Northamptonshire
Fire and Rescue
Service
This strategy sets out our ambition and commitment to Equality, Diversity and Inclusion (EDI)
as a service. At Northamptonshire Fire and Rescue Service we will create an environment
for all employees that is welcoming, respectful, engaging, and enriched with opportunities
for development that are open and fair to all . We will ensure that our services are tailored
to meet the needs of individuals, and strive to develop a workforce that is representative of
the communities we serve.
The overarching People and Culture strategy sets out 6 key areas of focus within EDI, these areas of focus are set out within this strategy.
Our EDI strategy identifies our priorities over the next three years, building on previous work and helping us to address the different needs of our workforce and the communities we serve. It is an ambitious plan to make our services accessible and relevant to all the people of Northamptonshire whilst also striving to be an employer of choice for people from all backgrounds.
To achieve this, we need to have the best possible understanding of our communities, and we need a talented, diverse and knowledgeable workforce to meet those needs. Our inclusive culture must be embedded in everything we do as a public service provider; it drives how we treat each other as colleagues; how we engage with our service users and how we interact with and deliver services for our diverse communities.
Delivering the plan will require continued strong leadership and partnership working; championing and sharing good practice; challenging inappropriate behaviours and ensuring respect and dignity for all.
We also recognise the importance of utilising data to inform our actions, ensuring all deliverables have clear and defined KPIs and overall success criteria. The service will be transparent with our progress providing both internal and external audiences with regular
progress updates in our annual Public Sector Duty report alongside other communication methods.
The EDI plan will remain under review, and we will make improvements on an ongoing basis where there is a clear case for change or where new priorities emerge.
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society.
We will continue to meet our core statutory responsibilities by ensuring that we are compliant with the Equality Act.
As a public body, we have obligations under the Equality Act to have due regard to the need to promote equality of opportunity, eliminate unlawful discrimination and foster good relations between the key equality strands set out in legislation.
This is supported by specific duties that require us to publish through an annual Public Sector Duty Report, relevant proportionate information demonstrating our compliance with the Equality Duty; and to set specific, measurable equality objectives.
Our People and Culture strategy sets out the below measures, each are either driven by EDI activity or assisted by it, these will form the starting baseline for the outcome framework.
• Maintaining establishment.
• Increasing average length of employment with the organisation.
• Improving workforce representativeness.
• Increasing wellbeing.
• Increasing ‘buy in’ to the organisation.
• Increase employee voice through staff associations and networks.
