Wednesday 6 February
Over the last few days I have seen a number of
articles in the press which have been critical of Avon Fire &
Rescue Service for undertaking positive action initiatives to
encourage people from currently under-represented groups to
consider a career with your Service.
In the light of that media reaction, and some of the reported
misconceptions about positive action initiatives and what they are
designed to achieve, I felt it was important to write to you to
confirm the Government’s support for, and commitment to, positive
action.
We are well aware that in the past, people from diverse
backgrounds have not been encouraged to consider firefighting as a
career option. The Fire & Rescue Service workforce is
consequently predominantly white and male – women make up just 3.1%
of its operational workforce and people from ethnic minorities
compromise only 3.2% of all staff.
The role of the Fire & Rescue Service has changed
significantly from a principally reactive service, responding to
calls and attending emergencies, to a more proactive one with
prevention at the height of its activity. A key objective for the
Government and the Service is to further reduce the number of
fires, deaths and injuries through the delivery of fire prevention
programmes. To do this effectively, Fire & Rescue Services must
engage closely with all the diverse communities they serve. Having
a workforce which better reflects the diversity of the local
population will help achieve this aim.
To support the Fire & Rescue Service in its work to attract
and recruit talented people from across our communities, central
Government guidance has for some years encouraged the use of
positive action initiatives. And of course we would expect all Fire
& Rescue Services to be mindful of their statutory duties to
promote equality of opportunity.
We have always been very clear that positive action is not
discriminatory. Positive action means offering encouragement using
a variety of methods to counteract the effects of past
discrimination. Awareness raising events and ‘have a go’ days aimed
at particular under-represented groups are just two examples of
suitable approaches.
Positive action does not mean favouring candidates who may be
less well qualified at the expense of others. All firefighter
applicants have to undergo a rigorous selection process based on
the requirements of the job and designed to recruit the most
suitable candidates. Firefighter recruitment should always be about
selecting the best person for the job. Any other factor is
irrelevant.
It is regrettable that sections of the media have chosen to
criticise you and Avon Fire & Rescue Service for actions you
have taken to promote equality and diversity within your
organisation.
Parmjit Dhanda MP