and objectives.

7

Risk Analysis

7.1

One of the key risks within the Corporate Risk Register at the moment is the need to develop diversity within the Service. The Fairness and Dignity Forum provides an opportunity for Managers, Frontline Staff and Members to openly debate equalities issues and inform the Equalities Team of the feelings and concerns towards current initiatives and ideas.

8

Resource Implications

8.1

There are no direct resource implications from the recommendations of the Report.

9

Equality Impact Assessment

9.1

Equality Impact Assessments are carried out on all new initiatives and ideas that maybe discussed at the Fairness and Dignity Forum. It was recognised however that there was still a need to widen the attendance to the Forum to include minority community representatives, which would develop the debate still further.

9.2

The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

10

Consultation

10.1

Consultation has not been required for the contents of this Report however, the Fairness and Dignity Forum serves as a useful method of consulting a wider audience over development in the areas of Equalities and Diversity.

Background Information (Section 100D of Local Government Act 1972)

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:
"None"
Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.

laj/Secretarial/WP/Corporate/HFRA/HR Committee /F&D 20 October 2005

14/11/05


1	Summary

1.1	This report summarises the content and the discussion held in the Fairness and Dignity Forum held at Andover Fire Station on Thursday 20 October 2005.

2	RecommendationError! Bookmark not defined.(s)

a	That the Human Resources Committee note the contents of the Report.

b	That the Human Resources Committee notes the date and venue of the next meeting which is Monday 23 January 2006 commencing at 1900 hours at Alresford Fire Station.

3	Introduction Error! Bookmark not defined.and Background

3.1	Dave Curry welcomed the guest speaker, Carl St Paul, National Secretary of BAEMM, members of the Watch, Officers and staff to the meeting. He explained that the Forum was an opportunity to discuss Fairness and Dignity issues and said it was hoped to broaden the audience to community leaders in the future.

4	Guest Speaker

4.1	Carl St Paul said that he has been a Firefighter in London for the last 18 years and had been involved in the formation of BAEMM (Black and Ethnic Minority Members). He explained that it is the responsibility of the organisation to bring to the forefront issues that people from minority ethnic groups face in the Service today and their ultimate aim is that there will be no need for this Group to exist in the future when there are no longer any issues based on gender or ethnicity.

4.2	A very interesting and thought-provoking Forum was held on topics such as what Diversity is and why it is needed and the role of the firefighter in the modernising Service.

4.3	He said that London had employed a number of initiatives such as Community Engagement Officers who go out and meet with the community to breach the gap and an Outreach Team to advertise the Service as an employer at Recruitment Fairs. London holds Open Days which are open to everyone, not only people from ethnic minority groups and women, where people partake in taster sessions. Positive Action was discussed and the myth that minority groups were treated favourably in the selection process was dispelled as this would help neither the Service nor the community we serve.

4.4	Dave Curry thanked Carl for sharing his thoughts and experiences and also thanked everyone for their contributions.

5	Update of Hampshire Fire and Rescue Service Equality and Diversity Progress

5.1	Andy Kettle advised that HFRS were piloting the new Firefighter Selection Tests for a Wholetime Firefighter intake in January 2006 (details on the tests are available via the website) and although a completely new experience for the Service, early results were promising. He said that many people had failed to get through the application assessment (around 80%) which is a pass/fail form, due to lack of evidence being provided. He explained that the number of application packs sent out had been limited to 750 due to the physical resources in the Human Resources Department. Psychometric and practical tests have now been completed and the final stage, interviewing, was now in progress. Andy said this system was far more manageable and effective then the process used previously. He said that Retained applicants were generally doing better than other applicants and positive action work had resulted in more applicants from women and people from minority ethnic backgrounds. Due to the unexpected number of successful applicants, it will be necessary to recruit again in the early part of 2006 and applications will not be limited this time. The ODPM and their consultants are monitoring our recruitment activity with a view to validating all the selection tools before they are formally issued to the British Fire Service next April.

5.2	Andy Kettle introduced the new Equality and Diversity team :- Andy Kettle - DO (Equality and Diversity) Shanti Waas - Equality and Diversity Advisor Neetu Chanan - Equality and Diversity Team Administrator Chris Andrews - Equality and Diversity Trainer Lud Ramsay - Community Outreach Worker (North) Samina Farooq Khan - Community Outreach Worker (East) Amerpal Sidhu - Community Outreach Worker (West)

5.3	He explained that the Community Outreach Workers will be an invaluable resource to HFRS in accessing minority groups for Community Fire Service purposes and our employment target groups for recruitment purposes. Chris Andrews will be taking over co-ordination of our volunteer Equality and Diversity Training Team and will be preparing and delivering training programmes to managers and elected members of the Service.

5.4	Andy Kettle said that HFRS had been a corporate member of Networking Women in the Fire Service for some years and had facilitated attendance at the Annual Conference at Moreton-in-Marsh this year for a small number of our women firefighters. Additionally, a networking meeting had recently been held in Hampshire and some of our staff will be attending a mentoring course. These initiatives are designed to encourage an informal support network amongst our women firefighters who sometimes feel isolated working in a predominantly male environment.

6	Close of Meeting

6.1	Dave Curry thanked Carl St Paul for an interesting and informative debate and the wider audience for their attendance and participation. The next meeting will be held on Monday 23 January 2006 at 1900 hours at Alresford Fire Station.

6	Contribution to Corporate Aims and Objectives

6.1	The Fairness and Dignity Forum, the discussion held and the issues that the Equality Team are progressing are providing a fundamental contribution to the achievement of the organisations aims and objectives.

7	Risk Analysis

7.1	One of the key risks within the Corporate Risk Register at the moment is the need to develop diversity within the Service. The Fairness and Dignity Forum provides an opportunity for Managers, Frontline Staff and Members to openly debate equalities issues and inform the Equalities Team of the feelings and concerns towards current initiatives and ideas.

8	Resource Implications

8.1	There are no direct resource implications from the recommendations of the Report.

9	Equality Impact Assessment

9.1	Equality Impact Assessments are carried out on all new initiatives and ideas that maybe discussed at the Fairness and Dignity Forum. It was recognised however that there was still a need to widen the attendance to the Forum to include minority community representatives, which would develop the debate still further.

9.2	The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

10	Consultation

10.1	Consultation has not been required for the contents of this Report however, the Fairness and Dignity Forum serves as a useful method of consulting a wider audience over development in the areas of Equalities and Diversity.

Background Information (Section 100D of Local Government Act 1972)

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: "None" Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.