Valuing and promoting Equality & Diversity are central to the effectiveness of the Fire and Rescue Service in England. Our ability to protect the public through fire prevention, fire protection and emergency response depends on understanding the diverse communities we serve, and planning and delivering our services to take account of their needs.
In order to ensure we attract the widest range of candidates regardless of gender, sexual orientation, religion or belief, race we practice robust and fair recruitment and selection processes in line with employment legislation, guidance form the CLG office (Communities & Local Government) and best practice. This includes the use of a National Point of Entry Testing process for firefighters.
It should be noted that due to Health & Safety regulations the minimum application age of 17½ applies. There is no upper age limit for applicants. Applications are welcome from people who may consider they have a disability as reasonable adjustment can be made during the process. For example additional time can be given during written and psychometric testing. However the testing process, the training course and the role of a firefighter contains a high element of physical exertion.
To support the attraction of the widest range of candidates Section 47 of the Sex Discrimination Act 1975 allows for the use of 'positive action' in a number of specific circumstances. A number of methods may be designed to counteract the effects of past discrimination and to help abolish stereotyping. Women and people from minority ethnic backgrounds remain underrepresented within the Fire and Rescue Service both nationally and locally and a number of events are held throughout the year to attract candidates from theses groups. Positive action does not guarantee that anyone of a specific sex or race will gain employment.
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