Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service

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Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service
Derbyshire Fire & Rescue Service

Public Sector Equality Duty
        1 April 2021 - 31 March 2022
Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service
PUBLIC SECTOR EQUALITY DUTY 2021-2022

Derbyshire Fire & Rescue Service is required to publish enough information to demonstrate compliance with the general
equality duty across all our work.

We want to ensure that this report informs our day-to-day decision making: because Making Derbyshire Safer Together
is about making everyone safer.

For information on what the public sector equality duty is, and why it makes good business sense, click here
Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service
PUBLIC SECTOR EQUALITY DUTY 2021-2022

Equality Objectives
As a public authority, we have statutory responsibilities under section 149 of the Equality Act 2010 Public Sector Equality Duty (PSED) to:

a) eliminate discrimination, harassment, victimisation and other unlawful conduct prohibited under the Equality Act 2010
b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it

Under the Equality Act 2010, we have specific duties to publish one or more equality objectives and equality information to
communicate how we meet our statutory requirements.

This document sets out our equality objectives, our strategic approach to achieving them and our plans for 2022-23.
They are explicitly linked to Our Vision, Service Priorities and Code of Ethics.

Our equality objectives apply to work with our communities, those applying for employment with us and our existing colleagues.

They will be reviewed at least every four years and as new priorities emerge. They are designed to eliminate unfair disparities by being transparent
about our challenges and increasing accountability for addressing them throughout the organisation.

 Objective 1                     Objective 2                    Objective 3                    Objective 4                     Objective 5
We will improve our            We will improve our             We will improve the              We will identify                We will identify
understanding of all           understanding of our           representation of the             opportunities to                opportunities to
 our communities to               workforce and             workforce to reflect the             utilise digital              improve the quality
keep them safe from                   create an             community we serve; to
                                                                                             technology to create              and relevance of
                                                             provide the diversity of
   fire and other               environment where              thought, skills, and            a more inclusive               data used to inform
    emergencies                   all can achieve           experiences required to             and accessible                   our decisions
                                                               make everyone in                  environment
                                                                Derbyshire safer
Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                               Objective 1
          We will improve our understanding of all our communities to keep them safe from fire and other emergencies
WHY IS IT IMPORTANT? Our service priority,           WHAT DOES IT MEAN? There could be many                 WHAT DOES PROGRESS LOOK LIKE?
to keep communities safe from fire and other         reasons that some groups are more likely to be         It will be a reduction in overall casualties and
emergencies, requires an understanding of            at risk (urban vs. rural environment, 		               fatalities of groups most at risk. This will be
whether different groups are more likely to be       socio-economic factors, different occupations).        managed through our Community Risk
at risk, based on several sources. Below is a        We will use this information to gain a true            Management Plan: building on wider known
three-year rolling average of fatalities,		          picture of why there is a higher likelihood of         and emerging risks to create a tailored plan
casualties or those involved in incidents.           risk for some groups.                                  that meets the needs of all our communities.
                                                  To find out more about our data analysis, click here

              FIRE                                                  ROAD TRAFFIC                                            OTHER
                                                                    COLLISIONS                                              INCIDENTS
               MEN are more likely to be                            MEN are more likely to be                               MEN are more likely to be
               fatally injured, be a casualty,                      fatally injured, a casualty, or                         fatally injured or hospitalised in
               needing to be rescued or                             involved in a RTC.                                      other incidents.
               involved in a fire incident.
               THOSE AGED 80+ are more                              THOSE AGED 18-39 are more                               WOMEN are more likely to
       80+     likely to be fatally injured, be            18-39
                                                                    likely to be fatally injured, a                         require first aid or rescue.
               a casualty or involved in a fire                     casualty, needing to be rescued
               incident.                                            or involved in a RTC.
                                                                                                                            THOSE AGED 60-79 are more
                                                                                                                            likely to be fatally injured,
               THOSE AGED 60-79 are more                            THOSE AGED 60-79 are more                      60-79
      60-79    likely to be fatally injured or
                                                           60-79    likely to be fatally injured.
                                                                                                                            hospitalised or a casualty
                                                                                                                            requiring first aid.
               hospitalised.
                                                                    THOSE FROM AN ETHNIC                                    THOSE AGED 80+ are more
               THOSE FROM AN ETHNIC                                 MINORITY are more likely to be                          likely to be fatally injured,
               MINORITY are more likely to                                                                          80+
                                                                    fatally injured or require first aid.                   hospitalised, a casualty
               be fatally injured or hospitalised.                                                                          requiring first aid or rescue only.
If the overall likelihood of a group who share a protected characteristic becoming a casualty or involved in an incident has increased from March
2020 to March 2022, we will use the symbol          and if it has decreased, we will use the symbol      If there has been no change, we will use
the      symbol
Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                               Objective 2
              We will improve our understanding of our workforce and create an environment where all can achieve
WHY IS IT IMPORTANT? Our service priority,          WHAT DOES IT MEAN? There could be many          WHAT DOES PROGRESS LOOK LIKE?
to put people first to maintain an outstanding      reasons that some groups have significantly     It will be an increase in the participation rates
culture of equality and inclusivity requires an     different survey participation rates or 		      and engagement scores for groups who are
understanding of the different experiences that     responses (type of role, length in service, wider
                                                                                                    currently reporting low rates and scores. This
groups who share a protected characteristic         social factors). We will use this information towill be managed through our internal actions
have, based on the workplace cultural survey        gain a true picture of how we can improve the   such as the Putting people first action plan,
and other sources.                                  employee experience of all groups.              cultural survey action plan and Equality,
                                                                                                    Diversity & Inclusion plan.
                                                To find out more about our cultural survey, click here

