Equality, Diversity and Inclusion report 2024 to 2025

As a public facing organisation, Humberside Fire and Rescue Service recognises its responsibility to model fairness, respect and inclusion in all aspects of its work. This priority focuses on embedding equality into leadership and everyday practice, setting the tone from the top and driving meaningful change. 

Over the summer, the Service visibly supported regional PRIDE events, attending with a PRIDE wrapped fire engine to celebrate LGBTQ+ communities and promote inclusivity. This public engagement reinforces our commitment to creating a workplace where everyone feels valued and respected. 

We also continue to champion gender equality through our involvement in the Women in the Fire Service (WFS) network. Staff attended the national WFS Training and Development Weekend, taking part in confidence building workshops that support personal growth and inclusive development. As a long-standing corporate affiliate, we demonstrate ongoing dedication to equality and representation. 

Through these actions, we lead with integrity and accountability, building trust, inspiring confidence, and showing what inclusive leadership looks like in practice. 

Case Study: Women in Fire Service (WFS) Partnership 

Humberside Fire and Rescue Service continues to lead by example in promoting equality through its active involvement in the WFS Training and Development Weekend. This national event empowers staff from diverse backgrounds to challenge themselves, build confidence, and engage in inclusive development opportunities. 

In 2025, five delegates from Humberside attended the weekend at the Fire Service College, participating in workshops such as abseiling, trauma care, Urban Search and Rescue (USAR), incident command, and fire engine driving. Each delegate selected activities that pushed them beyond their comfort zones, fostering adaptability and resilience. 

As a corporate affiliate of WFS, Humberside Fire and Rescue Service demonstrate long-term commitment to gender equality and professional development. The Service’s WFS representative for 17 years, continues to champion this initiative. 

Creating a safe and fair workplace is essential to fostering an inclusive culture where everyone feels respected, supported and able to thrive. At Humberside Fire and Rescue Service, we are embedding equity into our policies, practices, and everyday behaviours to ensure all staff, regardless of background or identity, can work free from discrimination, harassment, or bias. 

In 2023, we commissioned RealWorldHR to explore staff engagement and cultural development. This led to the formation of a Culture Working Group, which during 2024-2025 oversaw progress, delegated actions, and ensured accountability. The group played a key role in driving cultural change and promoting fairness across the Service. 

We also continue to invest in staff wellbeing through Occupational Health, offering inclusive initiatives such as a monthly wellbeing calendar, tailored fitness options, and clear signposting to support services. The introduction of wellbeing breaks for fire staff further supports mental and physical health. 

Additionally, forums like the Age Equality Forum provide safe spaces for staff to discuss age, related issues and promote allyship, helping us build a workplace where everyone feels heard and valued. 

Case Study: EIA’s 

At Humberside Fire and Rescue Service, fairness and inclusivity are central to how we operate. One way we ensure this is through the consistent use of Equality Impact Assessments (EIAs) across departments. These assessments help us consider the diverse needs of our workforce and communities before decisions are made, whether related to procurement, service delivery, or internal processes. 

By embedding EIAs into planning and decision-making, we promote transparency, accountability, and equity from the outset. This approach ensures that potential impacts on different groups are identified early, allowing us to make informed, inclusive choices that reflect our values. 

Recent improvements to the EIA process have made it more accessible and effective, encouraging wider adoption and clearer outcomes. As well as streamlining the process, we have also incorporated an IT based task management system which supports teams in workstream planning, delegation and collaboration across teams.  It’s now a routine part of how we work, helping us uphold ethical standards and foster a culture of respect and fairness. This commitment to inclusive decision-making supports our wider goal of creating a safe and fair workplace, where all staff feel considered, supported, and empowered to thrive. 

Some individuals and communities face greater risks from fire and emergencies due to overlapping challenges such as poverty, disability, language barriers or discrimination. At Humberside Fire and Rescue Service, we are committed to identifying and addressing these risks to ensure our services are fair, inclusive, and responsive to those who need them most. 

This priority focuses on recognising how multiple disadvantages can increase vulnerability and tailoring our prevention, protection, and response efforts accordingly. Across the Service, inclusive practices have been embedded to improve access to emergency support, ensuring that communication tools and safety messaging meet the needs of all individuals, regardless of ability or background. 

Using data intelligence and partnership working, our teams regularly engage with diverse groups through adapted station visits, safety talks, and community events, making sure that fire safety education is accessible and relevant. We also work in partnership with other agencies to deepen our understanding of local needs and identify emerging risks linked to social inequality. 

