Equalities
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Nottinghamshire Fire and Rescue Service is committed to providing services for all the people of Nottingham and Nottinghamshire. As an employer, we are dedicated to promoting equality and valuing the diversity within our workforce and within the communities we serve. Our goal is to ensure that these commitments, supported by our values, are carried out with all members of the public, colleagues and partners.
The Service also acknowledges that, in order to treat people equally, sometimes there is a need to treat them in different ways in order to make sure our services are accessible to all. For example:
- Providing deaf smoke alarms.
- Providing home safety information aimed at young people.
- Making sure our buildings are accessible to disabled people.
- Producing important documents such as ‘Fire Safety in the Home’ in multiple languages.
- Providing our staff with training to help them understand different cultures, religions, disabilities etc.
Under the Equality Act 2010, Nottinghamshire Fire and Rescue Service has a legal duty to promote equality. The new act covers the following areas: age, disability, gender reassignment, pregnancy and maternity, race religion/belief, sex and sexual orientation.
We therefore aim to make sure our services are appropriate for all users and staff, and help to:
- Eliminate unlawful discrimination, harassment and victimisation.
- Advance equality of opportunity between different groups.
- Foster good relations between different groups of people.
- Recruit a workforce that reflects the communities we serve.
- Improve services to the public by promoting equality.
This is achieved by advising managers and the organisation on best practice, such as:
- Reasonable adjustments for disabled staff.
- Procurement of goods and services.
- Ensuring access for disabled people.
- Promoting a working environment based on dignity and respect.
- Delivering different learning and development opportunities for staff and their managers.
- Consulting with staff and communities.
- Developing policy by assessing its impact on different groups of people.
- Promoting the service to different groups of people and addressing under-representation at work.*
- Making staff and managers aware of their statutory responsibilities.
- Reporting on progress against organisational objectives and local performance.
- Co-ordinating and supporting equality groups such as:
- Employee Equality Network
- LGB Employee Group
- Equalities Steering Group
* Our aim is to make sure that people from previously under-represented groups can compete on equal terms with other applicants. All applicants are treated equally and all applicants are judged solely on their merits.
