Appendix A - Information from HR/NFRS
In order to gain a comprehensive understanding of Nottinghamshire Fire and Rescue Service's commitment to diversity and inclusion and to balance this with comments raised by the community, please can you answer the following questions below:
Recruitment and Hiring
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
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What specific initiatives does the NFRS have in place to recruit women and minority groups? |
NFRS has implemented several initiatives to recruit women and minority groups, including positive action programs and targeted recruitment campaigns. These initiatives involve community engagement activities, fitness sessions for women, and awareness days at fire stations. Additionally, the station befriending scheme with community groups and positive action recruitment efforts are notable strengths in this area |
| Thinking of your last recruitment campaign for firefighters, how and where did you advertise these roles? | The most recent recruitment campaign was widely advertised through various media channels, including social media, posters, leaflets, and community engagement activities. Local radio stations such as Dawn FM, Kemet FM, and Radio Faza were also utilized to reach a broader audience. |
| How often do you use community networks to advertise roles? | NFRS regularly uses community networks to advertise roles, engaging with local organisations and community centres to ensure diverse audiences are reached |
| Have you ever used the positive action provisions in the Equality Act 2010 in your recruitment process? | Yes, NFRS has employed positive action provisions under the Equality Act 2010 to encourage applications from underrepresented groups, promoting a more diverse workforce |
| Have your recruiters had recruitment and selection training? | Yes, recruiters at NFRS undergo recruitment and selection training to ensure adherence to best practices and promote fairness in hiring processes |
| Have your recruiters had any unconscious bias training? | Yes, unconscious bias training is part of the preparation for recruiters at NFRS, aiming to mitigate biases during the hiring process |
| In the last 2-3 years, what has been the make-up of your recruitment panels in terms of gender and race? | NFRS has made efforts to ensure diverse representation on recruitment panels in terms of gender and race – Exact figures not known |
| Can you provide statistics on the diversity of applicants and those recruited over the past 3 years? | In the latest recruitment campaign, 317 applications were received, including 24 from women and 37 from Black, Asian, and minority ethnic (BAME) backgrounds. The success rates for these groups were notably higher than the overall success rate, indicating effective positive action efforts |
| Have you received any complaints from ethnic minority groups or women about the recruitment process in the last 2-3 years? | None |
| Provide examples of how you collaborate with the community to encourage women and minority groups to consider careers in the Fire Service. | NFRS collaborates with local schools, community groups, and organisations to promote firefighting careers among women and minority groups. Outreach programs, career talks, awareness days, fitness sessions, and community events are some of the ways NFRS engages with the community to raise awareness and interest in firefighting careers |
Policies and Commitment
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| What diversity and inclusion policies are currently in place within your organisation? | NFRS does not have any Diversity policy but has an Equality policy statement in place. designed to promote equality within the organisation. |
| How often are these policies reviewed and updated? | We review policies every 3 years |
| Are your staff networks involved in the production of your policies and procedures? | Yes, staff networks are actively involved in the development and review of NFRS policies and procedures, ensuring diverse perspectives are considered in organisational decision-making |
| Is there a designated diversity officer or team responsible for overseeing these initiatives? | Yes, NFRS has designated personnel responsible for overseeing diversity and inclusion initiatives, tasked with implementing strategies to enhance diversity within the service |
| Is there a dedicated budget for diversity initiatives? | Yes, there is a dedicated budget for diversity initiatives at NFRS, supporting various programs and activities aimed at promoting diversity and inclusion within the organisation |
Training and Development
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| What training programmes are available to support the career development of women and minority group members within the Fire Service? | NFRS offers various training programmes to support the career development of women and minority group members within the Fire Service. For instance, there are leadership development courses specifically tailored to address the needs and challenges faced by women and minorities. Additionally, specialised workshops and seminars focusing on topics such as cultural awareness, communication skills, and career advancement strategies are available. These programmes are accessible to all employees, and feedback can be provided via our feedback platforms. |
| Are there mentorship programmes specifically aimed at supporting women and minority employees? | No, but mentoring and coaching can be offered for these purposes and matching can be based upon preferences based on identity / lived experience. |
| How does the NFRS ensure that all staff, regardless of background, have equal access to promotion and career advancement opportunities? | NFRS ensures that all staff, regardless of background, have equal access to promotion and career advancement opportunities through transparent and merit-based selection processes. Promotion criteria are clearly defined, and efforts are made to eliminate bias or discrimination in decision-making. Additionally, leadership actively encourages and supports career development initiatives for all employees. |
Workplace Culture
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| How does the NFRS address issues of discrimination, bullying or harassment in the workplace? | NFRS has robust policies and procedures in place to address issues of discrimination, bullying, or harassment in the workplace. Employees are encouraged to report any incidents or concerns through confidential channels, and investigations are conducted promptly and impartially. Training sessions on diversity, inclusion, and respectful workplace conduct are regularly conducted to promote a positive work environment and address any issues identified through feedback mechanisms. |
| What measures are in place to ensure an inclusive and supportive work environment for women and ethnic minority staff. | The NFRS fosters a supportive work environment for women and ethnic minority staff through various measures. Diverse staff networks provide a platform for employees to voice their concerns and contribute to decision-making processes. Inclusive policies addressing equal opportunities, zero tolerance for discrimination, and flexible working arrangements are implemented. Additionally, regular training sessions and awareness programs educate staff about diversity, unconscious bias, and inclusion, fostering understanding and empathy. |
| What adaptations have been made in the workplace to facilitate the recruitment and retention of women and ethnic minorities? | To facilitate the recruitment and retention of women and ethnic minorities, the NFRS employs targeted strategies. These include outreach programs, partnership initiatives with community groups, and specific advertising campaigns. Retention efforts encompass mentorship programs, career development opportunities, and support networks. The workplace culture emphasizes diversity and inclusivity, nurturing a sense of belonging among all employees. |
| Can you provide examples of how diversity and inclusion are celebrated within your organisation? | The NFRS organizes various events throughout the year to celebrate diversity and inclusion. These events may include cultural heritage months, diversity-themed workshops, and recognition ceremonies. Furthermore, the organisation acknowledges the contributions of women and ethnic minority staff through employee recognition programs, highlighting their achievements and promoting a culture of appreciation and respect.