By listening, learning, and collaborating, we continue to improve how we serve our communities, ensuring that no one is left behind when it comes to safety and support. 

Case Study: Inclusive Fire Prevention Through Multiagency Working 

To support the priority of identifying fire and emergency risks linked to multiple disadvantages and discrimination, the Prevention Team has strengthened its partnership with local police to better understand and engage East Riding’s diverse communities. 

Through joint discussions and community, focused meetings, the team explored how social, cultural, and economic factors can influence fire risk and access to safety services. These conversations helped identify barriers faced by underrepresented groups and informed more inclusive approaches to engagement. 

Participation in wider community forums also enabled the team to promote fire safety support, including how to request a Home Fire Safety Visit. These sessions revealed new opportunities to connect with local networks and broaden the reach of prevention work. 

This collaborative approach is helping ensure fire safety messaging and services are accessible to all, particularly those who may be more vulnerable due to discrimination, isolation, or disadvantage. The team continues to develop tailored resources and engagement strategies to build trust and reduce risk across East Riding’s communities. 

The Service is committed to building a workforce that reflects the communities we serve. We’re taking intentional steps to remove barriers to recruitment, progression and retention for underrepresented groups, fostering a culture where everyone feels valued and empowered. 

Our recruitment efforts include a range of outreach programmes designed to attract diverse candidates and challenge misconceptions about roles within the Service. These activities involve collaboration across departments, with both operational crews and fire staff teams actively participating in community events, school visits, and career fairs to promote opportunities within the Service. 

We also embed inclusive practices into our recruitment processes, ensuring representation through community involvement and promoting equity at every stage. Engagements with educational institutions, local employers, and public events continue to help us reach a wide demographic and showcase the values of our service. 

By continuing to develop inclusive pathways and promote positive attraction, we aim to build a more dynamic, innovative, and representative workforce, one that reflects the people we serve and supports everyone to thrive. 

Case Study: Community Interview Panel  

To support our goal of increasing workforce diversity, we introduced the Community Interview Panel, a key initiative that brings community voices into our recruitment processes. 

Aligned with our Safer Recruitment Policy, the programme ensures our selection panels reflect the diversity of the communities we serve. Community members from a wide range of backgrounds contribute lived experience and fresh perspectives, helping to challenge bias and promote fairness. 

This inclusive approach strengthens our recruitment outcomes and builds trust with local communities. It also reinforces our commitment to equity, ensuring that our workforce is shaped by those who understand and represent the people we serve. 

The Community Interview Panel is a clear example of how we’re embedding inclusion into our practices, creating pathways for underrepresented groups and building a service where everyone feels seen, heard, and empowered to thrive. 

At Humberside Fire and Rescue Service, we recognise that delivering equitable and responsive services begins with understanding the lived experiences, needs, and aspirations of the communities we serve. This priority focuses on deepening our insight and strengthening the ways we engage, particularly with those who are often underrepresented or marginalised. 

Across the Service, teams regularly take part in community events, engaging with a wide range of groups through fire safety education, careers advice, and interactive activities. These events help build trust, raise awareness, and ensure our messaging is accessible and relevant to all. 

We also work closely with local organisations and forums to better understand emerging needs and identify opportunities for partnership. This collaborative approach enables us to tailor our services and referral pathways to meet the diverse needs of our communities. 

To support inclusive communication, staff use translated materials and digital tools to overcome language barriers, ensuring everyone can access vital safety information. Our engagement with children and young people has also been adapted to be inclusive of additional needs, helping to raise aspirations and remove barriers. 

By listening actively and engaging meaningfully, we continue to build stronger relationships and deliver services that reflect the voices of all our communities. 

Case Study: Building Trust Through Culturally Relevant Engagement 

As part of our commitment to deepening its understanding of diverse communities, our teams continue to engage with underrepresented groups through culturally significant events. One standout example is the Service’s ongoing involvement in the Asia Cup Cricket Tournament, which brings together communities from Bangladesh, Afghanistan, Pakistan and India. 

By attending this event annually, HFRS has built strong relationships with communities that may face barriers to accessing public services due to language, cultural differences, or historic mistrust. The team’s presence, through a dedicated stall offering fire safety advice and careers information, has enabled open conversations, increased visibility and promoted trust. 

This approach reflects a shift from traditional outreach to community, led engagement, where HFRS listens, learns and adapts its messaging to meet the needs of those it serves. It also supports the wider priority of identifying and addressing risks linked to multiple disadvantages and discrimination.