Public Sector Equality Duty Information April 2021-March 2022

This report supports the summary report provided to explain how we are showing consideration for the aims of the Equality Act 2010, you can find out more about the Public Sector Duty and its purpose here.

In 2022, we reviewed our existing Equality Objectives and developed new ones which will help us to progress the three aims of the Equality Duty at Derbyshire Fire and Rescue Service. Our new objectives were created in consultation with the workforce, our Inclusion & Equality Forum, and the wider community. They are closely aligned to our Service priorities and aim to embed Equality, Diversity, and Inclusion across all areas of work.

We will consult and report on the progress towards these objectives at the following meetings:

Consultation

• Independent Community Inclusion Board
• Prevention & Inclusion tactical meetings
• Enabling board

Assurance

• Inclusion & Equality Forum
• People Board
• Service Delivery Board
• The Fire Authority

The data used in this report has been collated by the data management team, our fair processing notice explains in more detail how we collect, protect and use data in the service. If you have any questions about data use in general, please get in touch with the team by visiting our freedom of information page.

Information published in this report is in accordance with the Data Protection Act 1998 and does not include data that can identify individuals. Information on fewer than ten people is not published – where it is known that information can be indirectly calculated, then linked information is also adapted into grouped data so that confidentiality can be maintained.

Where exact numbers have not been published in this report, it can be assumed that the cohorts relate to less than 20 individuals (unless otherwise stated). Therefore, when making or referencing any analysis please consider the volatility of the data and wide thresholds for significance of any disproportionality when working with such low numbers. We have marked these data points with an asterisk (*) to note caution. This can be mitigated somewhat by cross-referencing against the three-year average scores and reviewing whether a group is affected disproportionately across all fatalities, casualties or involved persons data. Where a group appears to be at risk in only one incident type and severity list, but this does not correlate to longer term trends, we will monitor and gain information to identify whether it is an emerging risk or an isolated group of events (not an ongoing pattern/trend).

There may be information where analyses are delegitimised due to missing data points, this is clarified in the specific objective relating to data quality. There may also be small differences when comparing totals due to independent rounding. Footnotes will be used to provide context for data that requires further explanation. The next sections of the report provide details from which our summary and actions have been formed.

Where possible, we have not grouped all minority groups together (e.g., we have explicitly shown the data on Black, Asian, Mixed, Other and White Other separately and we have also separated the overall numbers of Lesbian, Gay and Bisexual data sets). In some parts of this report, it has been necessary to highlight a shared disproportionality among the minority groups and provide large enough data sets to show significance. This report does not provide details of what actions will be taken, this will be published in the summary report and the equality objective action plans. Due to the current low representation numbers, this report has not provided data on the number of individuals who identify as trans or having a trans history, to protect their confidentiality.

We will update this information annually and publish it on our external website, intranet and provide accessible copies or translations on request. If you would like to request a copy in a different format or have any further questions about this report, please email DFRSInclusion@derbys-fire.gov.uk.

We will improve our understanding of all our communities to keep them safe from fire and other emergencies.

FIRE

Fatalities:

Total fatalities this year from fire incidents have reduced compared to the three-year average (4 fatalities in total compared to the average of 7.0)

Over the last 3 years there have been 21 fatalities from a fire incident, with some groups disproportionately affected compared to the population demographic¹:

• Male* (76% of fatalities – x 1.6 more likely).
• Those aged 40-59* (35% of fatalities – x 1.3 more likely).
• Those aged 60-79* (29% of fatalities – x 1.4 more likely).
• Those aged 80+* (13% of fatalities – x 2.6 more likely).
• Those from an ethnic minority (12% of fatalities – x 1.3 more likely).

Key points from this year (Apr 2021- Mar 2022):

• Male* fire fatalities continue to be above the representation of the county this year compared to the population.
• The number of fatalities in all groups has reduced compared to the 3yr average, except for those aged 60-79*.
• Fire fatalities of those aged 60-79* continue to be above the representation of the county compared to the representation of the population.
• All fire fatalities for this year were from a White British* background.

¹We have used the 2010 Census data when comparing population rates against incident rates, when the 2021 Census is released we will provide an update on comparisons. This is likely to impact on the disproportionality rates noted in this report throughout.

Injuries (requiring hospitalisation):

Total injuries relating to fire this year have reduced compared to the three-year average (38 injuries vs. the average of 49.3).

Over the last 3 years there have been 148 injuries from a fire incident, with some groups disproportionately affected:

• Male (57% of injuries – x 1.2 more likely).
• Those aged 60-79* (23% of injuries – x 1.1 more likely).
• Those aged 80+* (14% of injuries – x 2.8 more likely).
• Those from an Ethnic Minority* (14% of injuries – x 1.5 more likely).

