NIFRS Equality Scheme & Action Plan. - Northern Ireland Fire ...

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Firefighters normally have other jobs as their primary employment but live and work no more than 5 minutes away from the Fire Station and this enables them to respond to emergency calls within minutes. Our Vision, Mission and Values Our Vision is ‘Protecting Our Community’. Our Mission is ‘To deliver a fire and rescue service and work in partnership with others to ensure the safety and well-being of our community’ Our Values are People Leadership Teamwork Integrity Diversity Communication Partnership Pursuit of Excellence We value keeping our people safe and well trained We value leading by example We value working together We value the utmost integrity ineverything we do We value equality and fairness and we consider the needs of our staff and the community we serve We value open and honest communication with our staff and with all our stakeholders We value working in partnership We value continuous improvement at all levels of our organisation 8
Chapter 2 Our arrangements for assessing our compliance with the Section 75 duties (Schedule 9 4. (2)(a) ) 2.1 Some of our arrangements for assessing our compliance with the Section 75 statutory duties are outlined in other relevant parts of this equality scheme (see paragraphs 4.1- 4.35, 5.6, 6.8, 6.9, 10.1 and 10.2 below). In addition we have the following arrangements in place for assessing our compliance: Responsibilities and reporting The management arrangements put in place to enable NIFRS to carry out its statutory responsibilities and to conduct its business are illustrated at Appendix 1. Management Structure (a) NIFRS Board The NIFRS Board forms the statutory body responsible for all the activities of the organisation and is responsible for the overall policies of NIFRS. The Board comprises a non-executive Chair, the Chief Fire Officer and 10 non-executive Members, 4 of whom are District Councillors nominated by NILGA. The Chair of the Board works closely with the Chief Fire Officer to ensure that key and appropriate issues are brought to the Board for discussion in a timely manner. The Board is responsible for steering the key strategic management of the organisation and for considering the managerial issues facing NIFRS in carrying out its statutory and other functions. Equality is a standard agenda item at Board Committee level. (b) Chief Fire Officer (also the Chief Executive) The Chief Fire Officer is responsible for the overall performance of the executive functions of NIFRS. He is the designated Accounting Officer with responsibility for maintaining a sound system of internal control that supports the achievement of NIFRS policies, aims and objectives, whilst safeguarding public funds and assets. The Chief Fire Officer is also the accountable Equal Opportunities Officer which includes accountability for delivery of the Section 75 statutory duties. (c) Senior Management Team The Chief Fire Officer meets with a group of Directors collectively known as the Senior Management Team. This team comprises the Deputy Chief Fire Officer, Assistant Chief Fire Officer (Community Development), Assistant Chief Fire Officer (Technical Development), Director of Human Resources, Director of Finance & Performance Management and the Director of Planning & Corporate Affairs. The Senior Management Team is responsible for the implementation of NIFRS strategies and policies for key operational matters. It also plans and develops service delivery for the NIFRS Board and makes recommendations within national and local policy frameworks and guidelines. The Senior Management Team ensure that equality 9
Page 1 and 2: Draft Equality Scheme for Northern
Page 3 and 4: Foreword Section 75 of the Northern
Page 5 and 6: Monitoring and evaluation 25 Chapte
Page 7: Who we are and what we do Northern
Page 11 and 12: the Police Service of Northern Irel
Page 13 and 14: 2.10 NIFRS liaises closely with the
Page 15 and 16: Chapter 3 Our arrangements for cons
Page 17 and 18: If a consultation exercise is to ta
Page 19 and 20: implement the policy and staff memb
Page 21 and 22: Our arrangements for publishing the
Page 23 and 24: opportunities to better promote equ
Page 25 and 26: • We will provide access to copie
Page 27 and 28: Access to services 6.6 NIFRS is com
Page 29 and 30: Chapter 8 Our complaints procedure
Page 31 and 32: Chapter 9 Publication of our equali
Page 33 and 34: Appendix 1 Northern Ireland Fire &
Page 35 and 36: Appendix 3 List of consultees List
Page 37 and 38: Down’s Syndrome Association Dunga
Page 39 and 40: Royal Society for the Prevention of
Page 41 and 42: Measure Action Taken/ To Be Taken L
Page 43 and 44: Review of monitoring information [4
Page 45 and 46: est to communicate with children an
Page 47 and 48: Work with Trade Unions in the effec
Page 49 and 50: Consultations could, for example, i
Page 51 and 52: The promotion of equality of opport
Page 53 and 54: Quantitative data Quantitative data
Page 55 and 56: Appendix 6 Action plan/action measu
Page 57 and 58: Section 1 - Cross Cutting Themes Th
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Theme 1 - Measures to Improve Acces
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Section 1 - Cross Cutting Themes Th
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Section 1 - Cross Cutting Themes Th
Page 65 and 66:
Key Inequalities Identified Disable
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