Strategic Equality Plan - swfrs
Strategic Equality Plan - swfrs
Strategic Equality Plan - swfrs
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South Wales Fire and Rescue Service <strong>Strategic</strong> <strong>Equality</strong> <strong>Plan</strong><br />
2. Good news and current practice<br />
Progress towards our equality objectives will be reported in the Annual<br />
Improvement <strong>Plan</strong>. Staff are also encouraged to share their ‘good news’ stories<br />
on the intranet. Whilst this plan is forwarding looking it is important we recognise<br />
the good work that has already been achieved. Looking back some of our<br />
equality and diversity achievements are:<br />
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The <strong>Equality</strong> Risk Assessment (ERA) process informed the specifications<br />
of special appliances (fire engines) so all staff can access ladders and<br />
equipment.<br />
An ERA informed the specifications for the new HQ in Forest View<br />
Business Park, this included accessible premises and parking, audio<br />
loops in main meeting areas, accessible signage, catering that<br />
accommodates individual dietary requirements and open plan areas to<br />
foster a culture of inter department working, as well as improved<br />
communications.<br />
Engagement with the Sikh community informed knowledge and<br />
understanding of cultural issues when redesigning breathing apparatus<br />
equipment.<br />
Profile data of business owners that came into contact with legislative fire<br />
safety highlighted that Chinese business owners were the highest ethnic<br />
minority at risk of fire on their premises. As a result, an outreach worker<br />
was engaged to assist in relations with the Chinese Community.<br />
A staff survey identified that:<br />
o The majority of staff would recommend SWFRS as an employer<br />
o Staff workloads mostly allowed a good work/life balance<br />
o Staff felt encouraged to carry out tasks to develop their potential<br />
o Staff felt information was readily available to them and was<br />
regularly passed on<br />
o Staff understood the FRS core values<br />
o Female (0.02%) applications for employment are very similar to<br />
males (0.03%) compared to 2001 Census numbers<br />
o Successful recruitment of males and females to support staff roles<br />
are very similar at around 5.5% of total applicants<br />
o Staff generally agreed with the statement ‘I feel valued as an<br />
integral asset to the organization’<br />
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