Key points from this past year (Apr 2021- Mar 2022):

• The number of injuries relating to fire in all groups has reduced compared to the 3yr average, except for those aged 6 – 17* and those aged 60-79*. The number of injuries for those aged 80+* has remained consistent.
• Male* injuries continue to be above the representation of the county at 58% vs. the population of 49%.
• Injuries of those aged 60-79* continue to be above the representation of the county at 29% vs. the population of 21%.
• Injuries of those aged 80+* continue to be above the representation of the county at 18% vs. the population of 5%.
• This year, injuries of those from an Ethnic Minority* background were above the representation of the county at 16% vs. the population of 9.2%.

Fire incidents requiring first aid (or precautionary checks):

Total first aid incidents relating to fire this year have reduced compared to the three-year average (53 in total compared to the average of 69.7).

Over the last 3 years there have been 209 incidents requiring first aid relating to fire, with some groups disproportionately affected:

• Male (57% of incidents – x 1.2 more likely)
• Those aged 18-39* (33% of incidents – x 1.3 more likely)
• Those aged 80+* (13% of incidents – x 2.6 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of incidents in all groups has reduced compared to the 3yr average, except for those aged 6 – 17* and those aged 80+*.
• Male incidents continue to be above the representation of the county (32 injuries) at 60% vs. the population of 49% and this disproportionality has increased compared to the average of 57%.
• Incidents involving those aged 80+* continues to be above the representation of the county at 17% compared to 5% and this disproportionality has increased vs. the average of 13%.
• This year, incidents of those aged 60-79* were above the representation of the county at 25% vs. the population of 21%

Incidents requiring rescue only relating to fire:

Total incidents requiring rescue relating to fire this year have reduced compared to the three-year average (11 vs. the average of 13.7)

Over the last 3 years there have been 41 incidents requiring rescue relating to fire, with some groups disproportionately affected:

• Male (63% of incidents – x 1.3 more likely)
• Those aged 40-59* (34% of incidents – x 1.3 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of incidents in all groups has reduced compared to the 3yr average, except for those aged 6 – 17*.
• The number of incidents for females* and those aged 18-39* has stayed consistent with the three-year average.
• Male* incidents continue to be above the representation of the county at 55% vs. the population of 49% but this disproportionality has decreased compared to the average of 63%.
• This year, incidents of those aged 18-39* were above the representation of the county at 27% vs. the population of 26%
• This year, incidents of those aged 80+* were above the representation of the county at 18% vs. the population of 5%

ROAD TRAFFIC COLLISIONS (RTC) ATTENDED BY DFRS

Fatalities:

Total fatalities from road traffic collisions (RTCs) which were attended by Derbyshire Fire and Rescue Service this year have increased compared to the three-year average (15 fatalities vs. the average of 14.0).

Over the last 3 years there have been 42 fatalities from an RTC, with some groups disproportionately affected:

• Male (71% of fatalities – x 1.4 more likely)
• Those aged 18-39* (36% of fatalities – x 1.4 more likely)
• Those aged 60-79* (26% of fatalities – x 1.2 more likely)
• Those aged 80+* (7% of fatalities – x 1.4 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of fatalities in many groups has increased compared to the 3yr average; for Male*, those aged 6-17*, those aged 18-39* and White British*. The number of Ethnic Minority* fatalities has stayed consistent.
• Male* fatalities continue to be above the representation of the county at 80% vs. the 49% population, and this disproportionality has increased compared to the average of 71%.
• Fatalities of those aged 18-39* continue to be above the representation of the county at 47% vs. the population of 26%, and this disproportionality has increased vs. the average of 36%.
• Despite the number of fatalities for those aged 60-79* reducing, it continues to be above the representation of the county at 27% vs. the population of 21%, and this disproportionality has increased vs. the average of 26%.

