Agenda item

Further to the approval of the Equality, Diversity and Inclusion Policy in 2017, it was agreed that Members would review the policy in 2018.

The Equality Act 2010 stated that everyone had the right to be treated fairly and equally.  The Act had 2 main purposes, it brought together and simplified all of the existing discrimination law and strengthened the law to further support progress on equality. In the exercise of its functions (including any functions carried out by external supplier/organisation) LFRS must have due regard 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.

These were often called the 3 main aims of the general duty and were detailed in the Equality Act 2010 Section 149.  The Equality Duty was supported by 2 main specific duties which required public bodies to:

·      Publish equality information at least annually.

·      Set and publish equality objectives at least every four years.

As a public body Lancashire Fire and Rescue Service (LFRS) was required to publish equality information to demonstrate compliance with the Equality Duty which it did via the Equality Diversity and Inclusion Annual Report.

LFRS had already agreed the following equality objectives:

Our Communities:

·        Support local business’s to reduce the risk of fire and remain compliant within fire safety legislation.

·        Reduce the number and impact of fire and other emergencies to our diverse communities across Lancashire.

·        Develop and deliver a Prevention Service targeting our most vulnerable communities.

Our workforce:

·        Promote equality in our workforce policies and workforce practices.

·        Develop our staff to ensure they can respond competently meeting the different needs of our diverse communities.

The EDI Policy identified individual responsibilities and defined LFRS’ commitments in terms of the following:

• Equality: Fairness, respect and giving people an equal and fair chance of opportunity to fulfill their potential.

• Diversity: Recognising, valuing and taking account of people’s difference, backgrounds, knowledge, skills and experiences.  In the context of this policy it also meant encouraging and using difference to create a productive workforce, celebrate difference and recognising the contribution that every individual can make.

• Inclusion:  Positively striving to meet the needs of different people and taking deliberate action to create an environment where everyone feels respected and able to achieve their full potential.

The Service should also be cognisant of Unconscious Bias.  Psychologists referred to unconscious bias as simply being our natural people preferences, biologically we were hard-wired to prefer people who looked like us, sounded like us and shared our interests; this preference could bypass our normal, rational and logical thinking.

During 2017/2018, all employees have been required to undertake refresher equality, diversity and inclusion training incorporating unconscious bias via the completion of an online training module and all members of staff who are involved in the recruitment and selection of staff have also attended additional training in relation to how to avoid unconscious bias within the recruitment and selection process.

The Director of People and Development confirmed that the Equality, Diversity and Inclusion Member Champion, Councillor Zamir Khan would be presenting the next Annual Report to the full Authority.

RESOLVED: - That the Committee noted and endorsed the Service policy which was subject to a review next in 2021.