Findings

Perception of Firefighters and where this is derived from.

4. 1. In this section of the report, we provide a summary of the overall findings from the questionnaire. We then delve into specific concerns raised by women and the various racially minoritised groups that we engaged with in the focus group sessions.

A summary of the findings from the Questionnaire.

4. 2. The Fire Service is seen by the majority of respondents as consisting of strong, brave, and helpful individuals dedicated to public safety during emergencies. These professionals represent responsibility, discipline, and dedication, making them essential to the communities they serve. Firefighters are respected for their courage and commitment, earning widespread admiration from those they protect.
   3. Respondents told us that in many communities, Firefighters are seen as the ultimate heroes. They are often held in higher esteem than other first responders, such as the Police, due to their direct involvement in saving lives and mitigating disasters. The sight of Firefighters in action brings a sense of reassurance and security to those affected by emergencies. Some religious groups felt that their work goes beyond mere duty; and is perceived as a calling that requires selflessness and an enduring spirit of service. This is particularly evident in some religious groups, where the Fire Service is deeply esteemed. A cultural belief that saving one life is akin to saving the whole community underscores the profound impact Firefighters have. Their efforts are seen as acts of immense heroism and compassion. Two quotes to demonstrate the above are as follows:

      Hindu woman

      “I am a leader in a charitable organisation for 35 years and we have recently (in past 7 years) started awareness for our youth and children about these services. We have a dedicated religious celebration called ‘Raksha Bandhan’ which means a ‘Bond of Protection’ where we teach the values of thanking the people who protect our society from dangers. This includes the Fire Service, police and NHS and we visit them on this day and tie Red threads to represent the bond of protection in a way to say thanks to them for the good job they do.”

      Iman

      “If I wasn’t an Iman, I would have considered a career in the police or Fire Service due to the social benefits. When I was in the Gambia my house burned down the day before Eid. If it wasn’t for the Fire Service in the Gambia where I have to say the facilities are not great, yet they were determined despite their limited resources to halt the fire.” …Institutions that save lives, and that risk their own lives are worthy of my respect. They think of others ahead of themselves. They are an honourable institution.”

   4. However, for some individuals from minority backgrounds, the Fire Service is viewed as a predominantly white organisation, leading to feelings of exclusion and alienation. Growing up, the prevailing belief for many was that firefighting was a career suited only for white males. Family members from racially minoritised groups often reiterated that the Fire Service was not meant for people like them, reinforcing a sense of separation. The visible lack of diversity within the ranks of firefighters only strengthens this perception, making it seem like an unattainable goal for those who don't fit the traditionally portrayed image.
   5. The process of becoming a firefighter is also seen as highly demanding and exclusive, further deterring minority candidates and women. There is a common belief that someone needs exceptionally high qualifications and must fit the physical stereotype of a ‘tall, white male’ to even be considered. This perception is compounded by numerous anecdotes and personal stories from those who have attempted, and failed to join, suggesting that only certain types of individuals are accepted. The rigorous nature of the job, with long shifts and high-risk situations, adds to the belief that it is not a suitable career for everyone. Families often advise relatives against pursuing firefighting, citing the low pay, and inherent dangers as significant deterrents. The impression is that only a select few can navigate the demanding entry requirements and succeed in such a career, potentially inadvertently reinforcing the notion that the Fire Service is not inclusive.
   6. Religious and cultural barriers further complicate the perception of working for the Fire Service. There is a widespread belief that certain religions are not welcome within the organisation, and that the Fire Service may not provide the necessary facilities for individuals to practice their faith. Cultural practices, such as wearing specific headwear, or a Salwar Kameez are seen as restrictive and incompatible with firefighting duties.
   7. High-profile cases and media coverage of racism, sexism, misogyny, harassment, and unequal treatment highlight the systemic issues that persist within the Fire Service nationally. These reports perpetuate the participants opinions that the Fire Service is a hostile and unwelcoming environment.

A summary of the key findings from the focus groups.

4. 8. It is important to recognise that the community is not a homogeneous group, but rather a diverse collection of individuals with varied backgrounds, experiences, and perspectives. This diversity encompasses differences in gender, culture, ethnicity, socioeconomic status, education, and life experiences, all of which contribute to the unique needs and viewpoints within the community. Understanding and appreciating this diversity is crucial for fostering inclusive and effective community engagement, ensuring that the voices of all members are heard and valued. By acknowledging these differences, the NFRS can better address the specific barriers and opportunities that exist within the community, to enable it to become an ‘employer of choice’.

