The following sections provide an overview of progress made against our EDI priorities, the outcomes achieved to date, and the actions planned to build on this progress in the coming year.
Educate staff and managers on creating an inclusive, equitable environment, and accessing available support routes.
| Progress | Impact | Next Steps |
|---|---|---|
| During the year, we continued to strengthen our focus on creating a safe, fair and engaged workplace by increasing opportunities for managers and employees to develop their understanding of inclusion, equity and belonging. This included targeted leadership development activity aimed at supporting managers to foster inclusive team cultures, recognise barriers to participation, and promote psychologically safe working environments. This period also saw the introduction of Thriving Together Workshops, an interactive staff engagement programme delivered through watch and team visits. The workshops use facilitated discussion, practical activities and real-life scenarios to encourage meaningful conversations about EDI, challenge misconceptions and support greater understanding of different perspectives. The programme has been designed to help employees identify practical actions that contribute to inclusive, respectful and supportive team environments. | These initiatives have increased awareness and understanding among staff and managers of their role in creating inclusive and equitable working environments. Face-to-face delivery has provided valuable opportunities for direct engagement, enabling open discussion, constructive challenge and the exploration of different perspectives in a supportive setting. Delivering workshops and engagement sessions through watches and teams has also helped strengthen connections between employees and organisational EDI activity, increasing visibility of available support, improving access to information and creating further opportunities for staff to raise questions, share experiences and continue conversations beyond the sessions themselves. | Humberside Police have agreed to promote their monthly EDI awareness sessions to our staff, helping to broaden our educational offering. A new educational resource on reasonable adjustments is also being developed to further improve understanding of accessibility across the Service – containing NFCC best practice guidance and lived experiences from within the service. |
Promote health equity initiatives and inclusive work practices, considering the needs of diverse staff groups and protected characteristics.
| Progress | Impact | Next Steps |
|---|---|---|
| The Neurodiversity Working Group has continued to develop as an employee-led forum, providing opportunities for neurodivergent staff and allies to share experiences, identify areas for improvement and contribute to discussions on workplace inclusion. The group plays an important role in informing organisational understanding of neurodiversity and supporting the ongoing development of inclusive practices. The Service has also introduced a network of Wellbeing Ambassadors to provide a peer-led approach to promoting wellbeing across the organisation. Ambassadors have been established to help raise awareness of wellbeing resources, encourage positive conversations around mental health and wellbeing, and support the delivery of wellbeing initiatives within teams and departments. | The Neurodiversity Working Group has strengthened opportunities for neurodivergent employees to share their experiences and contribute to discussions on workplace inclusion. This has helped increase organisational awareness of neurodiversity-related issues, informed the development of inclusive practices, and supported the identification of barriers that may affect employees' experiences at work. The introduction of Wellbeing Ambassadors has increased the visibility of wellbeing support across the organisation and created additional opportunities for peer-to-peer conversations about mental health and wellbeing. The initiative has contributed to a more open and supportive workplace culture by encouraging engagement with wellbeing activities and promoting awareness of the support and resources available to employees. | A new educational piece is being created around chronic illness, to help educate managers on common chronic illnesses and to empower staff members to seek support where needed. |
Engage with diverse community leaders and local partners to improve community engagement and reduce risks for disadvantaged groups.
| Progress | Impact | Next Steps |
|---|---|---|
| Throughout the year, operational crews and staff continued to engage with a wide range of community groups, leaders and partner organisations to strengthen relationships, increase understanding of local needs and support prevention activity. Engagement took place through a variety of community events and initiatives, including White Ribbon events, interfaith events, Pride celebrations, Additional Needs Christmas Lunches, events supporting vulnerable community members, station open days, remembrance events, school and youth group visits, and fire safety sessions delivered in partnership with local charities. This activity has provided opportunities for the Service to engage with diverse communities, strengthen existing partnerships, and ensure fire safety and prevention messaging is delivered in a way that is relevant and accessible to different groups across the communities we serve. | Attendance at a wide range of community engagement events has strengthened relationships with local communities, community leaders and partner organisations, providing valuable opportunities to engage with people from a range of backgrounds and experiences. These interactions have helped increase the visibility of the Service within diverse communities and supported the delivery of prevention and safety messages to groups that may not routinely engage with the Fire and Rescue Service. Engagement activity has also enhanced understanding of community needs and potential barriers to accessing support and safety information. Feedback from events indicates that communities value these opportunities to engage with the Service, helping to build trust, encourage dialogue and support greater awareness of fire safety and prevention services. | Continue to make connections with faith and community leaders, local charities, and other partnering organisations to ensure we reach as much of our local community as possible with our vital work. |