Female staff

Reference: 

768

Request detail: 

Please send me information on the following questions:

1.       What percentage of your operational workforce is female?

2.       How has this figure changed over the last 5 years?

3.       Do you adhere to the Equality Challenge Unit’s Athena SWAN Charter?

(If “No”, does the organisation follow an alternative charter with similar principles that recognises and awards commitment to and progress on gender equality and diversity?)

4.       What targets does the organisation have regarding increasing the percentage of operational female staff at firefighter level?

5.       List and explain any specific initiatives in place during the selection and recruitment process to attract females to the organisation, at an operational firefighting level.

6.       How is the organisation addressing the imbalance in the number of females in an operational firefighting role?

7.       What percentage of the workforce are female in the following categories of managerial roles
 

Supervisory
Middle management
Senior management
 

8.       What targets does the organisation have regarding increasing the percentage of operational female managerial staff?

9.       How is the organisation addressing the imbalance in the number of female operational managerial staff?

10.   Does your organisation allow job sharing or flexible working patterns to encourage recruitment and retention of female operational staff?

11.   List initiatives in place that encourage an inclusive environment and positive culture within the workplace.

12.   State how you evaluate the success/failure of these practices.

Response detail: 

Thank you for your Freedom of Information request. Please refer below for the information requested.

1.        What percentage of your operational workforce is female?

6%

 

2.       How has this figure changed over the last 5 years?
2013 3.1%

2014 3.9%

2015 4.4%

2016 5.1%

2017 5.4%

 

3.       Do you adhere to the Equality Challenge Unit’s Athena SWAN Charter?

(If “No”, does the organisation follow an alternative charter with similar principles that recognises and awards commitment to and progress on gender equality and diversity?)

We follow the Equality Act 2010 and continuously seek to share and acquire best practice from other fire service about their equality and inclusion policies and procedures.

 

4.       What targets does the organisation have regarding increasing the percentage of operational female staff at firefighter level?

We are very keen to encourage as many women as possible to come forward and apply and have been running taster days for many years.

 

5.       List and explain any specific initiatives in place during the selection and recruitment process to attract females to the organisation, at an operational firefighting level.

·         Women taster days – We have organised several women taster days at different locations across Shropshire.

·         We have set up a ‘Women Firefighting’ questionnaire on our website to understand the views.

·         During our recent recruitment campaign, we targeted women fitness centres.

·         We invited all women who either completed a questionnaire on our website or attended previous taster days, to the most recent Taster Days.

·         We set up a dedicated contact point on our website.

·         We published information about Taster Days in our internal magazine - The Pink.

 

6.       How is the organisation addressing the imbalance in the number of females in an operational firefighting role?

We recognise the need of increasing diversity in our workforce and are committed to make this happen.

 

7.       What percentage of the workforce are female in the following categories of managerial roles 

Supervisory
Middle management
Senior management

Salary Quartile Bands - Breakdown (please see the attached)

 

8.       What targets does the organisation have regarding increasing the percentage of operational female managerial staff?

We recognise the need to increase diversity in our workforce and are committed to making this happen by following a policy of running events to attract women to the fire service. This is in addition to our flexible working policy. This should increase the number of female operational managerial staff.

 

9.       How is the organisation addressing the imbalance in the number of female operational managerial staff?

As above.

 

10.   Does your organisation allow job sharing or flexible working patterns to encourage recruitment and retention of female operational staff?

Yes, we currently have Fire Fighters working on less than maximum hours and our recent recruitment campaign specifically included a percentage of job sharing roles.
 

11.   List initiatives in place that encourage an inclusive environment and positive culture within the workplace.

·         Celebrating International Women Day.

·         Being part of Asian Fire Service Association and attending meetings and conferences to learn about inclusion and inclusive culture.

·         Planning and conducting Positive Action days, targeting women and Black Minority Ethnic (BME).

·         Organising separate taster days for women firefighting.

·         Organising / hosting Dyslexia Awareness days and taking part in Dyslexia information days and awards evenings.

·         Working on trying to achieve the next level on ‘Disability Confident Committed’ employer.

 

12.   State how you evaluate the success/failure of these practices.

By monitoring our equality statistics throughout the recruitment and promotion process.

Information Released: 

Yes

Received: 

Friday, 16 March, 2018

Responded: 

Monday, 9 April, 2018

Document: