Meeting to be held on 25 September 2024
Equality Diversity and Inclusion Annual Report
(Appendices 1, 2 and 3 refer)
Contact for further information: Liz Sandiford, Director People and Development
Tel: 01772 866856
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Executive Summary
The Equality, Diversity, and Inclusion (EDI) Annual Report 2024 - 2025 is attached at Appendix 1. The report is one of the ways the Service demonstrates its compliance with the Equality Duty, which was created under the Equality Act 2010. The report supports the delivery of Lancashire Fire and Rescue Service’s People Strategy.
The publication of the report includes progress against the actions the Service is taking in response to His Majesty’s Inspectorate of Constabulary and Fire and Rescue Services’ (HMICFRS) March 2023, Values and Culture recommendations and the National Fire Chief Council’s (NFCC) subsequent recommendations, the full detail of which is attached at Appendix 2. In addition, further to the HMICFRS report on Standards of Behaviour and the Handling of Misconduct in Fire and Rescue Services August 2024, a second set of recommendations was published and progress against those recommendations is attached at Appendix 3.
Recommendation
The Resources Committee is asked to note the report.
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On 5 April 2011, the public sector equality duty (the Equality Duty) came into force. The Equality Duty was created under the Equality Act 2010. In summary, organisations subject to the equality duty must, in the exercise of their functions, have due regard to the need to:
· Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
· Advance equality of opportunity between people who share a protected characteristic and those who do not.
· Foster good relations between people who share a protected characteristic and those who do not.
To ensure transparency and to assist in the performance of this duty, the Equality Act 2010 (Specific Duties) Regulations 2011, require public authorities to publish their equality objectives and information to demonstrate their compliance with the public sector equality duty.
The Equality, Diversity, and Inclusion Annual report, attached at Appendix 1, is one of the ways in which the Service can demonstrate transparency, in terms of how it is complying with the Equality Duty. The report documents the Service’s performance in terms of meeting its legal duties over the period 2023 – 2024 and the Plans for 2024 – 2025. It is part of a suite of delivery plans which supports the delivery of the Service’s People Strategy and details the Service’s areas of focus in terms of improving accessibility, recruitment and selection, training and development, engagement, consultation, performance management and in the development of policies and strategies.
The governance arrangements in relation to equality, diversity and inclusion is through the EDI Steering Group Chaired by the Chief Fire Officer. Further to the publication of the HMICFRS March 2023 Values and Culture report and subsequent recommendations and more recently the HMICFRS report on Standards of Behaviour and the Handling of Misconduct in Fire and Rescue Services August 2024, the remit of the Steering Groups has been expanded to cover the development and monitoring of a broader range of actions and interventions which have a broader positive impact on organisational culture, this includes training, development and health and wellbeing activity. The new Equality, Diversity, Inclusion, Culture Board will also consider the Services progress and any response the Service will make in relation to HMICFRS recommendations, progress against which are detailed in Appendix 2 and 3.
There are no financial implications directly arising from this report.
Human Resource Implications
The Equality Diversity and Inclusion (EDI) Annual Report is one of the key strategies which supports the delivery of LFRS People Strategy.
Equality and Diversity Implications
The action plans included within the EDI Annual Report details the Service’s approach to EDI over the coming year.
It is a legal requirement for the Service to publish how it is complying with the public sector equality duty.
Environmental Implications
None.
Legal Implications
No legal obligations arising from the report.
Local Government (Access to Information) Act 1985
List of background papers
Paper: Equality Act 2010
Date: April 2011
Paper: HMICFRS Values and Culture report
Date: March 2023
Paper: HMICFRS Standards of Behaviour. The handling of misconduct in fire
and rescue services.
Date: August 2024
Contact: Liz Sandiford
Reason for inclusion in Part 2 if appropriate: N/A
Appendix 1
Initial Equality Impact Assessment/ Equality Analysis Screening Tool form HR/IEIA
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Name of Proposal, Policy, Decision, Strategy being considered (Please indicate)
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Equality Diversity Inclusion Annual Report |
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Name Lead Officer Job Designation
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Liz Sandiford Director of People and Development |
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Department
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People and Development |
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Telephone Number E-Mail Address
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07814866182 |
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Date of Assessment
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09.09.2024 |
We carry out Equality Impact Assessments (EIA) to analyse the effects of our decisions, policies or practices. The EIA should be undertaken/started at the beginning of the policy development process, before any decision is made. It will be updated through the decision making/policy development process until the conclusion of the decision making/ policy development process and then it is completed. Further guidance is available from Human Resources.
1. Overview
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The main aims/objectives of this policy[1] are: |
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The EDI Annual Report refers to how equality, diversity and inclusion activity is embedded within our Corporate Planning process and how we are shaping and delivering our services to meet the needs of our diverse communities. The report includes data that we are required to report in terms of our workforce profile, our completed action plan for last year and our actions for next year. The delivery of the action plan is monitored through the Equality, Diversity, Inclusion Culture Board. |
Is the policy or decision a new policy or a policy you are reviewing or an existing[2]
New/Proposed
Modified/Reviewed/Updated/Adapted
Existing but new EIA
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List the groups of people potentially affected by this proposal (e.g. job applicants, employees, customers, members of the public):
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Appendix 1 Employees and the Communities of Lancashire |
2. Equality Impact
Quick Look Impact /Initial Screening – is there a risk to people with the proposal? Consider the initial positive and negative impacts of your policy or plan below?
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Equality Group |
Positive Impact It could benefit |
Negative Impact It could disadvantage |
Neutral/No Impact |
Evidence for initial conclusions and any mitigating actions already in place to reduce any negative impact or reasons why it will be of positive impact |
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Age Older Younger
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x |
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The EDI Annual report details the actions that the Service will deliver which will have a positive impact on the diverse communities of Lancashire and employees who are underrepresented within the Service. |
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Disability Physical, Learning Disability Learning Difficulty Mental Health
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x |
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Gender Identity/ Gender Reassignment
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x |
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Pregnancy and Maternity
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x |
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Race Ethnicity Nationality
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x |
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Belief or Religion
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x |
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Gender Male/Female
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x |
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Sexual Orientation Lesbian, Gay and bisexual, straight people
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x |
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Appendix 1 |
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Marriage and Civil Partnership (employment only) |
x |
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Other groups who are not protected under the Equality Act Examples include social economic factors (i.e. poverty, isolation), unemployment, homelessness, rurality, health inequalities any other disadvantage |
x |
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Contributes to equality of opportunity |
x |
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Contributes to fostering good relationships between different groups |
x
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The decision will be taken in compliance with Human Rights[3] |
YES |
x |
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NO |
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Appendix 1
If there is a negative impact on a particular group or a lack of clarity about if there is an impact on a particular group, a full equality impact assessment is required.
3. Negative Impact
Does this proposal require a full EIA is not, please state why:
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3.1 The completed EIA should be attached to the management/project report, so the details can be considered as part of the decision-making process at the relevant Board/Meeting.
3.2 Update the EIA monitoring spreadsheet on the R Drive.
Equality Impact Assessment Approved By: Executive Board
Date Approved: 23.09.2024
Further guidance on completing Equality Impact Assessments is available from Human Resources.
[1] Policy refers to any policy strategy, procedure, function, decision or delivery of service
[2] To tick the box: Hover over the box with the icon, right click the mouse, click on properties, click check the box
[3] Human Rights are the basic rights and freedoms that belong to every person in Europe regardless of nationality and citizenship. Human Rights are based on the five FREDA principles: Fairness, Respect. Equality, Dignity, Autonomy