Injuries (requiring hospitalisation) relating to RTCs:

Total injuries requiring hospitalisation relating to RTCs which were attended by Derbyshire Fire and Rescue Service this year has decreased compared to the three-year average (304 vs. the average of 322.2)

Over the last 3 years there have been 967 injuries from an RTC, with some groups disproportionately affected:

• Male (61% of injuries – x 1.2 more likely)
• Those aged 18-39 (40% of injuries – x 1.5 more likely)
• Those from an Ethnic Minority (12% of injuries – x 1.3 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of injuries in some groups has increased compared to the 3yr average; for Male (196 vs. average of 191.7), those aged 18-39 (131 vs. average of 126.3) and those aged 40-59 (90 vs. average of 82.0).
• Male injuries continue to be above the representation of the county (196 injuries) at 64% vs. the 49% population, and this disproportionality has increased vs. the average of 61%.
• Injuries of those aged 18-39 continue to be above the representation of the county (131 injuries) at 43% vs. the population of 26%, and this disproportionality has increased vs. the average of 40%.
• Despite the number of fatalities for those from an Ethnic Minority reducing, it continues to be above the representation of the county (36 injuries) at 12% vs. the population of 9.2%, and this disproportionality has remained consistent with the average of 12% also.

RTC incidents requiring first aid (or precautionary checks):

Total first aid incidents this year relating to RTCs which were attended by Derbyshire Fire and Rescue Service have reduced compared to the three-year average (115 in total compared to the average of 117.0)

Over the last 3 years there have been 351 incidents requiring first aid relating to an RTC, with some groups disproportionately affected:

• Male (58% of incidents – x 1.2 more likely)
• Those aged 18-39 (43% of incidents – x 1.7 more likely)
• Those from an Ethnic Minority (10% of incidents – x 1.1 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of incidents in some groups has increased vs. the 3yr average, specifically for Male (71 vs. average of 67.3), those aged 40 – 59 (33 vs. average of 30), those aged 60-79* and those from an Ethnic Minority*. The number of incidents involving those aged 6-17* has remained consistent with the average.
• Male incidents continue to be above the representation of the county (71 injuries) at 62% vs. the population of 49%, and this disproportionality has increased compared to the average of 58%.
• Incidents involving those aged 18-39 continues to be above the representation of the county (49 injuries) at 43% which is consistent with the average of 43%
• Incidents involving those from an Ethnic Minority* continue to be above the representation of the county at 10% which is consistent with the average of 10%.
• This year, incidents of those aged 40-59 (33 incidents) were above the representation of the county at 29% compared to the population of 27%

Incidents requiring rescue only involving an RTC:

Total incidents requiring rescue relating to RTCs which were attended by Derbyshire Fire & Rescue Service this year have increased compared to the three-year average (51 in total compared to the average of 49.7)

Over the last 3 years there have been 149 incidents requiring rescue relating to RTC, with some groups disproportionately affected:

• Those aged 18-39 (32% of incidents – x 1.2 more likely)
• Those aged 80+* (7% of incidents – 1.4% more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of incidents in some groups has increased compared to the 3yr average, specifically for Male (28 vs. average of 24.3), those aged 40-59, those aged 60-79, those aged 80+ and White British (45 vs. average of 41).
• Incidents of those aged 80+* continue to be above the representation of the county at 10% compared to the population of 5%
• This year, incidents of Male (28 incidents) were above the representation of the county at 55% compared to the population of 49%
• This year, incidents of those aged 40-59* were above the representation of the county at 29% compared to the population of 27%

OTHER EMERGENCY RESCUE INCIDENTS

Fatalities:

Total fatalities this year relating to other emergencies that Derbyshire Fire and Rescue Service have attended, has increased compared to the three-year average (35 fatalities in total compared to the average of 30.0)

Over the last 3 years there have been 90 fatalities from other emergencies, with some groups disproportionately affected:

• Male (86% of fatalities – x 1.8 more likely)
• Those aged 60-79 (27% of fatalities – x 1.3 more likely)
• Those aged 80+* (6% of fatalities – x 1.2 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of fatalities in some groups has increased compared to the 3yr average; for Male (30 vs. average of 25.3), Female*, those aged 6-17*, those aged 18-39*, those aged 40-59*, those aged 60-79*, Ethnic Minority* and White British (28 vs. the average of 22.3). The only group to have reduced in number are those aged 80+*.
• Male fatalities continue to be above the representation of the county (30 fatalities) at 86% vs. the 49% population, and this disproportionality has increased vs. the average of 84%.
• Fatalities of those aged 60-79* continue to be above the representation of the county at 26% vs. the population of 21%, but this disproportionality has increased vs. the average of 27%.
• This year, the number of fatalities for those aged 40-59 has risen to 34% which is above the population of 27% and an increase from the average of 25%.

