Appendix A
Workforce and recruitment diversity performance framework
Indicators have been developed using 2021 census data wherever possible and appropriate. For the indicators linked to firefighter recruitment, for the first time we have set our ambitions for ethnic background based on an 18-40 age group. This way we are being more accurate and realistic about the community groups most likely to apply for this operationally focussed role. It should be noted that this does not in any way preclude over 40s applying for firefighter roles.
For the ambitions relating to on-call and ethnic background, these figures are based on the communities (18-40 year olds) residing within a 5 minute drive of the fire station. Again, providing a more nuanced picture for those driving recruitment activity and campaigns in those communities. Stations with ethnic minority communities lower than 5% have been removed from this indicator.
Ambitions relating to Nottingham City are as a direct result of the in-house analysis and work we have done with In2People and Nottingham Trent University. Our representation of City residents amongst employees and applicants is low so we will look to change this through targeted work in those areas. This should have a direct positive impact on our employment of racially minoritised (ethnic minority) groups.
All Ambitions outlined below are subject to change, particularly those based on firefighter recruitment campaigns, which may not go ahead.
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Recruitment, Attraction and Engagement, Progression |
Year | Ambition | Measure | Theme | Internal / external - Scrutiny | ||||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
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Wholetime Firefighter Recruitment Process Actual - 28% of combined city/County population are from the City |
2025-26 2026-27 2027-28 2029-32 |
28% 30% 35% 40% |
% of all wholetime applicants to be Nottingham City Residents |
City Residents (Report on success rates – application to successful interview) |
External | ||||||||||||||||||||||||
|
Wholetime Firefighter Workforce 7.7% actual (19% of combined population (aged 18-40) are from ethnic minority groups). |
2025-26 2026-27 2027-28 2029-32 |
9% 10% 11% 15% |
Workforce - Ethnic Background - Based on Census ’21 data age 18-40 | Ethnic Background | Internal | ||||||||||||||||||||||||
|
Wholetime Firefighter Workforce (excl CM and above) 10% (Actual) |
2025-26 2026-27 2027-28 2029-32 |
12% 14% 16% 18% |
Workforce - Proportion of firefighters who are women | Gender | Internal | ||||||||||||||||||||||||
| Wholetime Firefighter Recruitment Process |
2025-26 2026-27 2027-28 2029-32 |
25% 28% 32% 32% |
Proportion of campaign intake who are women | Gender | External | ||||||||||||||||||||||||
|
On-call Attraction rate - Recruitment Process Actual - 15% Current rate of applications from women |
2025-26 2026-27 2027-28 2029-32 |
17% 20% 23% 25% |
Proportion of on-call applicants who are women | Gender | External | ||||||||||||||||||||||||
|
On-call Workforce Representation |
2025-2028 |
|
Ethnic Background – stations chosen based on local area. | Ethnic Background | Internal | ||||||||||||||||||||||||
|
Support Staff Actual applicants from City Residents 20% (2023-24) |
2025-26 2026-27 2027-28 2029-32 |
25% 28% 32% 35% |
of all support role applicants to be Nottingham City Residents. | City Residents | External – | ||||||||||||||||||||||||
|
Support Staff (Workforce) 21.9% of population aged 16-64 from ethnic minority backgrounds Actual - 11.45% |
2025-26 2026-27 2027-28 2029-32 |
12% 14% 16% 18% |
Ethnic Background – based on Census '21 aged 16-64 | Ethnic Background | Internal | ||||||||||||||||||||||||
| Progression of under-represented Groups in Grey Book roles | 2025-28 | % of women in Supervisory, middle and senior leadership positions | Gender | Internal | |||||||||||||||||||||||||
| Progression of under-represented Groups in Grey Book roles | 2025-28 | % of ethnic minority groups in Supervisory, middle and senior leadership positions | Ethnic Background | Internal | |||||||||||||||||||||||||
|
All Staff – declaration (Workforce) Actual – 4.9% |
2025-26 2026-27 2027-28 2029-32 |
6% 7% 8% 10% |
Self-declaration | Disability | External | ||||||||||||||||||||||||
| All-Staff - declaration- Sexual Orientation (Workforce) 4.5% (Actual) | 2025-26 2026-27 2027-28 2029-32 | 4.75% 5% 5.5% 6% | Sexual Orientation | External | |||||||||||||||||||||||||
|
Disability Pay Gap Gender Pay Ethnicity Pay Gap |
Annually | Annually | Annually |
Disability Gender Ethnicity |
External | ||||||||||||||||||||||||
| Engagement with children and young people (under 18) |
2025-26 2026-27 2027-28 2029-32 |
Program in development 35% - girls 40% - girls 50% - girls |
Of all participants on career linked programs (non- diversionary activity) |
Gender |
External (not currently collected via partner referrals or at safety zone) |
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| Engagement with children and young people (under 18) |
2025-26 2026-27 2027-28 2029-32 |
Program in development 20% 25% 30% |
Of all participants on career linked programs (non diversionary) |
Ethnicity |
External (not currently collected via partner referrals or at safety zone) |
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| Engagement activity with young people from the City |
2025-26 2026-27 2027-28 2029-32 |
30% 40% 50% 60% |
of all participants on employment, community engagement and safety programs (non-diversionary) | Socio economic and ethnicity linked to recruitment aspirations |
External – recruitment and risk rationale (measure via Questionnaire G) |
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| Apprenticeships / Entry Level positions | Should be considered during 2025-26 for implementation in years 2 or 3 of CRMP. | Internal | |||||||||||||||||||||||||||
| Volunteers | Should be considered during 2025-26 for implementation in years 2 of CRMP. | Internal | |||||||||||||||||||||||||||
| Work experience from Safer Schools | A measure of this will be adopted to ensure that activity is tracked along with the diversity of those participating. Development of a one-week program across multiple departments by application. For Annual Delivery Plan year 2. | Internal | |||||||||||||||||||||||||||
| Community Befriending Scheme | A KPI tracking the quality and outcomes of this work will be established including the monitoring of with different groups by characteristic. | External | |||||||||||||||||||||||||||