Request
As part of my final year university dissertation project regarding operational female staff in UK fire and rescue services, I am conducting primary research and require the following information.
A
What percentage of your operational workforce is female?
B
How has this figure changed over the last five years?
C
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?
D
What targets does the organisation have regarding increasing the percentage of operational female staff at firefighter level?
E
List any specific initiatives in place during the selection and recruitment process to attract females to the organisation, both to an operational. Please explain.
F
How is the organisation addressing the imbalance in the number of females in an operational firefighting role?
G
What percentage of the workforce are female in the following categories of managerial roles
supervisory
middle management
senior management
H
What targets does the organisation have regarding increasing the percentage of operational female managerial staff?
I
How is the organisation addressing the imbalance in the number of female operational managerial staff?
J
Does your organisation allow job sharing or flexible working patterns to encourage recruitment and retention of female operational staff?
K
List initiatives in place that encourage an inclusive environment and positive culture within the workplace.
L
State how you evaluate the success / failure of these practices.
Response
A
1% of the operational workforce is female.
B
2% (<5 female leavers in the past five years).
C
The Fire and Rescue Service follows the States of Jersey Equality & Diversity policy.
D
In the past four years, fewer than 10 female candidates have applied for firefighter roles, but either have not passed written tests / fitness tests or have withdrawn. The standard of fitness test is designed by Bath University and is considered fair and reasonable for all.
E
A high number of women do not apply for the roles. Several years ago, a specific “have a go” evening was held for women, however the attendance rate was nil.
Over the last four years, fewer than 10 women have applied for Retained Firefighter or Wholetime Firefighter positions.
F
Literature and recruitment campaigns do not specify male or female and positively and pro-actively encourage applications from both.
G
Percentage of female workforce in management roles.
supervisory – <5 people
middle management – none
senior Management – none
H
There is not a particular target identified.
I
As per the previous responses. In addition there has been a recent promotion of <5 women at supervisory level, however, this is at retained level (not full-time). Opportunities to apply for full-time are advertised with the retained group to encourage promotion.
J
Employee requests for flexible working are considered in line with the States of Jersey flexible working policy.
K
An initiative has not been specifically run for female cultural views, however, surveys are run centrally.
L
Currently not applicable due to the low numbers of female employees.
Article applied
Article 25 Personal information
(1) Information is absolutely exempt information if it constitutes personal data of which the applicant is the data subject as defined in the Data Protection (Jersey) Law 2005.
(2) Information is absolutely exempt information if –
(a) it constitutes personal data of which the applicant is not the data subject as defined in the Data Protection (Jersey) Law 2005; and
(b) its supply to a member of the public would contravene any of the data protection principles, as defined in that Law.