      PARTICIPATION RATES                                 ENGAGEMENT SCORE                                       OTHER KEY NOTES
                                                                OVERALL engagement                               THOSE FROM AN ETHNIC
             OVERALL participation rates                                                                         MINORITY had a lower score when
             increased.                                         scores increased.
                                                                                                                 asked whether the behaviour of
                                                                THOSE WHO IDENTIFY AS                            people in the organisation
                                                                DISABLED/HAVING A DISABILITY                     demonstrated the core values,
             THOSE AGED 55+ were
    55+                                                         had a lower engagement score.                    whether they get the training/
             less likely to participate in
             completing the survey.                                                                              development needed or opportunity
                                                         55+    THOSE AGED 55+ had a lower
                                                                                                                 to learn/develop.
                                                                engagement score.

                                                     Employee Support Networks                                   THOSE FROM A BUDDHIST,
             THOSE WHO IDENTIFY AS                                                                               HINDU, SIKH, MUSLIM OR OTHER
                                                     It is recognised that by investing in our
             DISABLED/HAVING A 		                                                                                RELIGION had a lower score when
                                                     Employee Support Networks, the organisation
             DISABILITY were less likely to          can foster inclusivity, advocate for minority               asked whether the organisation are
             participate in completing               groups and improve organisational                           good at sharing knowledge, skills
             the survey.                             performance. This year, the Equality, Diversity             and experience.
                                                     and Inclusion Team are working closely with                 THOSE WHO IDENTIFY AS LGB
                                                     the current network Leads and members,
             THOSE FROM AN ETHNIC                    to provide the right resources and agency in                had a lower score when asked
             MINORITY were less likely to            order to deliver real and sustained change.                 if they were to make a mistake,
             participate in completing the           The key indicators for this work will relate to             whether their manager would be
             survey.                                 this equality objective to drive progress in the            supportive in helping them learn
                                                     right direction.                                            from it.
Public Sector Equality Duty - 1 April 2021 - 31 March 2022 Derbyshire Fire & Rescue Service
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                                Objective 3
                      We will improve the representation of the workforce to reflect the community we serve;
             to provide the diversity of thought, skills, and experiences required to make everyone in Derbyshire safer
WHY IS IT IMPORTANT? A fire service that represents the community it serves in terms of culture, skills, experience and knowledge is more likely
to be able to respond to changing risks and demands. It is a key indicator of public trust and provides reassurance that there is diversity of thought
represented when making decisions; which is why representation matters across all roles and ranks.

                GENDER                                                            AGE                                                          RACE
      Female workforce representation                                                                                    Ethnic Minority representation
                                                    55-64
     vs. Derbyshire’s Female population                                                                             vs. Derbyshire’s Ethnic Minority population
                                                    45-54
                            20                      35-44                                                                                           20
                          20                                                                                                                       20
                              22

                                                                                                                                                   22
                        20                          25-34                                                                                         20

                                                                                                                                                     21 0
                              21

                                                                                                                                                       2
                         20

                                                    17-24

                                                            0              0.1           0.2            0.3   0.4

                                                                    2020          2021          2022

                    LGB                                                DISABILITY                                                       RELIGION
            LGB representation                                                                                                  Religion representation
      vs. Derbyshire’s LGB population                                                                                     vs. Derbyshire’s Religious population
                                                            2.50%
                            20                                                                                      100%
                          20                                2.40%
                          22

                         20
                            21 0

                                                            2.30%
                                                                                                                    50%
                              2