Injuries (requiring hospitalisation) from other emergencies:

Total injuries requiring hospitalisation from other emergencies this year has increased compared to the three-year average (162 injuries in total compared to the average of 159.3)

Over the last 3 years there have been 478 injuries from other emergencies, with some groups disproportionately affected:

• Male (54% of injuries – x 1.1 more likely)
• Those aged 60-79 (28% of injuries – x 1.3 more likely)
• Those aged 80+ (22% of injuries – x 4.4 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of injuries in some groups has increased vs. the 3yr average; for Male (92 vs. the average of 85.3), those aged 6-17*, those aged 18-39 (33 vs. the average of 29.0) and those aged 40-59 (37 vs. the average of 35.0). The number of injuries for those aged 60-79 (44) and White British (141) has stayed the same.
• Male injuries continue to be above the representation of the county (92 injuries) at 57% vs. the 49% population, and this disproportionality has increased vs. the average of 54%.
• Injuries of those aged 60-79 continue to be above the representation of the county (44) at 27% vs. the population of 26%, but this disproportionality has decreased vs. the average of 28%.
• Injuries of those aged 80+ continue to be above the representation of the county (32) at 20% vs. the population of 5%, but this disproportionality has decreased vs. the average of 22%.

Other emergency incidents requiring first aid (or precautionary checks):

Total first aid incidents from other emergencies this year have increased vs. the three-year average (53 in total compared to the average of 46.3)

Over the last 3 years there have been 139 incidents requiring first aid relating to OTHER emergencies, with some groups disproportionately affected:

• Female (60% of incidents – x 1.2 more likely)
• Those aged 60-79 (29% of incidents – x 1.4 more likely)
• Those aged 80+ (27% of incidents – x 5.4 more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of incidents in nearly all groups has increased compared to the 3yr average, specifically for Female (36 vs. the average of 28.0), those aged 6 – 17*, those aged 18-39*, those aged 40-59*, those who are 80+*, those from an Ethnic Minority* and White British (43 vs. average of 34.7).
• Female incidents continue to be above the representation of the county (36 injuries) at 68% vs. the population of 51% and this disproportionality has increased vs. the average of 60%.
• Incidents involving those aged 60-79* continues to be above the representation of the county at 23% vs. the population of 21%, but this disproportionality has reduced from the average of 29%.
• Incidents involving those aged 80+* continues to be above the representation of the county at 28% vs. the population of 5%, and this disproportionality has increased vs. the average of 27%.

Other incidents requiring rescue only:

Total incidents requiring rescue relating to other emergencies this year have increased compared to the three-year average (435 in total compared to the average of 360.7)

Over the last 3 years there have been 1,082 incidents requiring rescue relating to OTHER emergencies, with some groups disproportionately affected:

• Female (52% of incidents – x 1.02 more likely)
• Those aged 80+ (14% of incidents – 2.8% more likely)

Key points from this past year (Apr 2021- Mar 2022):

• The number of incidents in all groups has increased compared to the 3yr average, except for those aged 40-59 (56 vs. average of 56.3). The increases are Male (210 vs. average 174.7), Female (225 vs. average 186.0), those aged 6-17 (79 vs. average 48.7), those aged 18-39 (66 vs. average of 56.3), those aged 60-79 (78 vs. average 62.7), those aged 80+ (56 vs. average 49.7), Ethnic Minority (28 vs. average of 27), White British (348 vs. average 283.7)
• Incidents of Females continue to be above the representation of the county (225) at 52% which remains consistent with the average.
• Incidents of those aged 80+ continue to be above the representation of the county (56 incidents) at 13% vs. the population of 5%, but this disproportionality has reduced from 14%.
• This year, incidents of those aged 6-17 (79) were above the representation of the county at 18% vs. the population of 14%

We will improve our understanding of our workforce and create an environment where all can achieve.

The Cultural Survey

Participation rate

The participation rate shows the proportion of groups in the workforce that completed the cultural survey.

The overall participation rate in our 2022 cultural survey was 73%, an increase of 19% compared to 2019.

The participation rate of some groups is lower compared to the participation rate overall (73%):

• those who identified from an ethnic minority background had a participation rate of 47% (< 20 people)
• those who identified as having a disability/disabled had a participation rate of 60% (< 20 people)
• those aged 55 and over had a participation rate of 70% (53 people)
• the male participation rate was slightly lower than the female rate at 72% (479 people)

Engagement score

The engagement score is taken from the responses, based of five key areas (Pride, Longevity, Endeavor, Advocacy, Care) and seeks to broadly measure how ‘engaged’ or ‘aligned’ the workforce is with the organisation.

The engagement score for the 2022 cultural survey was 89% which is an increase of 1% compared to 2019 and 11% higher compared to other sectors and services.

