You asked for:
As part of my research into this topic, I would be very grateful if you could take the time to return the attached excel spreadsheet which seeks to capture data about your workforce diversity, approach to recruitment campaigns, and your organisational policies and culture.
I would be grateful if you could return this information to me to contribute to the better understanding of the challenge facing the sector in workforce diversification, but if you need to treat this as a Freedom of Information request then please do so. Please can I ask you to share this request internally to those individuals best placed to answer the questions and to return the fully completed spreadsheet by 13 November 2022.
The survey should be self-explanatory, but if you have any queries, please feel free to contact me at this email address.
Please note - your Service will not be individually identifiable in the research undertaken or subsequent dissertation.
Our Response:
Answer: -
Part 1 - Understanding the workforce
This section seeks to understand the diversity mix currently within your workforce. Individual services will not be identifiable within the research report.
Please select your service: Nottinghamshire (Only used to record your return).
Please enter your total number of employees 810
Workforce age
| Workforce age |
Response |
Notes |
| Number of employees who are aged below 18 |
0 |
|
| Number of employees who are aged 18-24 |
25 |
|
| Number of employees who are aged 25-45 |
450 |
|
| Number of employees who are aged 46-55 |
224 |
|
| Number of employees who are aged 55+ |
111 |
|
| Number of employees who have not declared an age |
|
|
| Total number of employees |
810 |
Total number of employees matches, please move onto the next question |
Workforce diversity
| Workforce diversity |
Response |
Notes |
| Number of employees who identify as having a form of disability |
33 |
Disability will be a physical or mental condition that limits a person's movements, senses, or activities. (The Oxford Dictionary, 1989) |
| Number of employees who identify as not having a disability |
768 |
| Number of employees who have not declared a disability |
9 |
| Total number of employees |
810 |
Total number of employees matches, please move onto the next question |
Workforce gender
| Workforce gender |
Response |
Notes |
| Number of employees who identify as male |
272 |
Gender will be the state of being male or female (or non-binary) as expressed by social or cultural distinctions and differences, rather than biological ones.
(The Oxford Dictionary, 1989)
|
| Number of employees who identify as female |
52 |
| Number of employees who identify as a gender other than male or female |
4 |
| Number of employees who have not declared a gender |
482 |
| Total number of employees |
810 |
Total number of employees matches, please move onto the next question |
Workforce ethnicity
| Workforce ethnicity |
Response |
Notes |
| Number of employees who identify as White |
733 |
Ethnicity will comprise all Mixed, Asian, Black and Other (non-white) ethnicities, regardless of country of origin, as defined by the Office for National Statistics' harmonised output categories for ethnic groups. (Office for National Statistics, 2004) |
| Number of employees who identify as Black |
8 |
| Number of employees who identify as Asian |
13 |
| Number of employees who identify as Mixed or other (non white) |
21 |
| Number of employees who have not declared an ethnicity |
35 |
| Total number of employees |
810 |
Total number of employees matches, please move onto the next question |
Workforce sexuality
| Workforce sexuality |
Response |
Notes |
| Number of employees who identify as heterosexual |
691 |
Sexual orientation will be an individual's sexual preference or orientation as heterosexual or bisexual as part of their sense of identity. (The Oxford Dictionary, 1989). |
| Number of employees who identify as homosexual |
10 |
| Number of employees who identify as bisexual |
13 |
| Number of employees who identify as a sexuality not listed above |
7 |
| Number of employees who have not declared a sexuality |
88 |
| Total number of employees |
809 |
Error! Total number of employees is too low. |
Part 2 - Understanding your approaches to recruitment
This section seeks to understand your approach to recruitment and your latest recruitment statistics. Individual services will not be identifiable within the research report.
Wholetime recruitment during 2022
| Wholetime recruitment during 2022 |
Response |
Notes |
| Number of applications received |
380 |
|
| Number of applicants who declared a disability |
16 |
|
| Number of applicants who declared a gender other than male |
52 |
|
| Number of applicants who declared an ethnicity other than white |
34 |
|
| Number of applicants who declared a sexuality other than heterosexual |
39 |
|
| Remaining number of applicants |
239 |
Pre-populated based on your response above |
| Of these applicants, how many were offered a role with the Service who declared a disability? |
Figures from current campaign, where no appointments have been made as yet |
|
| Of these applicants, how many were offered a role with the Service who declared a gender other than male? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared an ethnicity other than white? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared a sexuality other than heterosexual? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who did not declare a Protected Characteristic? |
Not Applicable |
|
| Total number of roles offered during this recruitment campaign |
0 |
Pre-populated based on your response above |
Wholetime recruitment during 2021
| Wholetime recruitment during 2021 |
Response |
Notes |
| Number of applications received |
There was no wholetime recruitment |
|
| Number of applicants who declared a disability |
Not Applicable |
|
| Number of applicants who declared a gender other than male |
Not Applicable |
|
| Number of applicants who declared an ethnicity other than white |
Not Applicable |
|
| Number of applicants who declared a sexuality other than heterosexual |
Not Applicable |
|
| Remaining number of applicants |
|
Pre-populated based on your response above |
| Of these applicants, how many were offered a role with the Service who declared a disability? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared a gender other than male? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared an ethnicity other than white? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared a sexuality other than heterosexual? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who did not declare a Protected Characteristic? |
Not Applicable |
|
| Total number of roles offered during this recruitment campaign |
0 |
Pre-populated based on your response above |
Wholetime recruitment during 2020
| Wholetime recruitment during 2020 |
Response |
Notes |
| Number of applications received |
There was no wholetime recruitment |
|
| Number of applicants who declared a disability |
Not Applicable |
|
| Number of applicants who declared a gender other than male |
Not Applicable |
|
| Number of applicants who declared an ethnicity other than white |
Not Applicable |
|
| Number of applicants who declared a sexuality other than heterosexual |
Not Applicable |
|
| Remaining number of applicants |
|
Pre-populated based on your response above |
| Of these applicants, how many were offered a role with the Service who declared a disability? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared a gender other than male? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared an ethnicity other than white? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who declared a sexuality other than heterosexual? |
Not Applicable |
|
| Of these applicants, how many were offered a role with the Service who did not declare a Protected Characteristic? |
Not Applicable |
|
| Total number of roles offered during this recruitment campaign |
0 |
Pre-populated based on your response above |
Recruitment policies & approaches
| Recruitment policies & approaches |
Response |
Notes |
| Does your Service adopt a policy of 'positive action' within recruitment campaigns? |
Yes |
|
| If yes, please summarise the 'positive action' approach you adopt. |
Positive action will be used to address under-representation in the workforce through targeted |
<<< Please answer this question. The response box maybe small, but you can enter as much text as you wish. |
| If yes, in what year did you adopt this policy of 'positive action' within recruitment campaigns? |
as above |
<<< Please answer this question |
| When your Service advertises roles, do you include information about your employment policies such as leave, family leave, flexible arrangements (where applicable to the role advertised)? |
Yes |
|
Part 3 - Understanding your culture
This section seeks to understand the values and behaviours your Service expects of its workforce. Individual services will not be identifiable within the research report.