                                                            2.20%

                                                            2.10%                                                   0.0%
                                                                           2020          2021          2022                 Christian   Sikh    Hindu   Muslim    Buddhist
                                                                                                                                        2020        2021         2022

                                   The change in representation over the last three years in the workforce overall
                                               To find out more about our data analysis, click here
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                        Objective 3
                     We will improve the representation of the workforce to reflect the community we serve;
            to provide the diversity of thought, skills, and experiences required to make everyone in Derbyshire safer

                      GENDER 2022                                                            RACE 2022
100.00%                                      Highest rank with                              Current workforce vs. proportion required
                                                 FEMALE                                        to be representative of Derbyshire
80.00%
                                              representation:      Black or Black British
60.00%
                                              STATION
40.00%                                                                Asian/British Asian
                                             MANAGER
20.00%
                                                                 Other White background
0.00%
         Control Support Wholetime On-Call                          Other Ethnic minority
                                                                             background
  Female
  Male                                                                             Mixed

60.00%                                                                      White British
                                        Gender pay gap:
                                                                                            0.0%   20.0%   40.0%   60.0%   80.0%   100.0%
50.00%
                                      WOMEN EARN
40.00%                               2% less - median value      There is low representation of Black, Asian, Mixed and those from an
              16%       38.2%
                                     6.3% less - mean value         Other Ethnic Minority background compared to the population.
30.00%                                  Compared to men          Due to low numbers, the breakdown of different roles, management or
20.00%                                                               ethnicity pay gap is not possible while keeping confidentiality.
10.00%       29.5%      16.9%
0.00%
            Non-Ops     Ops
            Manager    Manager                                       Highest rank with ETHNIC MINORITY representation:

    Nearly 30% of non-operational female employees have
                                                                                   WATCH MANAGER
    management responsibilities, compared to 16% male.
 Nearly 40% of operational male employees have management
          responsibilities, compared to 17% female.
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                                 Objective 3
                     We will improve the representation of the workforce to reflect the community we serve;
            to provide the diversity of thought, skills, and experiences required to make everyone in Derbyshire safer

                        DISABILITY                                                                  RELIGION
          Representation of disability in the workplace                                 Current workforce vs. proportion required
                                                                                           to be representative of Derbyshire

                                                                           Muslim
    Ops
                                                                            Hindu

Non Ops                                                                      Sikh

        0.0%   1.0%   2.0%   3.0%   4.0%   5.0%   6.0%   7.0%   8.0%     Christian

                                                                         Buddhist

                                                                            Other
     Highest rank with DISABILITY representation:
                  Watch Manager                                             None
                                                                                 0.0%     20.0%      40.0%     60.0%     80.0%    100.0%

 There is low representation of people who have identified as           There is LOW OVERALL REPRESENTATION of MUSLIM, HINDU,
 a disability compared to the population, even when taking into        SIKH and those who identify as CHRISTIAN compared to the population.
                account eligibility criteria for roles.
                                                                         The highest rank with CHRISTIAN representation is Area Manager,
     Due to low numbers, the breakdown of different roles,                BUDDHIST is Station Manager and OTHER is Watch Manager.
                 management is not possible.
                                                                           There is currently no operational representation for those who
                                                                            identify as MUSLIM, HINDU & SIKH recorded in our service.
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                                  Objective 3
                      We will improve the representation of the workforce to reflect the community we serve;
             to provide the diversity of thought, skills, and experiences required to make everyone in Derbyshire safer