The engagement score was lower for some groups compared to the overall score:

• Those who identified as having a disability/disabled (< 20 people) had an engagement score of 68% and cited the promotion process, being able to be your true self at work and getting the training/development needed as areas for improvement
• Those aged 55 and over (53 people) had an engagement score of 70% and cited that trust in Leadership was an area for improvement
• Those aged 45-54 (185 people) had an engagement score of 85% and cited behaviour that represents the core values as an area for improvement
• The female respondents’ (161 people) engagement score was slightly lower at 87% and cited leaders showing and maintaining core values and the job making the best use of their skills and abilities as areas for improvement

The overall engagement score was above the average for the groups below, but there were some questions that scored significantly lower than average:

• Respondents who identified from an ethnic minority background (< 20) had a higher-than-average overall responses but were 7-11 percentage points lower on the score for the behaviour of people at DFRS demonstrating core values, getting the training and development needed and having opportunities to learn and develop at work.
• All religious/faith groups had a higher-than-average overall responses,
• and those who identified as Christian (197) gave broadly similar responses, but the collective group who identified as Buddhist/Hindu/Muslim/Sikh/Other (< 20) were 17 percentage points lower than overall when responding to the question that we are good at sharing knowledge, skills, and experience across the service.
• Respondents who identified as LGB (< 20) had a higher-than-average overall response but were 10 percentage points lower when answering whether if they were to make a mistake, their manager would be supportive in helping learn from it.

We will improve the representation of the workforce to reflect the community we serve; to provide the diversity of thought, skills, and experiences required to make everyone in Derbyshire safer.

Gender

Overall

Below is a table that shows the representation by gender of the overall workforce in the last three years.

Gender	2022		2021		2020
Male	74.9%	637	76.6%	663	77.8%	650
Female	25.1%	214	23.4%	203	22.2%	186

• The representation of females in the workforce overall continues to be below the population of 51%, but this disproportionality is reducing.

Ratio of leavers and starters

The below table provides the number of starters and leavers for the under-represented group of females. The rate of change relates to the proportion of females that are starting/leaving compared to the existing proportion in the workforce that year.

Starters	2022	2021	2020
Female	32	28	40
Rate of change (female)	1.8	1.4	1.8

 

Leavers	2022	2021	2020
Female	25	<20	32
Rate of change (female)	1.1	0.6	1.4

• Compared to the existing workforce, the rate of females entering the workforce is consistently higher. For both the year 2020 and 2022, the rate of females leaving the workforce is disproportionately higher vs. the current representation.

Maternity leave

The table below demonstrates the number of people who have left their role within three months of their maternity leave ending, and the number who have returned to their role and continued in employment.

Maternity leave	2022	2021	2020
Left within less than 3 months of maternity leave ending	>5	0	0
Returned to work	>5	>5	>5

• In 2022, there was an increase for the first time of individuals leaving their role within three months of their leave ending.

Role types

Below the table demonstrates a breakdown by gender of different roles within the service, over the last three years.

Employment	2022 %	2022 Count	2021 %	2021 Count	2020 %	2020 Count
Control Male	17.1%	<10	23.7%	>10	23.7%	<10
Retained Male	92.0%	321	93.3%	320	94.7%	302
Support Male	37.2%	68	36.4%	67	37.9%	66
Wholetime Male	87.6%	303	89.6%	326	90.5%	314
Control Female	82.9%	34	76.3%	29	77.5%	31
Retained Female	8.0%	28	6.7%	23	5.3%	<20
Support Female	62.8%	115	63.6%	117	62.1%	108
Wholetime Female	12.4%	43	10.4%	38	9.5%	33

• The representation of female retained Firefighters (8.0%) continues to be below the population of 51%, but this disproportionality is reducing.
• The representation of female wholetime Firefighters (12.4%) continues to be below the population of 51%, but this disproportionality is reducing.
• The representation of males in the control room department (17.1%) continues to be below the population of 49%, and this disproportionality is increasing.
• The representation of males in support roles (37.2%) continues to be below the population of 49%, and this disproportionality is broadly the same vs. the three-year average.

Progression

The table below shows what proportion of male and female employees have a management role, in both operational and non-operational roles, over the last three years.

Manager status	2022  Female	2022  Male	2021  Female	2021  Male	2020  Female	2020 Male
Non-Ops	66.5%	33.5%	65.8%	34.2%	65.0%	35.0%
Manager	29.5%	16.0%	28.1%	19.7%	24.5%	18.7%
Not Manager	70.5%	84.0%	71.9%	80.3%	75.5%	80.3%
Ops	10.3%	89.7%	8.8%	91.2%	7.7%	92.3%
Manager	16.9%	38.2%	17.5%	36.5%	22.9%	36.7%
Not Manager	83.1%	61.8%	82.5%	63.5%	77.1%	63.3%

• The representation of male managers in non-operational roles (16% of males who are non-operational) is reducing and remains disproportionate compared to the proportion of female managers (29.5% of females who are non-operational).
• The representation of female managers in operational roles (16.9% of females who are operational) is reducing and remains disproportionate vs. the proportion of male managers (38.2% of males who are operational).

