- Introduction.
- Disability Equality Scheme.
- Race Equality Scheme.
- Training on Equality and Diversity.
- Complaints.
1. Introduction.
The following schemes set out how East Sussex Fire Authority and East Sussex Fire & Rescue Service aims to implement equality in everything we do.
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2. Disability Equality Scheme.
The overall aim of the Disability Equality Scheme [draft pdf] is to promote equality of opportunity and ensure that disability equality is mainstreamed into our policies and service delivery procedures. To achieve this East Sussex Fire & Rescue Service aims to :
- promote equality of opportunity between Disabled people and others within East Sussex Fire & Rescue Service.
- eradicate unlawful discrimination against Disabled people within East Sussex Fire & Rescue Service.
- eliminate harassment of Disabled people that is related to their impairments within East Sussex Fire & Rescue Service.
- promote positive attitudes towards Disabled people within East Sussex Fire & Rescue Service.
- encourage participation by Disabled people in all activities within East Sussex Fire & Rescue Service.
- to make reasonable adjustments within East Sussex Fire & Rescue Service in order to take account of Disabled peoples´ impairments, even where that involves treating Disabled people more favourably than others.
This Disability Equality Scheme identifies issues that we will be working on over the next three years. These issues have been identified from evidence collated between groups and organisations of Disabled people living within East Sussex and Brighton & Hove, members of the Fire Authority and those Disabled people working for us.
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3. Race Equality Scheme.
The Race Equality Scheme [pdf - 1311 KB] sets out East Sussex Fire Authority and East Sussex Fire & Rescue Service plans to review its obligations in relation to the Race Relations (Amendment) Act 2000 (RR (A) A 2000).
The Scheme is a statement of how we plan to meet both the general and the specific duty, at a corporate level, to promote equality under the Race Relations Act.
To do this, we will need to create, educate and maintain an educated workforce that recognises the differences that are a natural part of society are often an opportunity for those who recognise it to excel. We will do this by delivering a relevant training and learning diversity programme which reflects the perceived needs of our workforce and the community we serve.
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4. Training on Equality and Diversity
We recognise the importance of equality and diversity based training for the achievement of our equality objectives. Following a nationally sponsored thematic review into Equality and Fairness, the fire Authority provided funding to support training for all managers regarding equality and Diversity issues using a programme that would assess and build on the awareness of all supervisors and managers. This led to well over 120 managers receiving a level 3 NVQ qualification in equality and fairness from Individual Organisational Development Assessment (IODA).
East Sussex Fire Authority commissioned Dr Ruth Woodfield, from the University of Sussex to undertake research into why women did not consider the fire and rescue service as a career option. The recommendations contained within the report are being used to guide our forthcoming recruitment campaigns.
As we share the Diversity, Equality Advisor with Surrey Fire & Rescue Service, the findings of the report are being considered on the same grounds for their next recruitment drive promoting and encouraging best practice across our Regional Management Board.
We also had another external facilitator, Tom Kelly, who looked at our equality and cultural change issues, in order to develop a long term strategy for the Authority which supports the development of a more robust, open and transparent organisational cultural change.
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5. Complaints
The Fire Service Complaints Officer is responsible for dealing with complaints from members of the public and for preparing a response on the results of the investigation.
The role of the officer is to establish the facts surrounding complaints, by interviewing relevant witnesses and parties involved.
Complaints will be acknowledged within three working days of the Service receiving it and are usually dealt with, and a reply sent, within one month of the receipt.
If this is not possible, we will write to the complainant before the month has passed, giving them progress report and telling them when they should expect a full reply.
Internal complaints are dealt with by using our Discipline and Grievance or our Harassment and Bullying Procedures which are all based on ACAS guidelines to ensure equality and fairness for all staff.
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