Archived decisions

Hampshire Fire and Rescue Authority Item

17 September 2008

National Equality & Diversity Strategy

Report of the Chief Officer

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

Tel: 023 644000 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 (Cllrs Cartwright, Chapman & Price) 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.

1.3

Consultation of the strategy took place during the Autumn 2007, with comments and findings presented to HR Committee on 1^st February 2008 and the Corporate Management Team (CMT). The results of our internal consultation (including Authority Members, SMT and the Leadership Forum) were passed to the Fire and Resilience Department Policy Division for the Communities and Local Government by Cllr Cartwright on 18^th January 2008.

1.4

The final Strategy will be passed to the Performance Review and Scrutiny Committee at their meeting on 10 September 2008.

1.5

HFRS will be able to demonstrate that that the National Strategy is reflected and incorporated in our own Strategy for Equality and Diversity; our draft Corporate Equality Plan. The Corporate Equality Plan is subject to its own consultation process.

2

RecommendationsError! Bookmark not defined.

2.1

That the Hampshire Fire & Rescue Authority (HFRA) consider the National Equality & Diversity Strategy for Fire and Rescue Services and formally endorse the direction of travel that it details.

2.2

That the views of the Performance Review and Scrutiny Committee and the HR Committee be received to inform the discussion.

2.3

That the HFRA endorse the Service's commitment to the stretch targets as paragraph 4.5/4.6 and the development of a Positive Actions Strategy as per paragraph 4.7.

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 stakeholders. 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.

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).

4.4

Details of HFRS progress towards ESLG Level 3 were provided in a Position Paper to SMT on 2 July 2008. Peer Review to achieve Level 3 is scheduled for November 2008 in collaboration with the Innovations and Development Agency (IDEA).

4.5

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.

4.6

There also is an option for FRSs to opt for more stretching targets. To encourage and support the take up of this option, there will be additional funding for those FRSs. A minimum of £42,000 in capital grant will be allocated in 2009/10 or 2010/11 to those FRSs which 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 FRSs will be able to apply for this grant and the method by which it will be allocated is yet to be announced. The 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.

4.7

The Strategy has been fully considered by HFRS and a full analysis of the requirements in the strategy against our Corporate Equality Plan has been made. Our Corporate Equality Plan sets our arrangements for mainstreaming equality and diversity in accordance with our Fire and Rescue Plan 2008/2009 Objective 2; our achievement of the Equality Standard for Local Government as well as our legal requirement to have an Equality Scheme for Race, Disability and Gender and in due course Age, Sexual Orientation and Religion and Belief. The Corporate Equality Plan has recently been drafted to ensure the requirements of the National Strategy are reflected and incorporated.

4.8

The draft Corporate Equality Plan will now be subject to usual consultation measures adopted by HFRS for all major documents.

4.9

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.

A requirement for this will be a separate strategy to detail how we intend to plan to achieve these targets as well as our plans to use funding/grants for these purposes. Foundations for a Positive Actions Strategy were established in a Directors Paper (8^th May 2008)

4.10

Our Corporate Equality Plan will set out arrangements for collecting qualitative and quantitative data to report to the Local Diversity Group and SMT on an annual basis. A methodology will be developed to cascade this reporting strategy to include the Fire Authority, HR and Performance Review and Scrutiny Committee in order that Priority 5 of the National Strategy and essentially reporting to the Communities and Local Government can be satisfied.

5

Contribution to Corporate Aims and Objectives

The National Strategy details the measures that are expected of all FRSs 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 Objective 2 for mainstreaming all aspects of managing equality and diversity. Therefore working towards the achievement of the priority actions, will by default support the achievement of our corporate objectives.

6

Risk Analysis

Failure to respond positively to this strategy would have an adverse effect on 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:

The National Equality and Diversity Strategy for Fire and Rescue Services

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

Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.