Nottinghamshire Fire and Rescue Service
Annual statement of assurance 2022 - 2023

Strategic Goal 4: We will continue to support and develop our workforce and promote an inclusive Service

This goal focuses on inclusion and the development and wellbeing of our workforce.

In 2022/23 our key objectives were:

  • Undertake community engagement and positive action to improve the diversity of applicants and appointees for roles at all levels of the Service
  • Reduce sickness absence and promote employee health and wellbeing
  • Deliver a range of learning opportunities to increase understanding of inclusion issues across our workforce

Our focus on improvement included:

  • Undertaking a strategic workforce review, across all departments, to determine the skills and capacity we need to deliver effective services
  • Enhancing support and promotion of healthy lifestyles and wellbeing initiatives
  • Reviewing our Service’s standards of dress and replacement of duty rig uniform to ensure that it is inclusive and fit for purpose for all our staff

During the year:

  • We undertook a range of positive action activities to support our wholetime firefighter recruitment campaign. The majority of those successful in the process (62%) had previously attended positive action events
  • An absence review group was established, chaired by an Assistant Chief Fire Officer to undertake scrutiny of absence figures on a quarterly basis. There was an overall reduction in staff absence of 11.6% compared to 2021/22
  • We undertook a review of post-incident support and as a result we will be introducing an enhanced programme of support during 2023
  • We have delivered a range of training courses to improve understanding of equality, diversity and inclusion, reaching over 150 members of staff
  • As part of our future efficiency planning we conducted a workforce review across our internal support services. The review identified efficiencies which have resulted in savings of £250k per annum
  • We have undertaken a review of our duty rig uniform, engaging staff and employee networks to understand requirements and to trial new items of workwear

Other Highlights

Our people are the heartbeat of our fire and rescue service. We are committed to ensuring that they have the skills, professionalism and flexibility to deliver our goals and provide the best possible service we can to the communities we serve.

Workforce

At the end of 2022/23 we had a workforce of 812 people, compared to 842 in 2021/22. This is made up of 653 staff in operational roles and 159 staff in support roles.

A total of 89 people left the Service during the year, of whom 27 were wholetime firefighters, 26 were on-call firefighters and 36 were support staff.

During 2022/23 we conducted an internal workforce review of our internal support services, with a view to identifying efficiencies which could lead to savings that would help balance the budget. The review was part of the first phase of our longer-term Futures 25 improvement programme, and it delivered a saving of £250,000 from the annual pay budget.

Recruitment

During 2022-23, we recruited to 61 roles: 2 wholetime firefighters, 33 on-call firefighters and 26 support staff roles. In addition, nine of our on-call firefighters transferred to wholetime roles.

We also conducted a wholetime firefighter recruitment campaign, to ensure the staffing establishment is in a sustainable position to meet demands and to deliver on our commitments.

As part of our commitment to improve the diversity of applicants to roles within the Service, particularly for operational roles, we undertook a series of positive action activities within our local communities during 2022 to encourage people to apply for a career as a Firefighter and to support them through the application process. This had a positive impact, with 62% of those successful in the process having engaged in positive action during 2022. Twenty-four new apprentice firefighters will commence their training in April and September 2023.

We are aware that the current workforce is not representative of the population of Nottinghamshire as reflected in local census figures. For instance, women in operational roles and employees from black, Asian and minority ethnic backgrounds or those who declare a disability across the workforce are all under-represented in our workforce. Whilst there has been some improvement in the diversity of applicants over the last year, we will continue to promote the Service as an employer of choice and through engagement with our communities, in order to encourage the widest range of applicants to consider a career with the Service across all parts of our workforce.

Health & Wellbeing

We promote employee health and wellbeing through a dedicated Occupational Health team, including a fitness advisor who provides fitness testing and rehabilitation programmes to maintain fitness and support those recovering from injury or illness, workplace gyms, on-line fitness programmes and access to counselling support. All of our operational staff are required to undertake annual fitness tests. Sickness absence was reduced in 2022-23 compared to the previous year. The main reasons for sickness absence relate to Musculo-skeletal conditions (28.4%) and Mental Health issues (23.1%).

In 2022/23:

  • 99.5% of our operational personnel passed their annual fitness test
  • 35 accidents were reported in the workplace, compared with 42 in 2021/22
  • 38 near misses were reported, compared to 33 in 2021/22
  • Sickness absence accounted for the loss of 5.33% of working time for wholetime operational staff, which is below the national sector average of 6.25%. Sickness absence within support roles equated to 4.97% of working time, which was higher than the national sector average of 3.7%

We have made improvements to the way we signpost and promote the wide range of health and wellbeing support available to staff, and continue to seek ways of enhancing our provision.

All staff have access to an Employee Assistance programme, including a 24/7 helpline and a Cash-back plan to help toward the cost of routine health screening, treatments and consultancy and therapy fees. A Peer Support scheme is also available to employees through a network of trained facilitators.

The Service also supports the Blue Light Together programme, which provides access to on-line support to combat mental health issues for those working in the emergency services.

