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Last Updated
26-Feb-2014 16:07

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Equality Procedures

Race Equality

Our commitment is to ensure that irrespective of racial, ethnic or national origins, all people have the same rights of access to services and employment.  All people will be treated with equality, dignity and respect when having any contact with the Service. The Service acknowledges that its services must be tailored to meet the needs of ethnic minority groups to ensure that the services are fair and responsive to their needs.

As a public authority we have a statutory duty under the Race Relations (Amendment) Act 2000 to:

  • Eliminate unlawful discrimination;
  • Promote equality of opportunity; and
  • Promote good relations between people of different racial groups.

Gender Equality

Hereford & Worcester Fire and Rescue Authority acknowledges that, historically, women more than men may experience unfair discrimination and disadvantage in the workplace and society generally.  We are committed to promoting equality for all female employees and members of the public in our role as an employer and as a service.

The Equality Act of 2006 amends the Sex Discrimination Act 1975 to place a statutory duty on all public authorities, including HWFRA to be known as the Gender Equality Duty and will come into effect on 6 April 2007. This duty will include discrimination in pay, and everything that a public authority does including its employment functions, its services and public functions, such as its regulatory and enforcement work to the extent they are relevant to gender equality.  This duty requires us to:

  • Eliminate unlawful sex discrimination
  • And promote equality of opportunity between women and men

Disability Equality

Hereford & Worcester Fire and Rescue Authority is committed to equality of opportunity, both in the provision of services and in our role as an employer.  We believe that everyone has the right to be treated with dignity and respect. We are committed to, and will work towards, the elimination of unfair and unlawful discrimination against disabled people to ensure equal treatment in all our policies, procedures, practices and access to services. 

The Disability Rights Commission advocate the Social Model of Disability as an ideal, to which HWFRS will continue to adopt the Social Model of Disability and ensure that our staff understands that it is not their impairments that disable people, but society’s response to those impairments.  We will continue to seek ways of dismantling barriers which may prevent disabled people from participating in public life.
The Disability Discrimination Act 1995 provides disabled people with protection from discrimination in a range of areas, including employment. This means that employers:

  • Must not directly discriminate against a disabled person.
  • Must not treat a disabled person less favourably for a reason related to his or her disability, unless that treatment can be justified.
  • Must make reasonable adjustments in the recruitment and employment of disabled people. This can include, for example, adjustments to recruitment and selection procedures, to terms and conditions of employment, to working arrangements and physical changes to the premises or equipment

The basic requirements for a public authority under the new Disability Equality Duty when carrying out its functions is to have due regard to the following:

  • Promote equality of opportunity between disabled people and other people
  • Eliminate discrimination that is unlawful under the Disability Discrimination Act
  • Eliminate harassment of disabled people that is related to their disability
  • Promote positive attitudes towards disabled people
  • Encourage participation by disabled people in public life
  • Take steps to meet disabled people’s needs, even if this requires more favourable treatment.

Sexual Orientation

From 1 December 2003, the Employment Equality (Sexual Orientation) Regulations made it unlawful to discriminate against workers because of sexual orientation.

These Regulations apply to all employment and vocational training and include recruitment, terms and conditions, promotions, transfers, dismissals and training.
This legislation is for people who are lesbians, gay men, bisexuals and heterosexuals.
The Civil Partnership Act 2005 came into force 5 December 2005 and has given same sex couples legal recognition of their relationship and means that civil partnerships are treated the same as married couples.

Religion or Belief Equality

From 2 December 2003, the Employment Equality (Religion or Belief) Regulations made it unlawful to discriminate against workers because of religion or similar belief.
These Regulations apply to all employment and vocational training and include recruitment, terms and conditions, promotions, transfers, dismissals and training.

Equality Impact Assessment

In order to make sure that we are abiding by equality legislation and eliminating discrimination in our practices and procedures we carry out Equality Impact Assessments within our Business Impact Analysis and Risk Management Process.  During this process we consider all strands of equality, which make sure that equality and diversity issues are considered and that people are not receiving less favourable treatment or discriminated.

How you can make a difference and get involved

Feedback about Equality and Diversity is important to us, if you would like to comment about the contents of our site, the scheme or just to know more, you can contact us by any of the methods listed below:

Please write to:

Equality & Diversity Officer
Hereford & Worcester Fire and Rescue Service Headquarters
2 Kings Court
Charles Hastings Way

Or Telephone:

Or Email:

Or Fax: