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Working with NFRS procurement standards

Background

NFRS as a public service, have a strong commitment to the equality principles of:

  • Eliminating unlawful discrimination, harassment and victimisation on the grounds of age, disability, gender, gender re-assignment, race, religion and belief and sexual orientation.
  • Advancing equality of opportunity.
  • Fostering good relations between different communities.

We are part of the Stonewall diversity champion’s programme and a ‘positive about disabled people’ employer. NFRS is committed to promoting equality through the procurement process by procuring the high standards of goods and services, which consider the users and communities’ diverse needs.

It is a priority for us to provide equal access to services and job opportunities to all, so wherever possible we try and ensure we provide people with the services they need rather than what we think they should receive. For example; we will deliver a service in a different way to somebody with a disability to meet their specific needs.

What we expect from our suppliers:

  • We expect NFRS suppliers of goods, works and services to demonstrate a commitment to equality and diversity in accordance to the Equality Act 2010 both in the workplace and through the delivery of the contract
  • All contracts should be delivered in a way that does not unlawfully discriminate. and advances equality of opportunity for staff, members of the community, other statutory bodies, partners and voluntary organisations.
  • Goods and services provided by contractors and suppliers cater for all potential users and are delivered in a way that meets the users’ needs.
  • There is no difference in satisfaction rates of service users and staff from different communities.
  • Suppliers should be able to demonstrate compliance with the Equality Act (2010) both through the delivery of the contract and within the workforce practices e.g. through monitoring of protected characteristics and the provision of reasonable adjustments for an employee with a disability.
  • Demonstrable outcomes should be evident within equality practices, particularly through recruitment processes, training and development, equal pay and equality impact monitoring

NFRS acknowledge outcomes will differ depending on the size and dynamics of your business.

NFRS wants to encourage its suppliers to promote the same or similar values to those of NFRS, this applies equally to the supply chain. As there may be multiple tiers within the supply chain it can become more complex for suppliers to assure the relevant/ required standards are being met. However, there is an expectation that suppliers will undertake appropriate due diligence to assure themselves standards are being upheld throughout their supply chain.

Below is a list of questions we would encourage suppliers to consider.

We have comprised a number of rhetorical questions below to communicate our practices across a number of areas and encourage suppliers to adapt similar practices. The Service has over 850 employees and serves a community of over 1 million people across Nottinghamshire, it is noted actions will be relative to the size, purpose and dynamics of your business.

Your Workforce

There remains a 9.1 % pay gap between men and women in the UK. How are you addressing the representation of women at different levels and in different roles in your organisation? Do you do any work to attract women in to non-traditional areas of work? For instance, NFRS works hard to attract more women to firefighting, currently only 4.56% of operational firefighters are female, demonstrating why the Service places such importance on positive action when it undertakes recruitment to operational roles. To read more about what NFRS is doing to address underrepresentation please see the Service’s Gender Pay Gap report (.doc, 8 pages, 151Kb).

There are 10.8 million people in Britain who have a disability, which represents around 20% of the population. NFRS has guidance in place for its managers to ensure ‘reasonable adjustments’ are made for NFRS employees.

  • What percentage of your workforce has declared a disability?
  • How do you manage disability in the workplace?

According to Stonewall approximately 5 - 7% of Britain’s population are lesbian, gay or bisexual. Lesbian Gay Bisexual and Transgender (LGBT) employees perform best when they can be open about their sexual orientation and gender identity in the workplace. If they are forced to hide their identity the individual can experience mental health issues which may impact on performance, attendance, and disengagement.

  • What percentage of your employees are openly lesbian, gay, bisexual or Transgender (LGBT) at work?
  • How do you ensure that LGB staff are comfortable with coming out about their sexual orientation at work?

Approximately 12% of Nottinghamshire’s population come from black and minority ethnic (BME) backgrounds.

  • What percentage of your employees is from a BME background? Is this reflective of the local area?

We provide apprenticeship opportunities where possible within our workforce, to develop people aged 16 – 24.

  • Does your organisation provide apprenticeships?

Organisational values

NFRS is embedding its values into its workforce and throughout its supply chain.

The Service’s values are:

  1. We are professional in all that we do
  2. We value and respect others
  3. We are open to change
  4. We are One Team working together

What are your organisational values and how do you ensure these are embedded within your workforce and supply chains?

Living wage

NFRS has committed to pay directly employed staff and staff employed through service-related contracts that NFRS procures, the Living Foundations’ living wage.

  • Have you considered making this commitment within your own organisation?

Staff satisfaction and engagement

NFRS carries out staff surveys to ensure it is receiving regular feedback from its employees.

  • How do you know that your employees are satisfied at work?

Terms and conditions of employment

NFRS has an aspiration to become an employer of choice and have a close working relationship with the trades unions. We are conscious of our responsibility to provide fair terms and conditions of employment to its staff. Some examples include:

  • Flexible working policies
  • Family friendly policies
  • Transparent grading system
  • Occupational health and other welfare support

Have you considered implementing any of the above?

Training

NFRS offers training to all its staff on a variety of equality subjects including sexual orientation, disability awareness, managing a diverse workforce. How do you equip your staff to deal with people from different backgrounds, cultures and identities?

For example:

Individuals with a hearing impairment? (Including colleagues and the public).

If you would you like some free advice or support in this area, please contact the NFRS Equality Development Officer Tom Briggs via Thomas.briggs@notts-fire.gov.uk or 0115 8388614.