Operational progression

The table below shows the male and female representation at each rank of operational management, over the last three years.

Rank	2020 Female	2022 Male	2021 Female	2021 Male	2020 Female	2020 Male
AM		6		6	<5	6
GM		8		9		8
SM	<5	21	< 5	22	< 5	17
WM	11.9%	88.1%	15.1%	84.9%	14.0%	86.0%
CM	11.6%	88.4%	7.6%	92.4%	6.0%	94.0%
FF	17.1%	82.9%	14.3%	88.3%	13.3%	86.7%

• The proportion of female firefighters consistently increases each year, there has been an increase in female Crew Managers (11.6%), but female Watch Managers (11.9%) have decreased over three years. There is also no visible sign of any change in female representation for Station managers, and currently there are no female Group managers or Area managers.

Age

Overall

The below table shows the proportion of groups in workforce in different age groups, over the last three years.

Age	2022	2021	2020
17-24	5.9%	5.8%	6.0%
25-34	23.4%	23.0%	23.8%
35-44	33.5%	32.9%	34.1%
45-54	27.8%	27.4%	28.3%
55-64	9.0%	8.9%	9.2%
65+	<5	<5	<5
	851	866	836

• The proportion of the workforce from different age groups remains broadly similar, with a slight increase in the younger age bands.

Ratio of leavers and starters

The below table shows the rate of change relates to the proportion of different age groups that are starting/leaving compared to the existing proportion in the workforce that year, over the last three years.

Leavers	2022	2021	2020	Starters	2022	2021	2020
17-24	1.09	2.52	0.96	17-24	4.49	4.28	3.64
25-34	0.73	1.42	0.72	25-34	1.60	1.79	1.33
35-44	0.41	0.55	0.56	35-44	0.66	0.75	0.72
45-54	1.07	0.93	1.08	45-54	0.30	0.26	0.42
55-64	2.82	1.02	2.79	55-64	0.46	0.26	1.07
65+				65+

• The proportion of starters from younger age groups is higher than the current workforce representation. Since the pandemic, there has been an increase in the number of leavers and this in turn may increase the representation of those under 35 at a higher rate than currently, if the disproportionality of starters being from younger age groups continues.
• The proportion of those leaving from older age groups was higher in 2019-20, however in recent years there has been a disproportionate number of leavers from those aged 17-24 as well as those 55 and over.

Role

The below table shows the proportion of different age groups across different role groups in the workforce, over the past three years.

2022	Control	Support	Retained	Wholetime
17-24	9.8%	3.3%	8.0%	4.6%
25-34	19.5%	12.0%	31.8%	22.8%
35-44	31.7%	23.5%	34.4%	39.0%
45-54	26.8%	34.4%	20.1%	31.2%
55-64	12.2%	25.1%	5.7%	2.3%
65+		1.6%

• The support roles have lower representation for those aged below 35 compared to control, wholetime and retained roles.
• Support roles also have the highest representation for those aged 45 and over.
• The retained firefighter crews have higher representation for those under 35 compared to the Wholetime firefighter crews.

Ethnicity

Overall

The below table shows the proportion of different ethnic groups, in relation to the population demographic (based on the 2010 Census data), over the past three years.

Ethnicity	Population	2022	2021	2020
White British	90.80%	96.3%	96.2%	96.0%
Mixed	1.40%	0.9%	1.0%	1.0%
Black or Black British	1.00%	0.1%	0.0%	0.0%
Asian/British Asian	3.90%	1.1%	1.1%	1.1%
Other White background	2.50%	1.4%	1.6%	1.6%
Other Ethnic minority background	0.40%	0.2%	0.2%	0.3%
PNS	0.00%	1.3%	1.3%	1.3%
Not stated	0.00%	3.5%	2.5%	3.1%
TOTAL	100%	100%	100.0%	100.0%

• The representation of all groups other than White British continue to be below the population of Derbyshire (including Derby).
• While the representation of those who identify as Black/Black British has increased slightly, Asian/British Asian has remained the same and Other White/Other Ethnic Minority representation has decreased.
• In terms of data quality, those who prefer not to say has remained at 3.5% and the proportion of those who have not stated has increased.

