Archived decisions

Hampshire Fire and Rescue Authority

Personnel Committee Item 8

21 April 2004

Fairness and Dignity - Progress Report on the HFRS Bullying and Harassment Training Programme

Report of the Chief Fire Officer

Contact: Jennifer McNeill - Head of Human Resources Tel: 023 80 644000 ext 2348

1

Summary

1.1

The content and style of Fairness and Dignity (F & D) training to our employees and the trainers appointed to deliver this, was identified as a priority from as early as 2001. This view was based on comments received from employees who had received this training and felt that the content and method of delivery could be more relevant to our situation. It was also felt that the trainers should be appointed to this role based on personal commitment to the subject rather than their job position within the Service. The Service therefore explored opportunities to make the training sessions more appropriate to our own culture, to be seen as less threatening as this is a very sensitive area and to engage our employees more fully and openly in interactive sessions.

1.2

Furthermore, there was also a perception amongst employees that the Service's approach to equality and fairness was driven by external influences such as legislation, government targets and political correctness rather than a programme based on the values of the Service, reflected in policy statements and procedures to improve interpersonal behaviours at work.

1.3

In response to this, the Fairness and Dignity Committee set up a working party consisting of the Equal Opportunities Adviser, other employees and members from the trade unions to consider alternative ways of delivering such training. The working party recommended that, for the next programme of training in this area, the recruitment of volunteers to be trained as F & D trainers should be open to all parts of the workforce, the essential criteria being that those people were personally committed to fairness and dignity in the workplace. In addition, it was recognised that bullying and harassment were key issues to be explored and that this should be the prime focus of the training message.

1.4

`Training' became one of the key tasks for the HR Department for 2003/04 and the timeline included revising the Fairness and Dignity module in the induction programme for new employees. It also identified a timetable for refresher training for our trainers, as well as further courses to train additional people. This culminated in a report to the Personnel Committee at the end of the year.

1.5

This concept was well received by our employees, many of whom put their names forward to be included in this voluntary initiative. The incentive was that they would be provided with professional accredited training which could be added to their personal portfolio, and they would have the opportunity to make a difference to training delivery and the culture of our workplace. We now have a team of 20 trained volunteer F & D trainers who are currently delivering a professional Bullying and Harassment training programme to all our employees.

1.6

It is pleasing to report that comments and feedback received from employees who have undertaken this training programme has been very positive.

1.7

This report provides a profile of the trainers and a summary of the progress made to date in the delivery of the Service's bullying and harassment training programme.

2

Volunteer Fairness and Dignity Trainer Profile

2.1

The current team of trainers were selected on the basis of their ability to demonstrate a number of essential criteria, which included; excellent communication and presentation skills, awareness of diversity issues as they relate to employment and Service delivery and importantly, a personal commitment to the principles of equality and diversity and upholding the Service policies which underpin these values.

2.2

Our trainers include firefighters to Divisional Officers, Green Book employees, representatives from the Fire Brigades Union and Unison.

2.3

The selection process strived to achieve a balanced team of trainers representative of the diverse make up of our workforce in terms of rank/grade, function, Grey Book and Green Book. Although the current team reflects a good cross section of our workforce, we have some gaps and we are keen to attract female firefighters, firefighters from a minority ethnic background and firefighters from the retained sector. This imbalance is currently being addressed.

2.4

Our trainers were required to attend an intensive five day `Train the Trainer' training course delivered by Southampton City College, supported by the Trades Union Congress (TUC). At this time, as a joint employee / trade union exercise, the team planned and developed our F & D training course, drawing upon their knowledge and experience of working within HFRS and as such, the final course is representative of our culture and is customised to our specific needs.

3

Bullying and Harassment Training Programme Progress to Date

3.1

Fairness and Dignity training has now been integrated into the on-going training programme and it is intended that all employees receive this on a three-year cycle. Although most of this work is carried out during normal work time, some of the sessions are held during the evenings to coincide with work routines on stations. Where trainers are prepared to work outside their normal work hours to achieve our ambitious training programme, this is recompensed by payment for those additional hours worked and travel expenses.

3.2

The current bullying and harassment training programme commenced in November 2002. Members of the HFRA were invited to attend as part of their own training and development and were the first group to receive this, followed by members of the Service Management Team (SMT). It was felt that support for raising awareness about issues of bullying and harassment should be visible at the top level of the Service, before being cascaded to all other areas. The feedback from the members who attended and SMT was very positive.

3.3

Progress in respect of the rest of our employees is as follows:

Training for Retained employees based at Headquarters and in the former A Division area has been completed.

Training for employees in the former B Division is in progress and is due to be completed by the end of March 2004.

Training sessions for employees in the former C Division area, and any outstanding areas, are scheduled to commence in April of this year.

3.4

It is pleasing to note from the feedback received so far that the training has been well received by an overwhelming majority of the participants. They were comfortable with the content and style of delivery, especially the approach of the trainers to some of the sensitive issues raised. Comments were also received about how they enjoyed the interaction between trainers and participants.

3.5

The positive response so far to the current bullying and harassment training programme is encouraging for the Service and augers well for the planned future programmes of F& D related training.

4

Financial Implications

4.1

The cost of providing this training in facilities, materials, overtime payments and expenses is met from the budget for Equal Opportunities and within existing budgetary provision for salaries. External grants and support from other agencies such as the TUC, where they are available, are also gratefully received.

5

European Convention on Human Rights and the Human Rights Act 1998

5.1

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

Recommendations

1

That Members of the Personnel Committee note the progress to date.

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

Note: The list excludes:

(1) Published works

(2) Documents that disclose exempt or confidential information as defined in the Act