Archived decisions

HAMPSHIRE FIRE AND RESCUE SERVICE

MINUTES OF THE FAIRNESS AND DIGNITY MEETING

HELD AT REDBRIDGE FIRE STATION ON THURSDAY 22 JANUARY 2004

PRESENT

DCFO John Bonney - Service HQ (Chair)

Ms Jenny McNeill - Service HQ

Mr Shanti Waas - Service HQ

Mr Lud Ramsey - B&EMM Representative

Mrs Sue Brumitt - Unison Representative

ADO Carlton Kerr - FBU Officers' Representative

Lord Conrad Jordan - FBU (Secretary)

Ms Wendy Miller - FBU Representative

Miss Catherine Morey - Service HQ (Minute Secretary)

1

APOLOGIES FOR ABSENCE

Apologies for absence were received from Councillor Liz Barron, Councillor George Semmens, Councillor Michael Cartwright, ADO Bob Wythe and Ms Cynthia Foster-Key.

2

INTRODUCTION

DCFO John Bonney welcomed members, including Red Watch and outlined the format of the Fairness and Dignity meetings.

3

GUEST SPEAKER: Dave Fawcett, Community Relationship Manager, HSBC - "Work-life balance, what it has meant for HSBC"

3.1

Dave Fawcett explained that HSBC is a very profit driven business but recognised the value of engaging with the community. They employ a community relationship manager to ensure that there are links with the community. A lot of their work is carried out with Millbrook Community School where they are trying to work in partnership to raise the children's aspirations. They also work with many local charities and community groups. One scheme which Dave Fawcett commented had been particularly successful with school children and HSBC employees alike was `Number Partners', whereby HSBC employees visit primary schools and play number board games in class. They also carry out a mentoring programme, talking to 14 years olds about their aspirations and future. Dave Fawcett believes that such schemes have had positive effects in ensuring HSBC staff feel valued and in turn this has served as a good retention tool.

3.2

Work Life Balance

Dave Fawcett stressed that senior management have to be committed to the work life balance policy to enable it to be successful. The key, he believed, was in asking staff for their views and each year HSBC carry out a survey which is then used to develop policies.

3.3

Flexible Working Arrangements

Many HSBC employees are working a four day week which is proving to be very popular. Job share arrangements are also in place. They are trying to educate managers of the benefits to job share to assure them that the system can work. HSBC hold a job share register which matches two people to a job share position.

3.4

Parental Leave

Anyone with children can have an additional five days off per year to cover their children's sickness. HSBC believe that this results in greater honesty amongst its employees when asking for time off.

3.5

Working Parents Network

Meetings take place of a lunch time whereby a buffet is provided and guest speakers are invited to talk about parental responsibilities and common issues which they are likely to face. Staff are able to put forward subjects which they would like addressing.

4

OPEN FORUM

4.1

Lord Jordan asked whether HSBC's image was very white/middle class and Dave Fawcett felt that it was. In responding to DCFO Bonney's question concerning the advantage to HSBC of widening its employee base to a wider employee group, Dave Fawcett believed that statistics now show that there are a lot of well educated people from different cultures who are not necessarily considering the bank as a potential employer.

4.2

A discussion then took place concerning perceptions of different job roles within the Fire Service and the bank and how advertisements and images can affect people's view of a profession.

4.3

In responding to a question from Red Watch regarding how HSBC minimise sickness absence, Dave Fawcett explained that they had found `Back to Work Interviews' to be successful in reducing sickness by 15%.

5

FAIRNESS AND DIGNITY UPDATE

Shanti Waas informed members present that a key aspect in pursuing equality in the Service is positive action. Currently HFRS supports an emergency service access course, allowing applicants to have more information about the Service and its selection process. This course is generating interest amongst hard to reach groups with the potential for some strong applicants. HFRS are working in partnership with the Police and PCC in developing a self teaching pack. Funding to support this comes from global grants. Other ongoing projects include `Have a Go Days', `Career Information Days' and Bullying and Harassment training delivered by Fairness and Dignity trainers.

6

PRESENTATION OF THE BLACK AND ETHNIC MINORITY MEMBERS SCHOOL 2003 - LUD RAMSEY

6.1

Lud Ramsey gave a presentation following the Black and Ethnic Minority Members School which took place 10-13 October 2003. He explained that the school is one of the most successful which is run by the FBU and it provides support for its members in ways which are not always forthcoming from the mainstream FBU. Jenny McNeill queried how information is fed in to the workplace and Lud Ramsey stated that it is fed back through community meetings.

Sue Brumitt suggested that some feedback from this could be used on future training sessions and DCFO Bonney asked Lud Ramsey to share the pack with station personnel at the next Fairness and Dignity meeting.

Action: Lud Ramsey

6.2

A discussion then took place regarding the value of network groups in terms of not only providing support, but as an opportunity to share good practice. It was agreed that Jenny McNeill would include `Outreach' work on the timeline.

Action: Jenny McNeill

7

PERSONNEL AND DIVERSITY TIMELINES: 2003-04 - BRIEF UPDATE

7.1

Diversity, Equality and Fairness

Jenny McNeill gave members an update regarding timelines and explained that under Diversity, Equality and Fairness, there are three focus areas:

- Equality Legislation

- Worklife Balance

- Positive Action

7.1.1 Equality Legislation

Jenny McNeill stated that the key area is the equality standard for local government. HFRS need to be ready for scrutiny by next year.

7.1.2 Worklife Balance

In conjunction with Occupational Health, Jenny McNeill informed members that they will be looking at people who are at high risk from suffering a stress related illness. Working Time Regulations will also be a major focus on the timeline.

7.1.3 Positive Action

Funding has been set up for a Community Outreach Team which will comprise a small group of volunteers who will go in to the community to speak to groups and promote the Fire Service. Lord Jordan queried where the volunteers would come from and Jenny McNeill stressed that she felt it important that a cross section of individuals are chosen who are committed to the process.

7.2

Human Resources

On the Human Resources Timeline, focus areas include:

- Job Evaluation for Grey Book

- Terms and Conditions for Grey Book

- IPDS - Making Assessment and Development Centres

Jenny McNeill stated that the HR Function were preparing for Comprehensive Performance Assessment (CPA) which will come in to effect by 2005.

Lord Jordan felt that with IRMP, there are a lot of employees who are not aware of what is involved and felt that the Fairness and Dignity forum was an ideal place in which to clarify the issue.

8

LOCAL DIVERSITY GROUP UPDATE

The group discussed the corporate image and the new recruitment pack. Shanti Waas agreed to circulate the pack to members before the next meeting.

Action: Shanti Waas

Following the bullying and harassment training Shanti Waas reported that it became apparent there was a lot of homophobic issues.

9

ANY OTHER URGENT BUSINESS

9.1

Lud Ramsey stated that he met with Dave Wallace in Berkshire and reported that the Banner Theatre Group were no longer carrying out the programme `Black and Red'. However, he is trying to get them to do one more programme which can be videoed and then used as a training package.

9.2

Lord Jordan requested to be put on the Fairness and Dignity meeting distribution list.

Action: Catherine Morey

10

DATE OF NEXT MEETING

The next Fairness and Dignity meeting will be held on 22 April 2004 at 1000 hours (venue to be confirmed)