Thank you for visiting the Equality and Diversity (E&D)
section of the Avon Fire & Rescue Service
(AF&RS) website. We hope that you are able to find the
information you are looking for here, if not please contact
the Equality and Diversity Team
In this area you can find out more about equality and diversity
at AF&RS, our Equality
Schemes, our Equality
and Diversity Policy, the
groups that help shape equality at AF&RS and the
business case for diversity.
You can also find the main store of Equality and
Diversity documents.
Equality and Diversity at AF&RS
AF&RS's commitment to equality and diversity is rooted
in the core values of the organisation and goes further than
ensuring we comply with legislation, but also reflects national
best practice.
Best practise must drive how we treat each other as members of
the service, treat each of our customers, interact with the
diverse communities we serve and how we deliver our services to
those communities.
National best practice is laid out in the Fire and Rescue Service Equality and Diversity
Strategy 2008-18 (PDF 1240kb, opens in a new window) This
strategy document is a ten year plan which aims to bring real,
radical, lasting change to the UK fire and rescue services.
The strategy requires action in five priority areas, linked to
the core values and to the Equality Standard for Local Government
(ESLG). The five areas we will be focusing on are: · leadership and
promoting inclusion
· accountability
· effective service delivery and community engagement
· employment and training
· evaluation and sharing good practice
We will know when we are meeting our targets when:
· The rate of injury and death by fire among more vulnerable or
high risk groups is falling and is closer to that within the
population as a whole
· Employee and community surveys reflect positive attitudes about
fire and rescue service culture and service provision
· Gay, lesbian and bisexual employees have no concerns about being
open about their sexuality at work
· Recruitment of minority ethnic employees is at the same
percentage or higher than the representation in the working age
population
· Recruitment of women in the operational sector is at least 15 per
cent and rising
· Levels of retention and progression for employees from all
backgrounds, and between men and women are comparable
· Malicious calls and attacks on firefighters are falling
Through the implementation of policies, practices and procedures
that actively promote equality and diversity, we aim to meet these
targets and eliminate any barriers that prevent equality for all
our employees and members of the public.
To hear what
the Chief fire Officer/Chief executive thinks about Equality and
Diversity click here (A windows Media Player file
(2.24mb) that opens in a new window)