WHY IS POSITIVE ACTION NEEDED?                                  WHAT DOES IT MEAN?                              WHAT WILL PROGRESS LOOK LIKE?
The statutory responsibilities and specific duties     As we modernise equipment and resources, we              We will be using the data to inform our action
we previously mentioned, under the Equality Act        want to ensure that we have a range of skills,           plan for positive action across all activities. We
2010, are explicitly linked to creating a workforce    abilities and creative thinkers to use in all            will monitor the attraction, engagement and
that reflects the community we serve. By reviewing     situations, who come from a range of identities          basic competency rates from different groups
our workforce representation compared to the           and backgrounds. We commit to ensuring that the          and act on any areas that require improvement.
population of Derbyshire, we can identify areas        safety of our workforce and community are always         We will review the attrition rates at each stage
where equality of opportunity may be improved in       our priority, and we seek to find innovative and         of the recruitment process and act to reduce
recruitment and retention, alongside ensuring that     creative solutions to the problems we face now.          disproportionality where it is evidenced. This will
we mitigate any evidenced or perceived barriers                                                                 provide information on whether we are advertising
to progression.                                        We know that there are areas where representation        clearly what the role requirements are, whether
                                                       is low and is reducing further each year. The            the process measures are without bias and
As a public sector organisation, we have a duty        positive action activities will be directed towards      whether any changes in what is measured are
to ensure a cost-effective service alongside our       these areas proportionately. We have several             required.
legal duties. Improving representation is not about    areas where representation is consistently
reducing standards or discriminating against           improving, and we want to keep this progressing          We will monitor the proportion of different groups
over-represented groups. It is about accessing the     by maintaining the momentum and continuing to            who are eligible and actively seeking promotion,
widest recruitment pool possible; valuing different    monitor.                                                 providing support, identifying process improvements
skills, thoughts and experiences of all individuals;                                                            and providing relevant development or training
improving the employee experience for all groups;      We know that often, representation can focus             where needed (including whether attraction rates
enabling diversity of thought and opposing views       solely on operational roles or pay little attention to   of individuals into the service who are likely to
to add value to the decision-making process;           progression. It’s just as important to have support      consider leadership requires improvement).
ultimately to have a better understanding of all our   and first-contact roles to share diverse
communities and a trusted reputation to all            knowledge, skills and experience in their teams.         We will monitor the rates of those exiting the
we serve.                                              We will include all teams, ranks and roles when          organisation relative to the current representation
                                                       identifying if we have a range of knowledge              and seek to act on any factors that may impact on
Representation is the result of an effective,          sources, diverse thinkers and experience in our          under-represented group retention rates.
efficient and productive service. When a diverse       workforce.
workforce feels valued, invested in and talent is
managed well from all groups, members of the           We will be transparent and clear in our activities,
public feel safer.                                     ensuring that no group are discriminated against in
                                                       order to provide opportunity to another.
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                               Objective 4
        We will identify opportunities to utilise digital technology to create a more inclusive and accessible environment

     WHY IS THIS IMPORTANT?                                  WHAT DOES IT MEAN?                           WHAT WILL PROGRESS LOOK LIKE?
Over the last few years, the pandemic has           We can ensure that individuals can access our         We will monitor the workforce awareness of
highlighted available digital tools that can        content or meetings both internally and 		            different tools and seek to improve any areas
be utilised to improve performance and the          externally as much as possible. This includes         that are not fully understood. We will launch and
employee experience, especially for 		              providing flexibility for remote working, providing   manage the new EqIA system. We will provide an
                                                    content that supports assistive technology and        internal accessibility hub to inform the workforce.
neurodivergent users. To maximise this
                                                    providing understanding in the workforce of the       We will utilise EqIA reviews to ensure that
opportunity, we need to provide the right
                                                    benefits that accessibility features can bring for    accessibili ty is considered in relevant plans,
information, development and support for the        the user.                                             projects, policies and systems.
most useful applications and facilities.
                 TOOLS                                     TRAINING/DEVELOPMENT                                        COMMUNICATION
          HYBRID MEETINGS utilising digital                    SESSIONS will be provided for all                    AWARENESS TOOLS will be
          technology to improve inclusivity in                 members of the workforce to highlight                delivered through a campaign using
          key decisions                                        the different tools available for users              e-mail signatures, the intranet
                                                               and how to publish accessibility                     (Fireview), banners and other
          O365 FACILITIES to provide                           compliant contents                                   communication methods, to increase
          accessibility features for the                                                                            the awareness of what resources are
          author and also ensure documents                                                                          available for individuals to use
          are designed accessibly for the user                 LEADERSHIP training will include
                                                               the knowledge of the tools, access                   FIREVIEW (INTRANET) will be the
          WEBSITE PAGES to be published                                                                             platform for a digital hub of resources
                                                               to support and benefits of progressing
          with an accessibility review so the                                                                       where people can seek information
                                                               digital technology on organisational
          content provided is inclusive for                                                                         or be signposted to information/
                                                               efficiency and effectiveness
          assistive technology                                                                                      support on all digital tools/features
                                                                                                                    and training
          NEW DIGITAL SYSTEM to
                                                               NEW RECRUITS will be provided                        DEVELOPMENT DAYS and
          complete, review and monitor
                                                               with knowledge, support and                          employee support network meetings/
          Equality Impact Assessments,
                                                               understanding around digital                         events will be utilised to raise
          to ensure an inclusive approach to
                                                               inclusivity                                          awareness, share information and
          decisions is embedded in our
          processes                                                                                                 signpost for support

                                                To find out more about our digital technology, click here
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                                                       Objective 5
               We will identify opportunities to improve the quality and relevance of data used to inform our decisions

