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Equality, Diversity and Inclusion

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Hereford & Worcester Fire and Rescue Service is committed to challenging discriminatory behaviour or practices. We create an environment where our staff feel safe, secure, are valued; enabling us to provide the highest quality service to the communities we serve.

We recognise that equality and diversity must be at the heart of our day-to-day service delivery. We understand that the production of our policies and procedures, recruitment, training & development and retention of our staff are key aspects of mainstreaming the importance of this area.

Equality, Diversity and Inclusion Plan

Our Equality, Diversity and Inclusion (EDI) Plan 2020-2025, has now been launched.

The plan links into our purpose, vision, mission and values, as well as helping to support the delivery of key elements of our People Strategy. Specific areas of focus within the plan include: Our Organisation, Our People, Our Communities and Our Partners.

The plan’s introduction shows the scale of ambition the Service now has to promote equality, diversity and inclusion – not just across the organisation but also within the local communities we serve.

Our Service Values

In 2019 all staff were given the opportunity to develop the Service Values for our organisation. With our Purpose, Mission, and Vision, the chosen Values of Integrity, Teamwork, Honesty, Openness and Respect are the foundation stones of the Service, that underpin everything we do at work, every day.

Our equality objectives

Equality, Diversity and Inclusion is important to us and links to our core values. We are committed to providing a culture of equality, diversity and inclusion in all aspects of our work and in our services to the community.

In line with the responsibilities placed on us by the Equality Act 2010, we set and publish equality objectives every four years, and we have an Equality, Diversity and Inclusion Plan to help us deliver them:

Our equality objectives are:

Our Organisation:

Leadership and Corporate Commitment

  • Our leaders will provide visible leadership to ensure our people, our partners and our communities see the personal commitment to inclusion.
  • We will maximise the transparency of our organisation so our activities can be scrutinised and we can be held accountable.

Our Communities:

Understand, engage and build good relationships

  • We will better understand our communities by ensuring we put in place systems that enable the collection, collation and analysis of community data and information.
  • We will enhance our engagement with our communities to foster good relationships and understand the community priorities.

Our People:

Develop, engage and understand

  • We will develop our people to better understand diversity and inclusion.
  • We will create an inclusive culture where our people feel able to be themselves.
  • We will better understand our workforce composition through our workforce data.

Our Partners:

Working together

  • We will work with external partners to develop strategies that enable effective service provision to our communities.
  • We will collaborate across our own business functions and staff networks to better build equality and inclusion into our policies, processes and practices to ensure inclusion and our values are at the heart of everything we do.

What is Positive Action?

If an organisation can show it has under-representation of particular groups in its workforce for employment, promotion or training from groups that have been under-represented in the workforce in the last twelve months, it is allowed under the Equality Act 2010 to carry out what is known as ‘positive action’ to encourage applications from people in those groups.

People from these groups can be targeted and supported to encourage them to apply for employment, promotion and training and the law allows us to run events such as open days, taster sessions and support for skills development. In our case we have significant under representation among our firefighters of women and people who identify as belonging from black and minority ethnic groups.

Positive action is very different from positive discrimination, which gives preferential treatment in selection for employment, promotion or training to people from particular groups, to ensure that greater numbers or quotas of those people succeed. Hereford & Worcester Fire and Rescue Service does not advocate or participate in such activities, which are unlawful in the UK.

All Hereford & Worcester Fire and Rescue Service applicants go through the same selection processes and all employees are appointed solely on merit.

Positive Action plan 2020-2022

The Service is committed to promoting equality and diversity and our Positive Action plan 2020-2022 outlines how we will attract, develop and retain a diverse and talented workforce over the next two years. A copy can be found here.

Equality & Gender Pay Gap Reporting

Here is our current report which details our workforce diversity data, gender pay gap information and progress against our equality objectives:

Here are copies of our previous reports:

Please note the figures in the 2017 report have been updated.

Contact us

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

Write to:

Head of HR & Development

Hereford & Worcester Fire and Rescue Service
Hindlip Park

Tel: 01905 368 355

LU: 14/02/22/RP