Employee Networks and Representation

Creating a positive, inclusive, and supportive working environment continued to be a key priority for the Service during 2025/26. Our staff networks and representative groups play an important role in helping colleagues feel heard, valued, and supported, whilst strengthening our ambition to be an employer of choice that reflects the communities we serve.

Armed Forces Network

The Armed Forces Network provides support and connection for colleagues with links to the Armed Forces community, including veterans and reservists. Through our commitment to the Armed Forces Covenant - for which we have been awarded the gold status - the network creates opportunities for peer support, engagement, and shared learning. Now in its second year, the network has strengthened relationships with partner organisations and community groups, and promoted initiatives focused on wellbeing, development, and support for Armed Forces personnel across the Service. The Great Tommy Sleep Out, for example, enabled colleagues to help raise awareness of homelessness among Armed Forces veterans.

Disability Matters Network

The Disability Matters Network continues to make an important contribution towards creating a more inclusive and accessible workplace. During 2025/26, the network worked collaboratively with partner organisations such as the Dyslexia Association and other emergency service networks to raise awareness and understanding of disability and neurodiversity in the workplace. Consequently, we have seen an increase in the number of staff declaring their disability through the HR system and seeking reasonable adjustments.

The network provides support and guidance to colleagues navigating diagnostic assessment processes, while also helping line managers to better understand and implement appropriate workplace adjustments, enabling individuals to thrive and achieve their full potential.

Ethnic Minority Alliance Network (EMA)

The Ethnic Minority Alliance Network supports colleagues from ethnic minority backgrounds by promoting inclusion, personal development, and meaningful dialogue across the organisation. The network provides a platform for staff to share experiences, celebrate diversity, and contribute to positive change, helping to create a workplace where everyone feels valued and respected.

During 2025/26, the network supported a range of cultural awareness and engagement activities, including celebrations for Lunar New Year, a joint Eid and Vaisakhi event, South Asian Heritage Month, the National Black Members Conference, and Black History Month. These activities helped to recognise and celebrate the rich diversity of our workforce and the communities we serve.

The network also worked collaboratively with colleagues, staff networks, and external partners to promote greater understanding, representation, and inclusion across the Service.

Healthy Minds Network

The Healthy Minds Network supports the mental health and wellbeing of employees across the organisation. Through awareness campaigns, events, and peer support opportunities, the network encourages open conversations around mental wellbeing and helps reduce the stigma associated with mental health challenges.

Now in its second year, the network has facilitated opportunities for current and retired employees to connect, share experiences, and access information about the wellbeing support available to them. The network supports initiatives such as the ‘999 Walk and Talk’ group, which provides an informal and supportive space for individuals to come together, promote wellbeing, and support one another through shared conversation and connection. Together, these activities contribute to a more supportive and psychologically safe workplace culture.

LGBTQI+ Proud Friends Network

The LGBTQI+ Proud Friends Network brings together colleagues from the LGBTQI+ community alongside supportive allies, creating an open and welcoming space that encourages understanding, visibility, and inclusion.

Throughout the year, the network continued to raise awareness of LGBTQI+ experiences and support a culture where everyone feels respected and able to be themselves at work. Members represented the Service at several local Pride events and community activities, including Nottingham Pride, Worksop Pride, Retford Pride, and Trans Pride events-demonstrating our ongoing commitment to equality, inclusion, and positive community engagement.

Women’s Network

During 2025/26, the network continued to grow and evolve through a programme of events, awareness campaigns, and guest speaker sessions.

Members actively supported initiatives linked to International Women’s Day, alongside a range of wellbeing and professional development opportunities, helping to foster an inclusive culture where women feel valued, supported, and empowered to succeed.

The network also provided opportunities for members to engage in national development programmes. Delegates attended both the Women in the Fire Service (WFS) Training and Development Weekend and the WFS Women’s Development Programme. Feedback from participants was overwhelmingly positive, with delegates highlighting the events as a valuable opportunity to build networks, share experiences, and learn from women working across fire and rescue services nationwide. Participants particularly valued the chance to exchange ideas, gain new perspectives, and explore different approaches to supporting women’s development within the sector.

Recognised Representative Bodies

The Service recognises and engages with representative bodies to support effective industrial relations and workforce consultation. Regular panel meetings enable early discussions around both policy changes and member concerns. Unison and the Fire Brigades Union are formally recognised for collective negotiation purposes, while the Fire Officers Association and the Fire Leaders Association contribute to wider employee engagement and consultation support across the Service.