The LGA is committed to helping reform fire service culture
Recent media reports and His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services’ (HMICFRS) spotlight report into values and culture in the fire service have highlighted some truly shocking and unacceptable behaviour.
The inspectorate’s report outlined inappropriate behaviour such as bullying, harassment and discrimination towards both service staff and members of the public in all services, to varying degrees.
While the majority of fire and rescue staff act with integrity and are held in high regard by the public for their hard work saving lives and preventing fires, it is clear that much more needs to be done urgently to improve the working culture in the service.
Everyone has the right to be treated with dignity and respect at work and to feel safe. There is simply no place for this kind of behaviour in our society and in our fire and rescue services.
HMICFRS has repeatedly found examples of poor values, culture and behaviour since starting inspections in 2018.
Its latest report highlighted how subcultures within some services can leave staff feeling the need to conform to certain behaviours and thinking, reducing their ability to challenge inappropriate behaviour.
HMICFRS also reported that a lack of workforce diversity inhibits the ability to tackle culture issues.
However, it said recruitment should not be the only focus of action. Further training is needed alongside changes to background checks, as well as ensuring that processes are trusted by staff to raise concerns.
HMICFRS stated that leadership that is visible, transparent and fair is key to creating a positive culture.
The report’s 35 recommendations focus on areas such as how employees can raise concerns regarding behaviour; background checks for those joining; misconduct handling; the leadership of the sector including management and leadership training; the recording and use of diversity data; and improving diversity.
Some recommendations are aimed at fire and rescue services themselves and others at national organisations including the Home Office, National Fire Chiefs Council (NFCC) and the LGA.
Ensuring that we have an inclusive and welcoming culture in the fire and rescue service is a priority for the LGA.
Working alongside the NFCC and the Association of Police and Crime Commissioners, we produced a ‘Core Code of Ethics’ in May 2021 to help establish a common approach towards ethical behaviour within the fire and rescue service.
The code was developed alongside guidance to support its implementation, and the Fire Standards Board, on which the LGA sits, developed a ‘Code of Ethics Fire Standard’ to support services in using the code.
Our work with the NFCC and the National Employers (England) on ‘Fit for the Future’ – our shared view of ambitions for the future of the service – cites leadership, people and culture as some of the key pillars for improving our sector.
We will work with partners to help fire and rescue authorities act on HMICFRS’ recommendations and embed the ‘Core Code of Ethics’, so staff feel able to speak out, raise any concerns they have and get the support they need. We will also assist authorities in delivering the improvement strategies they developed as a result of the work of the National Joint Council for Local Authority Fire and Rescue Service’s Inclusive Fire Service Group.
We recognise that we need to improve the fire service’s culture and are committed to working with partners on these issues.