Young People 14- 25 ( Mixed genders and ethnicities)

4. 9. 1. Young people at Djanogly Academy, Vision West Notts, and Switch Up informed us that several significant factors influence their career decisions, often deterring them from considering employment with the Fire Service. These are as follows:
         1. Apprehension about pursuing a career in the emergency services, particularly within fire and rescue due to the inherent dangers that persist.
         2. Perceived stigma regarding the suitability of certain religions or cultures for roles in the Fire Service. i.e. prayer facilities may not be available and working hours may be incompatible with worship time.
         3. A perception that a degree-level entry qualification was required to join the Fire Service and were surprised to learn that this was not the case.
         4. The ambiguity and intangibility of the firefighter role and the support roles available within the Fire Service, as well as how to access these positions. Many young people expressed that they had never seen these opportunities advertised and noted a limited presence of the NFRS on social media.
         5. Some respondents recalled that during their childhood, firefighters frequently visited schools and actively participated in community activities. However, they observed that such engagements appear to have diminished over time.
         6. Others mentioned that while they often see representatives from the Police, Ambulance Service, and Prison Service at schools, they rarely encounter members of the Fire Service.
         7. Further commentary included that firefighters did not seem inclined to speak with or engage the public, even when they were not actively putting out a fire. This reinforced the perception that the Fire Service was detached and unapproachable.
      2. A notable exception was found among white youngsters on a uniformed services course at Vision West Notts College. Where at least 1/5 of the students had an interest in becoming a fire fighter. When questioned further, some explained that the role was of interest as they had family members in the profession or knew individuals within their social networks who are fire fighters, which was influential.

White Women and Girls

4. 10. 1. Many spoke of how stories and reports of racism and misogyny put them off even considering such a career, more so because the NFRS never seemed to clarify, address or counter such stories.
       2. A female respondent mentioned that the term ‘fireman’ was still used during recruitment, even when claiming they were keen to have more women in the service. This further reinforced the perception that it was seen as a male domain, regardless of what senior officials tried to portray.
       3. Respondents perceived that little to no effort was made to recognise the diverse situations women face, particularly regarding their caring responsibilities. They were surprised to learn that the Fire Service offered a range of provisions for working mums and parents.
       4. Another respondent spoke about asking for feedback when they applied for a support role, and none was forthcoming despite repeated requests. This gave the impression that women were not wanted anyway.
       5. Concerns were raised about potentially being the only female at a Station and the likelihood of having to face inappropriate humour, and behaviour from colleagues, following media exposure.

Asian Women and Girls

4. 11. 1. Some respondents knew family / friends who had joined the Fire Service. Others knew fire-fighters that had resigned. The common theme was the strong sense that the Fire Service did not really want non-whites and women in their ranks and the recruitment process was set up to achieve this aim.
       2. A respondent talked about how difficult she perceived it was for minorities to be accepted within the Fire Service, reinforcing the maxim that minorities would have to be twice as good. This was supported by another respondent who said their brother-in-law had a relatively senior position in the service but was over-qualified compared to his peers.
       3. A few mentioned knowing or knowing of a Muslim (female) firefighter that wears a hijab and thought that was an excellent example of diversifying the workforce, but that it was not enough. At this point one respondent reminded the group of the saying, “you can’t be it if you can’t see it.”
       4. Respondents added that there is a cultural perception that in Asian backgrounds a girl wouldn't want to pursue firefighting as a career, and it would not be seen as a career of choice. Although they conceded that this view is changing.

African Caribbean Men

4. 12. 1. Past experiences of discrimination and lack of representation within the Fire Service have significantly impacted the perspectives of some African and African-Caribbean respondents. The Fire Service was seen as elitist and an institution that has historically excluded or marginalised people from their ethnic background. Respondents provided examples of family members / friends that had joined the Fire Service only to leave a relatively short time later due to the way they were treated.
       2. A respondent shared with us that within the African-Caribbean community, there are strong perceptions about how the Police treat Black individuals and believes this may influence people's attitudes toward the Fire Service as well.
       3. Also, despite a myriad of other roles within the Fire Service, there appeared to be no tangible push to recruit minorities into these roles, which they were well equipped, qualified and able to undertake such as IT, Engineering and Finance roles. There did not appear to be any clear pathway to senior roles – this was not clearly articulated in the recruitment packs or during recruitment initiatives, which was perceived as off-putting to those who had already invested in their university or further education. As one person put it, in their opinion, “the Fire Service represented a poor return on the (educational) investment already made” in their son.

African Men

4. 13. 1. We were advised that the pay and terms and conditions of employment for fire fighters are considered to be very basic in countries like, Nigeria, Ghana and the Gambia with minimal entry level qualifications required. Understandably this perception is left unchallenged when migrants arrive in the UK.
       2. A number of respondents told us that they had trained to be doctors, lawyers, engineers, journalists, software analysts etc, or aspired to see their children educated along those lines, and the Fire Service was perceived to be a step down from those aspirations and just not attractive to those with graduate education. As one person put it, “NFRS need to show that there is a clear career path to senior management if they want to attract ambitious and educated young people of colour.”
       3. Some respondents expressed negative views about the Fire Service influenced by the attitudes towards the military and police in their home countries, which also extended to other public sector professions.