      WHY IS THIS IMPORTANT?                                          WHAT DOES IT MEAN?                         WHAT WILL PROGRESS LOOK LIKE?
Decision making can only be as good as the                   There are several identified actions below          We will monitor the data quality of workforce data
evidence-based data it is informed by. Any gaps              that allow for improved methods or updated          and recruitment data each quarter. We will
in data due to processing factors or trust and               information to be used. Knowledge of how data       monitor the participation rates of under-represented
confidence can delegitimize our actions. Whilst              is kept confidential and creating a culture that    groups in the next cultural survey. We will monitor
equality data rarely holds the answers to why                values an evidence-based approach on decision       the level of satisfaction stakeholders report around
disproportionality exists, it can often direct us            making, using equality data, will in turn improve   the legitimacy of actions resulting from our
to ask the right questions in order to justify or            the proportion of those who feel safe to share,     engagement. We will update all relevant datasets
mitigate the differences in data.                            creating continuous improvement.                    with new census data.

            WORKFORCE DATA                                             LEGITIMATE ACTIONS                                     COMMUNITY DATA
          A COMMITMENT to ensure that                                  SUPPORT the culture survey                         ANY GAPS in datasets will be
          equality data is kept confidential and                       action plan and seek to improve                    identified and, where possible, filled
          only used to monitor the impact of                           participation rates for those from
          policies and practices on different                          under-represented groups                           WHERE it is identified that certain
          groups                                                                                                          groups who share protected
                                                                                                                          characteristics do not feel safe to
          WE WILL REQUEST that all existing                            MANAGE data and information                        share, we will utilise national or
          members of the workforce review                              availablefrom all stakeholders and                 regional data to inform our
          and update their personal data if                            resources: feed into the relevant                  service and tailor to the potential
          needed at least annually                                     processes or meetings for decision                 needs of our communities
                                                                       makers to be informed
                                                                                                                          THE 2021 CENSUS will provide
          IT WILL BE MANDATORY                                         QUALITY ASSURE policies,                           more detailed and up to date about
          requirement for all new applicants/                          processes, practice and behaviour                  the demographics in Derbyshire.
          recruits to complete each field                              by benchmarking against internal                   As soon as practicable we will
                                                                       and external review methods 		                     implement the new data into our
          (the option of prefer not to say will always                                                                    analyses and provide a better
          be available should individuals choose not                   or groups
          to share their data)
                                                                                                                          evidence base from which to
                                                                                                                          make decisions
                                                         To find out more about our data analysis click here
PUBLIC SECTOR EQUALITY DUTY 2021-2022

                                              FINAL CONSIDERATIONS
The commitment to embedding Equality, Diversity and Inclusion throughout the service is highlighted in recent reforms:
• Every meeting has a standing item agenda to review the impact of agreed decisions on different groups.
• To monitor and govern change, each objective’s relevant action plans have specific performance measures.
• There are now quality assurance measures in the Equality Impact Assessment process; to ensure identified considerations have been acted upon.

These objectives and progress towards them will form the foundations of our Equality, Diversity and Inclusion Strategy 2023-2026. Assurance
that our objectives remain relevant and that expected progress towards them is being delivered, we will have several quality assurance measures:

    PROFESSIONAL PARTNERSHIPS                                      INTERNALLY                                              COMMUNITY
We will ask these groups to review the PSED         We will ask these groups to review the PSED          We will ask these groups to review the PSED
progress quarterly:                                 progress quarterly:                                  progress quarterly:

•    Regional and National Fire Service             •   Employee Support Networks                        •   The Independent Community Inclusion Board
     Equality teams                                 •   The Fire Brigade Union and Unison                •   The Inclusion and Equality forum
•    Derbyshire Constabulary                            representatives                                  •   Community Groups not represented in
•    Derbyshire Network Alliance (public sector     •   The Prevention and Inclusion leadership team         other forums
     partners)                                      •   The People Performance Board
•    Inclusive Companies & Disability confident         (senior leaders of all departments)
     (accreditations)                               •   The Fire Authority
•    Asian Fire Service Association (national
     employee network)

    Objective 1                     Objective 2                  Objective 3                     Objective 4                     Objective 5
   We will improve our              We will improve our            We will improve the       We will identify opportunities           We will identify
 understanding of all our           understanding of our          representation of the      to utilise digital technology to    opportunities to improve
communities to keep them          workforce and create an        workforce to reflect the     create a more inclusive and       the quality and relevance
 safe from fire and other          environment where all          community we serve;           accessible environment            of data used to inform
      emergencies                       can achieve              to provide the diversity                                             our decisions
                                                                  of thought, skills, and
                                                              experiences required to make
                                                              everyone in Derbyshire safer
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