 

Leavers	2022	2021	2020	Starters	2022	2021	2020
White British	1.0	0.9	1.0		0.9	1.0	1.0
Ethnic Minority background	1.5	1.0	1.2		1.2	0.6	2.1
Prefer not to say	0.8	1.4	0.7		1.1	0.9	1.5
Not stated	0.6	2.8	0.9		3.5	0.0	0.0

• For two of the past three years, the rate of those starting in the organisation has been above the proportion of the existing workforce.
• In 2022, those who did not state their ethnicity rose above the existing proportion in the workforce. For two of the past three years, those who prefer not to say was above the existing proportion in the workforce.
• Over the past three years, those from an ethnic minority background have left at a higher rate compared to the proportion in the existing workforce.

Progression

The tables below show what proportion of the workforce who identify as an Ethnic Minority (Black, Asian, Mixed ethnicity, Other White, or Other Ethnic Background) or White British have a management role, in both operational and non-operational roles, over the last three years.

2022

Manager status	Ethnic Minority background Count	Ethnic Minority background %	White British  Count	White British  %	Not stated	Prefer not to say
Non-Ops	>10	3.7%	294	91.3%	16
Manager	<5	33.3%	49	16.7%	<5	< 5
Not Manager	>5	66.7%	145	49.3%	>10	< 5
Ops	<20	2.8%	592	93.5%	<15	<10
Manager	<5	22.2%	217	36.7%	<5	< 5
Not Manager	>10	77.8%	375	63.3%	>10	< 5

2021

Manager status	Ethnic Minority background Count	Ethnic Minority background %	White British  Count	White British  %	Not stated	Prefer not to say
Non-Ops	<20	6.3%	197	89.1%	<10	< 5
Manager	< 5	28.6%	49	24.9%	< 5	< 5
Not Manager	> 10	71.4%	148	75.1%	> 5
Ops	<20	2.8%	608	93.8%	<20	<10
Manager	< 5	22.2%	215	35.4%	< 5	< 5
Not Manager	> 10	77.8%	393	64.6%	> 10	> 5

2020

Manager status	Ethnic Minority background Count	Ethnic Minority background %	White British  Count	White British  %	Not stated	Prefer not to say
Non-Ops	<20	7.5%	185	87.3%	<15	< 5
Manager	<5	31.3%	40	21.6%	< 5	< 5
Not Manager	>10	68.8%	145	78.4%	>10	< 5
Ops	<20	2.8%	585	94.8%	<15	<5
Manager	< 5	23.5%	211	36.1%	< 5	< 5
Not Manager	> 10	76.5%	374	63.9%	> 10	>5

• The number of ethnic minority individuals in non-operational roles has reduced each year, while the number of managers from an ethnic minority background has remained broadly similar. The proportion of managers who identify as from an ethnic minority is consistently above the White British proportion, however due to the low numbers (< 5 people) this statistic is likely to be volatile and fluctuate easily.
• The number of ethnic minority individuals in operational roles has remained broadly similar each year for firefighters and those with manager responsibility. The proportion of managers who identify from an ethnic minority in operational roles is consistently lower than the proportion of White British.

Operational Progression

The table below shows the proportion of the workforce who identify as an Ethnic Minority (Black, Asian, Mixed ethnicity, Other White, or Other Ethnic Background) or White British at each rank of operational management, over the last three years.

Rank	2020 Ethnic Minority	2022 White British	2021 Ethnic Minority	2021 White	2020 Ethnic Minority	2020 White British
AM		6		6		8
GM		8		9		8
SM		22		22		16
WM	< 5	79	< 5	84	< 5	84
CM	< 5	116	< 5	110	< 5	108
FF	15	390	15	408	14	395

• The number of firefighters from an Ethnic Minority background remain consistent, along with some representation at Crew and Watch Manager level.
• There remains no representation of individuals from an Ethnic Minority background at Station Manager, Group Manager or Area Manager level.

Sexual orientation

Overall

The below table shows the proportion of groups in workforce from a Bisexual, Gay, Heterosexual, Lesbian, not stated or Prefer Not to Say over the last three years.