Nottingham's LGBTQ+ Network

4. 14. 1. Members of the network perceived fire stations to be "hyper-masculine” and felt they would not be comfortable working in this environment.
       2. Some contributors were troubled by reports of misogyny and sexual harassment they had heard about in the media, explaining that these stories significantly impact their perception of the Fire Service.
       3. Another contributor explained that their perspective was negatively affected when firefighters went on strike about 20 years ago, as they felt this action “put lives at risk”.
       4. Contributors mentioned various TV documentaries about the Police and Ambulance Services that showcased the "human side" of these uniformed professions. However, they noted that there were no similar documentaries to help humanise the Fire Service.
       5. A quote from one of the respondents is as follows: “Last year the Fire Service attended Pride, and this was my first interaction with them. They weren't hidden behind their hats and their masks, and they appeared very personable.”
       6. A contributor said that in the Asian community, firefighting is considered to be a dangerous profession and parents urge you not to join. They said that most parents would prefer their children to be a doctor or an engineer and would not entertain the idea that firefighting could be a career.

New and Emerging Communities (Women)

4. 17. 1. There was a perception that the NFRS did not make a real effort to understand the cultures and communities they served or to make the best use of the potential therein. Several women at Mojatu, particularly those from former Portuguese colonies such as Brazil and Angola, as well as Arab women at the Heya Group from countries like Morocco and Egypt, shared their experiences. They noted that in their home countries, they had spent time in the military or public service, and that the female presence had grown in areas such as operational firefighting roles, support services, and management/leadership positions. Women from these cultures are experienced in dealing with emergencies, rescue operations, and protecting citizens, and they are encouraged by their families to do so. However, in the UK, their assessment is that they are often stereotyped as 'stay-at-home mums' or lacking the physical attributes needed for such demanding roles.
       2. We heard that in some African and Asian cultures, there are traditional roles or occupations that are highly valued, and respondents views were mixed on whether firefighting is one of them. Certain communities prioritise other professions seeming as more prestigious or suitable. This is particularly true for families who have invested in their children’s education.
       3. A quote from a Zimbabwean woman is as follows: “I was born in Zimbabwe and can see that there is a difference in tradition and culture. In Zimbabwe it wouldn't be something that would be promoted for women. In fact, women wouldn't even think about being a firefighter.”
       4. A Ghanaian woman told us that the Fire Service conjures up the image of a male dominated profession and it would definitely not be something that she would support her daughter to do.

Hindu and Muslim Community

4. 18. 1. Respondents from the Hindu community conveyed a profound respect for firefighters, describing them as exemplars of strength, confidence, responsibility, discipline, and dedication within their communities. In Hindu cultures, which emphasises service and altruism, the role of a firefighter holds significant societal value and is viewed as a noble profession dedicated to the well-being of others.
       2. Throughout our discussions with various groups, both men and women acknowledged that traditional gender norms often influence perceptions of suitable career paths for individuals. They recognised that firefighting, historically dominated by men, may not always align with traditional views on appropriate occupations for women. However, they emphasised that they would not discourage their daughters from pursuing firefighting if it was their passion and choice.
       3. The conversations highlighted a nuanced perspective on gender roles and career aspirations within different cultural contexts. While acknowledging historical biases, there was also a recognition of evolving societal norms and the importance of individual choice and passion in career decision-making. Some of the younger men and women supported women and girls’ activity in choosing professions like firefighting, reflecting a progressive outlook within this community.

Pakistani and Indian Parents

4. 19. 1. The parents that we met at the Hubb, Indian Community Centre and Nottingham’s Asian Women’s Network advised traditional Asian cultures often prioritise academic achievement and stable, prestigious professions such as medicine, law, dentistry or pharmacy, which are considered as offering financial security and social status. This emphasis can overshadow careers like firefighting, which are seen as less impressive or desirable.
       2. Concerns about safety further deter Asian parents, who prioritise their children's well-being and view firefighting as too hazardous, especially for their girls.
       3. Respondents informed us that community pressures to conform to cultural norms in particular in relation to the jobs that their girls do can influence parental attitudes and a reluctance to support non-traditional career paths.
       4. Many older Asian parents, who arrived in the UK around the same time as the Windrush Generation, faced racism, harassment, and discrimination from parts of British society. These painful experiences have been echoed by family members who have entered professions traditionally perceived as predominantly white.
       5. Younger Asian parents, particularly those born in the UK, told us that they had a greater willingness for their daughters to consider careers in the Fire Service and held fewer negative perceptions compared to their parents. They explained that this shift reflects changing societal attitudes and experiences, about what women can do, and they were particularly encouraged to know that the NFRS employed a Muslim female fire fighter.

Sikh Community

4. 20. 1. Respondents from the Sikh community aged between 30-80 had limited knowledge about the Fire Service and knew nothing of other roles within the Service.
       2. A few talked about Safe and Well visits which sorted out their smoke alarms and the overall consensus was on a fire prevention service.
       3. The focus group were appreciative of bilingual communication and the ability to talk in Punjabi. It was highlighted that the Fire service needs more bilingual/multi-lingual staff.
       4. The older respondents were clear that they would not be able to use the NFRS website but felt better community engagement could be achieved from something like a ‘drop in’ surgery/event at the Gurudwara.
       5. There was undoubtedly significant respect for fire fighters as they ‘save lives’, but their collective view is that it is a dangerous profession as they are putting themselves at risk, and only one respondent would have considered applying to be a firefighter out of 13 respondents altogether.
       6. The universal feedback was that NFRS need more visibility in the community, visiting schools, colleges or places of faith like the Mosque or Temple.