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| Are there resources available for staff to enhance their cultural competency and understanding of the experience of women and people from minority groups? |
At NFRS we offer reverse Mentoring, which enables staff in managerial positions to understand the experiences of minority groups and women. In addition, cultural awareness visits are in place for New Recruits and support staff to increase cultural competencies/humility. |
Metrics and Accountability
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| What support networks or affinity groups are available for women and minority employees? | NFRS offers support networks and affinity groups for women and minority employees, providing opportunities for networking, mentorship, and advocacy. These groups create a sense of community and belonging, offer peer support, and advocate for the needs and interests of their members within the organisation. |
| How does the NFRS accommodate the specific needs of diverse employees, such as flexible working arrangements or cultural considerations? | We are committed to being an inclusive service provider and workplace. This depends on us understanding and taking account of the diverse needs of our communities and our staff. As a public sector organisation, we have a statutory duty to consider the equality implications of decisions we make which affect employment and service delivery practices. To fulfil our commitment, equality and inclusion need to be actively and fully considered whenever we make decisions. We use Equality Impact Assessments (EIA) to help with this. They are an integral part of business planning and decision making. We provide:
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| How does the NFRS track and measure progress on diversity and inclusion goals? | To track and measure progress on diversity and inclusion goals, the NFRS utilises a set of metrics aligned with its People Strategy. These metrics include workforce demographics, representation of women and ethnic minority groups at different organisational levels, employee engagement survey results, and feedback from diversity and inclusion initiatives. Regular reporting and analysis of these metrics enable the organisation to assess progress, identify areas for improvement, and hold stakeholders accountable for diversity and inclusion outcomes. |
| Are there specific targets or benchmarks for increasing the representation of women and people from ethnic minority groups? | The NFRS has set specific targets and benchmarks for increasing the representation of women and people from ethnic minority groups within the organisation. These targets are aligned with the organisation's diversity and inclusion strategy and aim to achieve greater diversity at all levels of the organisation, from entry-level positions to leadership roles. Regular monitoring and reporting on progress towards these targets ensure accountability and drive efforts to promote diversity and inclusion. |
| How is accountability for diversity and inclusion initiatives maintained at different levels of the organisation? | Accountability for diversity and inclusion initiatives is maintained at different levels of the organisation through a structured framework of responsibility and oversight. Senior leaders are accountable for setting the vision and direction for diversity and inclusion efforts, while middle managers are responsible for implementing policies and practices that promote diversity and inclusion within their teams and departments. Regular performance reviews and assessments include evaluations of diversity and inclusion outcomes, ensuring that accountability is integrated into the organisation's performance management processes. |
| Who completes the EIA forms and who reviews them? | EIAs are completed by Policy owners and reviewed by EDI professional |
Leadership
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| How do leaders communicate the importance of diversity and inclusion to all employees? |
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| How are diversity and inclusion considerations integrated into the strategic decision-making process? |
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| What training is provided to leaders on topics such as unconscious bias, cultural competence, and inclusive leadership? | There is traininf in place -
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| How are leaders held accountable for meeting diversity and inclusion goals? |
Inclusion Performance Group Strategic Inclusion Board EIA's |
Community Engagement
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| How does the NFRS engage with diverse communities to build trust and understanding? | The NFRS engages with diverse communities to build trust and understanding through various outreach initiatives and partnerships. These may include community events, educational workshops, fire safety demonstrations, and collaboration with local organisations serving diverse populations. By actively participating in community activities and addressing the specific needs and concerns of diverse communities, the NFRS demonstrates its commitment to inclusivity and fosters positive relationships with community members. |
| Are there outreach programmes aimed at educating diverse communities about fire safety and careers in the Fire Service? | The NFRS implements outreach programmes aimed at educating diverse communities about fire safety and careers in the Fire Service. These programmes may include school visits, community outreach events, and targeted campaigns designed to raise awareness about fire safety practices, recruit diverse talent, and promote career opportunities within the Fire Service. By engaging with diverse communities in a proactive and inclusive manner, the NFRS enhances its public image, strengthens community partnerships, and expands its recruitment outreach. |
Feedback and Improvement
| Key Lines of Enquiry for Firefighter roles | Evidence provided |
|---|---|
| How does the NFRS collect and act on feedback or concerns from employees or applicants regarding diversity and inclusion? | The NFRS actively gathers feedback and addresses concerns regarding diversity and inclusion through various channels, such as employee surveys, focus groups, suggestion boxes, and anonymous reporting mechanisms like the Say So platform. Feedback is carefully reviewed and analysed to identify trends, patterns, and areas for improvement. Based on this feedback, the NFRS implements changes and initiatives aimed at addressing concerns, improving diversity and inclusion practices, and creating a more inclusive work environment for all staff members, including women and minority group members. Recent changes or improvements made in response to feedback are communicated to employees through internal communications channels, ensuring transparency and accountability in the feedback and improvement process. The 2024 staff survey and pulse surveys provided by the People's Experience Hub are instrumental in gathering real-time insights into employee sentiment and experiences related to diversity and inclusion. |
| Can you share any recent changes or improvements made in response to feedback from women and minority group members? |
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