Values & Culture

Our Service Values are clearly defined and well understood by staff. They ensure that our staff put communities first and at the heart of what we do, and they are aligned to the Core Code of Ethics for Fire and Rescue Services in England. During the last year we have been working to adopt and embed the Core Code of Ethics Fire Standard into our ways of working. We updated our Behavioural Framework, which underpins our values and sets out expectations about conduct to ensure that the expected standards are upheld.

During 2022/23, values and culture within the fire sector, and the wider public sector, have become topics of national debate and concern.

In November 2022, an independent cultural review of the London Fire Brigade raised serious concerns about that service. In March 2023 HMICFRS presented its own critical assessment of values and culture across all the fire services in England, based on evidence collected from inspections since 2018. Both reports highlighted examples of behaviours which are unacceptable.

As a Service we acknowledge those reports and reaffirm that there is no place for discrimination, harassment or bullying in the fire and rescue service. Whilst our own inspection report from HMICFRS, found that we had improved in all areas related to our people, we recognise that there is no room for complacency. We have studied both the LFB and HMICFRS reports to consider where their recommendations can be applied to our Service, and we will take actions where they are necessary.

We are strongly committed to maintaining a positive, inclusive workplace and ensuring our staff have the skills to meet the needs of our community when delivering services.

During 2022/23 we have been working to deliver our 12-point EDI Action plan, which resulted from an independent review of equality, diversity and inclusion within our Service conducted in 2021.

As part of this work, we have delivered a range of EDI training involving over 150 members of staff. Courses have included:

  • Introduction to EDI
  • Disability Awareness
  • Learning Differences (neurodiversity)
  • Faith training
  • Diversity in Employment
  • Working with Vulnerable People
  • Equality Impact Assessment
  • Deaf Awareness

In addition, an Inclusive Leadership training course has also been piloted during 22/23 aimed at middle managers, with plans in place to roll this out to all middle managers in 2023/24.

We also provide a range of eLearning to staff on subjects such as Religion and Faith, Trans awareness, Unconscious Bias and EDI best practice and legislation.

We continue to raise awareness of EDI and personal identities through our staff networks and promote opportunities to attend events and conferences such as Women in the Fire Service and the Asian Fire Service Association conference.

Uniform Review

During 2022/23 we have undertaken a review of our duty rig uniform. A working group was formed to consider uniform options and report on a survey which was open to uniformed and non-uniformed staff across the Service. The results of the trial have been recorded and will inform the procurement process for the new workwear. As part of the review, it has been agreed that all officers will be wearing navy blue uniform in the future, in line with other uniformed staff. The new uniform is expected to be in Service in 2024.  

Employee Networks

Supporting our employees and promoting a positive workplace culture is central to our ambitions of being an employer of choice and becoming a more inclusive service. Our employee groups and networks provide a voice for those who are under-represented in our workforce and the fire sector as a whole.

Women’s Network

This year our Women’s network celebrated it first anniversary. In an eventful first year the network has made great strides in promoting and celebrating the role women play within the Service. Regular meetings and events have contributed to our commitment to improving the representation of women in our workforce. These have included involvement in the uniform review process and inviting guest speakers who are role models within the sector to network meetings.

LGBT+ Network

The LGBT+ Proud Friends Network is open to all members of staff who are part of the LGBT+ community and people who are allies. The Network is a space for people to get support and learn more about different aspects of the LGBT+ community.

We attended Worksop Pride and were once again honoured to lead the Notts Pride parade, with the biggest turnout of staff that we’ve ever had marching at the event. For LGBT+ History Month in February 2023 we worked alongside Nottinghamshire Police and the Police and Crime Commissioner to put on an event at Broadway Cinema, focussed on local Nottinghamshire LGBT+ history and films about different identities in the community.

Ethnic Minority Alliance Network (EMA)

Our EMA provides a platform for open, confidential, and supportive discussions for all employees. The alliance helps to create and support a culture where all members can participate and feel valued while informing the Service’s approach to ethnic minority issues. Throughout the year we have provided opportunities for networking and support through a variety of multi-cultural initiatives. These have included Eid ul-Fitr, Easter, Vaisakhi, Eid-Al-Adha, Black History Month, Diwali/Bandi Chhor and Lunar New year. We are also sponsoring the Young Leader of the Year Award at the 2023 ‘Live our Best Life’ Awards organised by Nottinghamshire Police. We aim to sponsor this award each year, in memory of Stephen Lawrence.

Disability Matters Network

Our Disability Matters Network contributes to all disability related outcomes within the Service and plays a significant role in helping to achieve an inclusive workplace. This year, our members and allies have contributed to many initiatives including consulting on building access and corporate plans, improving the accessibility of eLearning and assisting in the development of our new website. The network has also helped to provide training on deaf awareness and reasonable adjustments in the workplace.

Veterans Network

During 2022/23 our Veterans Network held its first meeting at Joint headquarters. The network brings together like-minded individuals who have served their country to offer a friendly environment for social events, conversations, particularly looking at how we can improve Service support for our armed forces and veteran members.