Archived decisions
Hampshire Fire and Rescue Authority |
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Personnel Committee Item 4 |
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18 September 2002 |
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Fairness & Dignity Meeting : A New Perspective |
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Report of the Chief Fire Officer |
Contact: J Bonney Deputy Chief Officer 023 8064 4000 Ext 207 | |||
1 |
Introduction | ||
1.1 |
This paper proposes changes to the current Fairness & Dignity Meetings both in terms of structure and format. The purpose being to align more clearly the meetings with the Service's diversity strategy. | ||
2 |
Background | ||
2.1 |
The current format and cycle of Fairness & Dignity Meetings commenced in April 1999. The structure, venue and content of these meetings reflects the originally agreed purpose: | ||
1. |
To discuss key developments and initiatives taking place in the field, both within and outside the Service. | ||
2. |
To allow workplace staff to receive updates on organisational initiatives by joining the standing members of the group. | ||
3. |
Bringing together elected members, Service managers, workplace staff and representative bodies to discuss current fairness and dignity issues. | ||
2.2 |
The achievement of these three aims has been variable at the 13 meetings conducted to date. On many occasions the discussions with workplace staff has been a fairly confrontational exchange around the merits or otherwise of the Service's positive action policy and the perceived discrimination this brings for white males. Additionally, the dynamics of having workplace staff joining a formally agreed meeting of which they have had no previous awareness and which they will not subsequently attend does not encourage engagement in the body of the meeting. Frequently, such staff feel constrained from contributing and thus have become little more than passive observers. | ||
2.3 |
It is, therefore, perhaps appropriate to reconsider whether the laudable and still relevant aims of the meeting might better achieved by an amended format. | ||
3 |
A new format | ||
3.1 |
There is no doubt that the opportunity to bring together key stakeholders within the Service should not be lost. The benefit of sharing differing perspectives but ultimately demonstrating a united commitment to fairness and dignity is invaluable. Perhaps more questionable is the way some stakeholders, i.e., staff, are asked to engage, particularly in the agendered part of the meeting. Indeed staff attendance is compelled, and there is no formal preparation on their part and therefore they enter any debate 'cold'. An alternative would be to retain the important forum session but staff, through line managers, would be asked to provide topics, questions and contentions they wish to raise in advance of the meeting. Key issues could then be discussed, the debate be allowed to cover a number of issues and staff have the opportunity to consider issues beforehand | ||
3.2 |
Attendant to this open forum would be added two further items, firstly a brief update by the Fairness and Dignity Manager on key issues and initiatives currently being undertaken across the Service generally and Hampshire more specifically. This would allow all stakeholders to receive a coherent synopsis of work being undertaken rather than as at present having to 'pick out' items from the formal meeting. | ||
3.3 |
Secondly, at present much of the information exchanged is internally focused and the opportunity of raising awareness by utilising external sources has been missed. It is suggested that at each meeting an external speaker is invited to cover any one of a whole range of diversity issues not exclusively confined to race or gender. The opportunity for non-service related people to raise key issues could be both challenging and insightful. The intention here being to raise empathy, sensitivity and awareness of all assembled. It might also be possible to vary the venue of meetings to speakers' 'homeground' in order to extend the opportunity to raise awareness. | ||
3.4 |
There is no doubt that the Fairness and Dignity Meetings have served a useful purpose in the last 3 years. However, experience has shown there is room for improvement and it is, therefore, timely to reconsider the present arrangements. The recommendations are:- | ||
1. |
That the Fairness and Dignity Meetings are continued but are broken down into distinct sections. Based on this new configuration, items of specific business and ongoing issues for the permanent members of the group could be dealt with separately releasing staff to their normal duties. The sections would be as follows: | ||
i) |
Presentation/demonstration by external speaker/s. | ||
ii) |
Synopsis of current issues by Fairness & Dignity Advisor. | ||
iii) |
Open forum with list of topics drawn up from staff suggestions/questions. | ||
iv) |
Separate business items for permanent members of group. | ||
2. |
That, if possible, the opportunity to attend external venues which have a diversity theme be used to assist in awareness raising. | ||
4 |
European Convention on Human Rights and the Human Rights Act 1998 | |
4.1 |
The proposals within this report are compatible with the provisions of the European Convention on Human Rights and the Human Rights Act 1998. This legislation will have an ongoing contribution in the development of this policy. | |
Recommendation | ||
That Members note the structural changes proposed and endorse the approach to be taken. | ||
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. | ||
None | ||
NB The list excludes: | ||
1 Published works | ||
2 Documents that disclose exempt or confidential information as defined in the Act | ||
File name - HFRA Personnel 18 September 2002 - Fairness & Dignity Meeting : A New Persepctive.doc | ||