To consider report CFO/057/18 of the Chief Fire Officer, concerning an update on the progress made against the Equality, Diversity & Inclusion (E,D&I) Action Plan 2017-2020; and our ED&I objectives for 2017-2020.

Members considered Report CFO/057/18 of the Chief Fire Officer, concerning an update on the progress made against the Equality, Diversity & Inclusion (ED&I) Action Plan 2017-2020 and our ED&I objectives for 2017-2020.

Members were provided with a detailed overview of the report, which demonstrates MFRA’s compliance with the Equality Act 2010 general duty.

Members were informed that Appendix A  details the work being undertaken in relation to the delivery of the Action Plan; and  analysis of workforce data and information regarding MFRA’s Gender Pay Gap.

Members were advised that Equality Objective 1 relates to ensuring that we have the right people in place, who reflect the communities we serve.

Members were informed of some of the key headlines from this objective.

Members were informed that the focus of Equality Objective 2 is around the delivery of HFSC’s whilst Equality Objective 3 is related to information around accidental dwelling fires; and it was highlighted that for 2017/18, there were 915 across Merseyside, which is the lowest number of incidents recorded. However, they were also informed that the majority of those incidents were within the most deprived areas.

Objective 5, [GP1] which is around benchmarking MFRA against equality standards, Members were advised that we are striving to achieve a standard of excellence again in the new Inspection regime; and some of the work undertaken was highlighted, specifically in relation to the health and wellbeing of our staff.

It was explained to Members that the remainder of the report highlights some of the progress made in the delivery of the Equality & Diversity Action Plan.

Questions were raised by Members regarding the number of female employees for 2016/17; and what we are doing to try to increase the number of female and BAME employees and were advised that the number is likely to be somewhere between those for 2015/16 and those for 2017/18, as since MFRA has started to recruit again, there has been a steady increase in the number of female operational staff.

Members were further advised that we are going into communities with a higher level of BAME representation to promote MFRA as an employer of choice. The firefighter recruitment is a very stringent process and individuals drop out at various stages of that process. However, we are now working with those individuals to encourage and support them; and we are trying to reach out and access all of the protected characteristics in some form.

Although previous objectives have been around achieving quotas and targets,now is the Authority is focused on  encouraging individuals from underrepresented groups to apply for positions within MFRA, whilst still maintaining a rigorous process that ensures that the right people are ultimately selected.

Members were advised that extensive work has been undertaken to increase the appeal of the FRS, for example work with the Princes Trust and Fire Cadets. These programmes can provide progression pathways for young people, therefore the more diverse those team can be, the better, as they can act as a launch pad for further careers within MFRA. 

Further questions were raised by Members in relation to volunteers; and how more young people and those from underrepresented groups can be recruited into the volunteer cohort; and how their input is recognised.

Members were provided with information on volunteer participation in community safety campaigns, operational exercises and events such as Older Persons Day. Some are seeking employment within MFRA whilst others are seeking alternative outcomes..

In addition, Members were informed that volunteers are treated the same as our employees, with access to the same benefits, which are an added incentive to be part of MFRA.

Further comments were made by Members in relation to  cadets, with particular mention given to the Archbishop Blanch unit, which is the only all-female unit in the Country; and one which has a high percentage of BAME participants. It was noted that there is a waiting list for young women to join this particular cadet unit; and that several of the young women involved have stated that they wish to be firefighters. 

Members also raised questions regarding the lack of operational staff from Asian backgrounds; and whether other FRS’s have had more success in recruiting such individuals into operational roles.

Members were advised that there is a clear benefit in looking at other FRS’s and through the NFCC, MFRA have a very good relationship with the Asian Fire & Rescue Services Association (AFSA).

Work to break down barriers and build relationships with communities, is starting to change people’s views; and as MFRA is recruiting again after an extended period of no recruitment, it is hoped that we will start to see some changes in the staff profile over the forthcoming five years.

Members Resolved that:

The  report be approved for publication on the Merseyside Fire & Rescue Service website.