Archived decisions

Hampshire Fire and Rescue Authority

Performance Review and Scrutiny Committee Item 8

2 September 2008

National Equality & Diversity Strategy

Report of the Director of Human Resources

Contact: Geoff Howsego - Director of Human Resources (HR)

Tel: 023 8064 4000 ext 2362

1

Summary

1.1

The new National Equality & Diversity Strategy for Fire and Rescue Services (FRS) was formally launched by the Fire Minister, Parmjit Dhanda, Member of Parliament (MP), at an event in London on 28 May 2008. The event was attended by both members and officers from Hampshire Fire and Rescue Service (HFRS).

1.2

The Strategy marks a change in emphasis at a national level and a recognition that the driver for changes in FRS is derived from the delivery of services. This supports the approach that had been adopted by HFRS. The Strategy was presented to members of the HR Committee and the Corporate management Team (CMT) for scrutiny and comment. It is passed to the Performance Review and Scrutiny Committee for their views and comments.

2

RecommendationsError! Bookmark not defined.

2.1

That the Performance Review and Scrutiny Committee consider the National Equality & Diversity Strategy for Fire and Rescue Services and formally record their comment and views.

2.2

That, subject to any additions and amendments required by the Performance Review and Scrutiny Committee, the report be passed to the Hampshire Fire & Rescue Authority (HFRA) as an agenda item for the meeting on 17th September 2008

2.3

That the Performance Review and Scrutiny Committee endorse the Service's commitment to the stretch targets (para 4.5).

3

Introduction Error! Bookmark not defined.and Background

3.1

The new National Equality & Diversity Strategy for Fire and Rescue Services was formally launched by the Fire Minister, Parmjit Dhanda MP, at an event in London on 28 May 2008. The document was agreed through a partnership of the main stake holders. The stated commitment was that the Strategy will support the Fire and Rescue Service in tackling current inequalities, promoting equality, diversity and fairness, and establishing a culture of inclusion which enables the Service to meet the needs of all our diverse communities. All the involved parties acknowledged and accepted their role in supporting the implementation of the Strategy through the leadership and commitment of their various organisations.

3.2

At the time of writing, only limited printed copies of the document were available. At the launch only a small number had been prepared, and the major print run was to be completed at a later date. A small supply has been received but insufficient for wide distribution. It is anticipated that the larger order we have submitted will be delivered before the meeting of the Performance Review and Scrutiny Committee and HFRA. This being the case, they will be circulated either before or at the meeting as appropriate. Failing this, locally produced copies will be made available to members.

3.3

The document is available on-line via the following link:

http://www.communities.gov.uk/publications/fire/equalitydiversitystrategy

4

Key Aspects of the National Strategy

4.1

The Strategy is divided in to 7 main chapters. These are as follows:

    1. Why Equality and Diversity are important to the Fire and Rescue Service.

    2. Why do we need a National Strategy?

    3. How was the National Strategy developed?

    4. What is the National Strategy?

    5. Who is responsible for delivery against the Strategy?

    6. How will the requirements of the Strategy be implemented?

    7. Monitoring and Reporting of Performance.

4.2

Before considering the questions detailed above, the document lays out the Vision, Commitment, Goals and Core Values that provide the basis of the Strategy.

4.3

Chapter 4, `What is the National Strategy?', sets out the areas for action. The Strategy requires action in five priority areas, which are linked to the Core Values and to the Equality Standard for Local Government (ESLG). These are as follows:

Priority 1: Leadership and promoting inclusion

Priority 2: Accountability

Priority 3: Effective service delivery and community engagement

Priority 4: Employment and training

Priority 5: Evaluation and sharing good practice

An annex provides the details of the key equalities legislation that is relevant to the strategy.

4.4

It is inevitable that much of the attention will become focused on the `targets' that are contained in the document in Chapter 7. These are as follows:

a. By 2013, a minimum of 15 per cent of new entrants to the operational sector to be women.

b. By 2013, recruitment of minority ethnic staff across the whole organisation to be at the same percentage as the minority ethnic representation in the local working population.

c. Fire and Rescue Authorities with very low minority ethnic working age populations and low recruitment requirements may set a target in terms of individuals recruited over the five year period rather than a percentage of total recruitment.

d. By 2013 parity in rates of retention and progression between minority ethnic and white employees, and between men and women.

In addition, Fire and Rescue Authorities may set their own target or targets to measure the proportion of all applications received which come from under-represented groups (attraction targets). Each Fire and Rescue Authority will be responsible for setting its own minority ethnic recruitment targets based either on the provisions detailed above in b) or c). Guidance on setting targets will be provided by CLG.

4.5

There is an option for FRS's to opt for more stretching targets. To encourage and support the take up of this option, there will be additional funding for those FRS's. A minimum of £42,000 in capital grants will be allocated in 2009/10 or 2010/11 to those FRS's who make a commitment to achieving the following targets:

· By 2013 a minimum of 18% of new entrants to the operational service to be women.

· By 2013 recruitment of minority ethnic staff across the whole organisation to be at 2% to 5% above the minority ethnic representation in the local working population.

Details of how FRS's will be able to apply for this grant and the method by which it will be allocated is yet to be announced. This grant for each FRS is to be funded from a central allocation of £2 million for this purpose, to be shared amongst those services committing to the stretch targets.

4.6

The Strategy is currently being considered by the Service and a full analysis of the requirements in the strategy against our Action Plan for achieving ESLG level 3 is underway. The initial assessment is that the majority of the requirements of the Strategy will be addressed by that Action Plan. However, any additional points (such as an annual report to CLG) will be included in the updated action plan.

4.7

It is the clear expectation of the Senior Management Team that HFRS will opt for the stretch targets detailed above. The discussions in both the HR Committee and CMT have confirmed support for the Service's commitment to the stretch targets.

5

Contribution to Corporate Aims and Objectives

The National Strategy details the measures that are expected of all FRS's nationally, and as such, HFRS will adopt these within its own performance management system. The overall objectives of tackling current inequalities, promoting equality, diversity and fairness, and establishing a culture of inclusion which enables the Service to meet the needs of all our diverse communities are already enshrined in our Fire & Rescue Service Plan. Therefore working towards the achievement of the priority actions will support the achievement of our corporate objectives.

6

Risk Analysis

Failure to respond positively to this Strategy would have an adverse effect on our ability to achieve or corporate aims. Additionally there would be significant risk to our reputation and even possible litigation derived from equalities legislation.

7

Resource Implications

7.1

Human Resources

There are no specific additional HR implications that have been identified at this point in relation to the Strategy document. This is due to the fact that resources had already been allocated to address this area of work and to support these initiatives.

7.2

Physical Resources

No additional resource requirements have been identified at this point (see 7.1 above).

7.3

Information and Communications Technology Resources

No additional resource requirements have been identified at this point (see 7.1 above).

7.4

Financial Implications

No additional financial implications have been identified at this point (see 7.1 above) over and above those already recognised in the Corporate Equality Plan/Action Plan. It would be wrong to give the impression that delivering on these agendas comes at a nil cost. However, it is considered that the majority of these will already be covered in our existing action plan.

It should be noted that the commitment to the stretch targets would attract funding of at least £42,000 in capital grant (see para 4.5 & 4.6).

8

Equality Impact Assessment

8.1

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.

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.