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In an emergency call 999
For general enquiries call 01158388100
Monday - Friday -

Fire cover public consultation is now open: visit our consultation page for more information about the proposed changes and you can have your say by filling in our consultation survey.

Equality duty

The General Equality Duty of the Equality Act (2010) requires us to have due regard to the need to:

  • Eliminate discrimination, harassment and victimisation, and any other conduct that is prohibited by or under the Act
  • Advance equality of opportunity between people who share a relevant 'protected characteristic' (e.g. age, sexual orientation, disability, ethnic background, etc.) and people who do not share it
  • Foster good relations between people who share a relevant protected characteristic and those who do not share it
As a public authority, we are also covered by the Specific Duties of the Equality Act (2010). This means that we are required to publish information that demonstrates how we comply with the three aims of the Duty outlined above.
This includes information relating to people who share relevant protected characteristics and who:
  • are affected by our policies and practices, and
  • work for us
We aim to collect only information that is relevant, and then use what we learn to make a real difference.
Equality Diversity and Inclusion (EDI) is central to the way in which we do business at Nottinghamshire Fire and Rescue Service; both in terms of the way we deliver services to our communities and how we recruit, develop, retain and employ our staff.
As signatories of the British Sign Language Charter, Stonewall Workplace Equality Diversity Champions, Inclusive Employer Award nominees as well as our Disability Confident status, we are constantly striving to improve our performance across a range of areas.
As an employer, we continue to focus on recruiting a diverse workforce but we also want to make sure that we are equipped to serve an increasingly diverse community in Nottingham and Nottinghamshire as part of this commitment a range of training and awareness-raising activities are delivered.
The Service is committed to being an employer of choice and has developed employee networks, robust policies, and a range of training to maintain an inclusive work environment.
The Service's current equality objective is to implement its Inclusion Plan. Actions include:
  • Employee Training - involving a program of EDI training for all staff covering protected characteristics, ensuring awareness of current best practices and communities
  • Consultation and involvement with BAME communities and businesses - to maintain an inclusive service
  • Recruitment and workforce diversity - we strive to reach a workforce that represents our community
  • Planned Service's and visits - that we target our resources and reach the communities most at risk
In order to demonstrate our fulfilment of the Equality Duty we have also published some additional information: 
For equality analysis information on workforce diversity please see our equality monitoring reports published on the HR Committee reports page (Opens in a new window).
We hope this will give you a greater understanding of how we work to promote inclusion and equality across all our activities. The documents in this section will be updated and reviewed on an ongoing basis.