Why aren’t you holding taster days for ‘white males’?
We are. Four mixed taster days will be held during September and October.
Due to potential relaxation of COVID-19 measures, there may be opportunity for more people to attend, as such no specific dates have been agreed.
As you can imagine, these events are hugely popular and we want to ensure maximum attendance and as unrepresented groups are generally more limited, these have been launched as a priority.
If you would like to attend please email enquiries@shropshirefire.gov.uk to express your interest.
What is positive action?
Positive action is one of the Government’s range of measures aimed at ending discrimination in the workplace under the Equality Act 2010. It can be used in two areas: ‘encouragement and training’.
It means actions can be taken to actively encourage under-represented groups to overcome disadvantages in competing with other applicants.
For example, the Service has a low rate of applications from women and people from Black, Asian and ethnic minority backgrounds for operational posts - Wholetime firefighters are currently 6%, women 4% Black, 0.3% Asian or Minority Ethnic and 0.5% LGBTQ.
In order to improve this, initiatives, such as taster days can be organised.
You just have a quota for certain people and make allowances to hit those figures.
This is incorrect. The Government has set an ambition for the fire service and other public sector organisation, to be reflective of the communities they serve.
Setting a quota to recruit a specific number of people from a protected characteristic such as Black, Asian and minority ethnic groups, women or people who are LGBTQ is positive discrimination and is illegal.
All our physical and written tests are standardised, auditable, and transparent making sure we employ the best person for the role regardless of race or gender or sexual preference.
Why is positive action needed?
The concept of positive action was considered necessary, because some discrimination is so entrenched that merely prohibiting it is insufficient.
It’s just one things as employers we do to address disproportionate representation amongst our workforce.
Why do you need positive action for recruitment?
Positive action in relation to recruitment often generates misinformed responses for example: ‘white men can’t apply’.
The taster days are not part of the recruitment process, positive action is being used to encourage participation from certain groups that would not normally apply to meet our teams, ask questions and learn about the role of a firefighter. Attendance at these events does not give any advantage at the recruitment stages.
You are choosing people because you need more Black, Asian and minority ethnic people to apply to get your quota.
Taster days are not part of the recruitment process. When the process does start, applicants are considered on individual merit and selection for interview and appointment is based strictly on the agreed selection criteria, anything else would be unlawful.
Why are you holding special events for certain groups?
These taster days are NOT about recruiting, testing or interviewing, they are for certain groups to ask specific questions. For example, women may not initially feel comfortable doing physical tests in front of men. The taster day will help them understand what the tests are and help them decide if they are right for them.
Isn’t this just a tick box exercise for equality?
No. SFRS is committed to employing a diverse workforce and the taster sessions support the Service’s commitment to equality, diversity, and inclusion along with ‘Voices’ groups to champion the views of different groups within the Service.
Shouldn't everybody get the same opportunity?
Everybody does get the opportunity. A person's colour or sex does not matter and recruitment is always based on the person most capable. Attending a taster day doesn’t mean you have an advantage and it is not a guarantee of entry to the recruitment process.
Mixed taster day dates will be issued soon and are being held in September and October.
You are favouring people with certain characteristics over others.
This is untrue. The best candidate is chosen based on their ability to perform the job.
Positive action can be evoked if we are faced with two candidates who are “as qualified as” each other. The principal of selection on merit remains key to recruitment or promotion decisions.
