GMFRS serves one of the most culturally diverse areas in the UK with a proud history of embracing diversity.
GMFRS has pledged to create an inclusive culture where people can bring their whole self to work. Inclusion is central to our organisation’s way of working, embedded in all behaviours, cultures and practices.
We are working towards a truly diverse workforce that reflects all our communities. We value, respect and embrace difference, and are enabling everyone to recognise the benefits that equality, diversity and inclusion bring to our Service. GMFRS aspires to be an employer of choice for people, and improving safety across all our communities.
To help the organisation meet is statutory and ethical obligations, GMFRS has an Equality, Diversity and Inclusion Working Group which is open to all employees. This group acts as a voice for the workforce and gives colleagues the opportunity to play a role in equality, diversity and inclusion activity.
Colleagues are also are encouraged to sign the inclusivity pledge to show their commitment to championing equality, diversity and inclusion in the workplace and beyond.
We also have a number of staff networks that colleagues and allies are encouraged to join. Staff Networks aim to provide support for staff, to promote a diverse and inclusive workplace and provide a voice for staff on issues covered by the Equality Act 2010.
The Staff Networks include:
Rainbow Staff Network for employees who identify as: Lesbian, Gay, Bi, Trans, Queer and Questioning, Intersex. Ace+.
RISE Staff Network for employees supporting race and faith equality in the workplace.
GM Women’s Success and Support staff network for all Women and Allies in the workplace.
Dis-Ability Employee Staff Network for employees supporting equal access in the workplace for physical and hidden Dis-abilities.
EDI Single Point of Contact (SPOC) for members who are active allies, shaping equality across the service.
Greater Manchester Fire and Rescue Service is an Equal Opportunities Employer and we positively welcome expressions of interests from all candidates regardless of age, disability, Trans status and Non-binary identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
It is important to us that we attract and recruit candidates who demonstrate the very best skills and behaviours that we require in a modern Firefighter. Our ambition is to attract and retain members of the Greater Manchester community, who may not see a role in Fire Service as an achievable career option due to unseen barriers, through Positive Action.
Our key focus for 2019–2022 will be on attracting and encouraging those from diverse groups that are currently under-represented in our workforce including women and members of the BAME and LGBT communities.
Positive Action enables us to target our advertising campaigns and activity to encourage applications from Groups (defined by the Equality Act 2010) that are Under Represented in our workplace. Positive action is legal and is used widely across the Fire and Rescue Industry.
Positive Action is NOT Positive Discrimination. Positive Discrimination is unlawful in the UK and gives candidates an unfair advantage in the recruitment process. For example, an employer appointing a person because they have a relevant protected characteristic rather than because they are the best candidate would be committing discrimination under the Equality Act 2010.
We value, respect and embrace difference, for all our employees, volunteers and young people. Enabling everyone to recognise the benefits that equality, diversity and inclusion bring to our Service.
Defence and Armed Forces Community
We’re proud to support and employ reservists, armed forces veterans (including the wounded, injured and sick), cadet instructors, and military spouses/partners.
In national recognition of our commitment to the Defence and Armed Forces community, GMFRS has been awarded the Armed Forces Covenant Employer Recognition Scheme Bronze Award.