“We’ve begun to raise daughters more like sons… but few have the courage to raise our sons more like our daughters.” ― Gloria Steinem

On this page you will find information about gender and the workforce, and any initiatives the Service undertakes to promote gender equality. The Service believes that gender equality is achieved when women and men enjoy the same rights and opportunities across all sectors of society, including economic participation and decision-making, and when the different behaviours, aspirations and needs of women and men are equally valued and favoured. Leicestershire Fire and Rescue Service is working to ensure that the workplace is an enjoyable environment for all employees and those that come into contact with our services.

Gender and the Workforce

Gender Profile of Employees
Staff GroupMenWomenNot Stated
Operational582190
Control9130
Support57700
Total6481020

Women account for 13.6% of the entire workforce and this represents a drop from 15.6% when compared to last year.

Events

Positive Action

Positive Action is where an organisation utilises a number of initiatives designed to counteract the effects of past discrimination. However, Positive Action does NOT guarantee that anyone of a specific sex will gain employment. The Equality Act 2010 allows for the use of Positive Action in specific circumstances to address workforce underrepresentation where this has been established.

Leicestershire Fire and Rescue Service acknowledges that women are underrepresented in the operational roles of the workforce and this is evident in roles above firefighter level. In order to support the attraction of female candidates, Leicester Fire and Rescue Service undertakes Positive Action initiatives in order to address the underrepresentation of women in operational roles.

Positive Action 2011

Leicestershire Fire and Rescue Service hasn’t been actively recruiting for wholetime operational roles since 2012. The last Positive Action event was held in 2011, and this was the most successful positive action held by the Service. The event lead to the recruitment of the most diverse in-take of operational firefighters since equality monitoring began. The percentages of the in-take of operational firefighters can be seen below:

  • 20% females
  • 10% stated that they were Lesbian, Gay or Bisexual (LGB)
  • 20% Black and Minority Ethnic (BME)
  • 20% declaring a disability

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