Workforce behaviours
| Workforce behaviours |
Response |
Notes |
| Does your Service provide equality, diversity and inclusion training for all staff (Grey Book and Green Book)? |
Yes |
|
| If yes, is this training mandatory for all staff (Grey Book and Green Book)? |
Yes |
<<< Please answer this question |
| Does your Service have flexible working arrangements for Green Book staff which enables individuals to flex their core hours of working as may be required for their personal commitments? |
Yes |
|
| Does your Service have flexible working arrangements for Wholetime Grey Book staff which enables individuals to flex their core hours of working as maybe required for their personal commitments? |
Yes non-frontline Grey Book roles |
|
| Does your Service operate a 'watch=based' system for operational Wholetime Grey Book staff based on a fire station? |
Yes entirely |
|
Management behaviours
| Management behaviours |
Response |
Notes |
| Does your Service provide management training for all staff (Grey Book and Green Book)? |
Yes |
|
| If yes, does this training include a focus on equality, diversity and inclusion? |
Yes |
<<< Please answer this question |
| If yes, is this management training mandatory for all managers (Grey Book and Green Book)? |
Yes |
<<< Please answer this question |
Senior leadership team
| Senior leadership team |
Response |
Notes |
| How many people are part of your Senior Leadership Team (as defined in the Notes section to the right)? |
11 |
Please include Chief Fire Officer, Deputy CFO, Assistant CFOs, Directors (both uniformed and non-uniformed). |
| Of these people, how many have a declared Protected Characteristic (as defined in the Notes section to the right)? |
3 |
Please include anyone who declares a disability, gender other than male, ethnicity other than white, or sexuality other than heterosexual. |
Organisational practices
| Organisational practices |
Response |
Notes |
| Has your Service established staff network groups to champion a voice for underrepresented members of the workforce? |
Yes |
|
| If yes, please summarise how your organisation utilises these network groups? How is their voice heard? |
The network provide a forum for members to raise any concerns and share good/suppoprt, network chairs and senior sponsors have a position on |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish. |
| If yes, do your network groups have a named member of the Senior Management Team as a sponsor or champion? |
Yes, all of our network groups have named senior management as a sponsor |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish. |
| If yes, do your network groups have a formal role to play in shaping your policies and procedures? |
Yes |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish. |
| Do you consider your Service to have inclusive HR policies and procedures? |
Yes |
|
| If yes, please summarise why you consider policies and procedures to be inclusive. |
The policies templated gives indicators, an Equality Impact Assessment is undertaken on all policies |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish. |
| If no, please summarise why you do not consider your policies and procedures to be inclusive. |
|
Please skip this question |
| Do you have specific HR policies and procedures for specific parts of your workforce or are these generalised? |
Our policies are all generalised to the whole workforce |
|
| Does your Service have a declared commitment to workforce inclusion? |
Yes |
|
| If yes, how is this commitment declared? |
A series of statements as our 'Joint Commitment to Gender Identity and Sexual Orientation' 'Our |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish. |
Organisational values
| Organisational values |
Response |
Notes |
| Has your Service established organisational values? |
Yes |
|
| If yes, have these values been established with input from your workforce? |
Yes |
<<< Please answer this question |
| If yes, please state what your organisational values are. |
Openness to Change, We are professional in all that we do, One team working together, Value and Respect |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish |
| If yes, please summarise how your organisation embeds these values |
Through a values toolkit, Introduction of EDI training, its web and intranet pages |
<<< Please answer this question. The response box may be small, but you can enter as much text as you wish |
| If no, please state how your organisation establishes the behavioural expectation of your workforce |
|
Please skip this question. |
HMICFRS people grade
| HMICFRS people grade |
Response |
Notes |
| Please enter the latest HMICFRS grade for 'People' your Service received |
Good |
|
| Was a Cause for Concern issued in relation to your 'People' assessment? |
No |
|
| What year was this grade received? |
2022 |
|
Thankyou for taking the time to complete this request! This is the survey completed