Orientation	2022  Count	2022  %	2021  Count	2021  %	2020  Count	2020  %
PNS	28	3.3%	31	3.6%	31	3.7%
Not stated	261	30.7%	278	32.1%	288	34.4%
Lesbian	< 20	2.1%*	< 20	1.8%*	< 20	1.5%*
Hetero/straight	539	95.9%	538	96.6%	504	97.5%
Gay	< 20	0.5%*	< 20	0.5%*	< 20	0.6%*
Bisexual	< 20	1.4%*	< 20	1.1%*	< 20	0.4%*

• The number and proportion of the workforce who choose to prefer not to say is decreasing over the past three years, which may indicate improved trust and confidence in sharing equality information relating to sexual orientation.
• The number of individuals who have not stated their sexual orientation or chosen to prefer not to say is decreasing, which suggests data collection practices are improving.
• The proportion of the workforce who identify as Lesbian or Bisexual is increasing.
• The proportion of the workforce who identify as Gay is decreasing.

Ratio of starters and leavers

The below table shows the proportion of individuals who identify as Lesbian, Gay or Bisexual leaving/starting compared to the existing proportion of the workforce.

Year	Leavers 2022	Leavers 2021	Leavers 2020	Starters  2022	Starters  2021	Starters  2020
LGB	0.51	1.03	0.38	2.0	2.8	0.4
Straight	0.63	0.74	0.63	0.8	0.9	0.9
PNS	1.58	1.47	1.54	0.4	1.0	2.9
Not stated	1.05	0.60	0.94	35.9	0.0	0.0

• The rate of starters who did not state their sexual orientation in 2022 rose significantly, which indicates data collection processes require a review. The ratio of individuals leaving who have not stated, compared to the workforce population, was lower for two out of the last three years.
• The rate of individuals compared to the proportion in the workforce who identify as Lesbian, Gay or Bisexual was higher for two of the last three years for starters, and lower for two of the last three years for leavers.
• The rate of individuals who have chosen to prefer not to say was higher than the current workforce population for two of the last three years, and higher for all of the last three years for leavers.

Progression

The below table shows the proportion of groups in workforce who identify as Lesbian/Gay/Bisexual, Heterosexual, not stated or Prefer Not to Say, who have management responsibilities, over the last three years.

2022

Manager status	LGB	Hetero	Not stated	PNS
Non-Ops	< 5	158	57	< 5
Manager	0	35	20	< 5
Not Manager	< 5	123	37	< 5
Ops	<20	385	206	24
Manager	< 5	108	112	<10
Not Manager	>15	277	94	>10

2021

Manager status	LGB	Hetero	Not stated	PNS
Non-Ops	< 5	160	51	< 5
Manager	0	38	< 20	< 5
Not Manager	< 5	122	>20	< 5
Ops	<15	379	226	27
Manager	0	100	119	<10
Not Manager	>15	279	107	>10

2020

Manager status	LGB	Hetero	Not stated	PNS
Non-Ops	< 5	147	54	< 5
Manager	0	32	< 20	< 5
Not Manager	< 5	115	>20	< 5
Ops	<10	357	233	26
Manager	<5	98	115	<10
Not Manager	>5	259	118	>10

• There remain no non-operational managers who identify as Lesbian, Gay or Bisexual in the organisation.
• The number of operational managers who identify as Lesbian, Gay or Bisexual have not visibly changed over the last three years.
• There remains a large proportion of individuals who have not stated their sexual orientation at management level and a small number who consistently choose to prefer not to say.

Operational Progression

The below table shows the proportion of groups in workforce who identify as Lesbian/Gay/Bisexual, Heterosexual, not stated or Prefer Not to Say, in different ranks, over the last three years.

Rank	2022  LGB	2022  Het	2021  ​​​​​​​LGB	2021  ​​​​​​​Het	2020  ​​​​​​​LGB	2020  ​​​​​​​Het
AM		< 5		< 5		< 5
GM		6		6		6
SM		8		8		8
WM		34		34		28
CM	< 5	66		59	< 5	62
FF	17	289	14	293	7	275

• There continues to be no representation for the Lesbian, Gay and Bisexual community above Crew Manager.

Disability

Overall

The below table shows the proportion of groups in workforce who identify as disabled/have a disability, no disability or not stated over the last three years.

Overall	2020  %	2020  Count	2021  %	2021  Count	2022  %	2022  Count
Disability	2.3%	<20	2.4%	21	2.5%	21
No disability	97.7%	817	97.6%	845	96.9%	825
Not stated					0.6%	< 5

• There has been a slight increase in the proportion and overall number of individuals in the workplace who have shared that they are disabled/have a disability.
• There are a small number of individuals who have not stated in 2022, a data collection issue that has not been present previously.

Ratio of leavers and starters

The below table provides the number of starters and leavers for those who identify as disabled/have a disability. The rate of change relates to the proportion of individuals in this group that are starting/leaving compared to the existing proportion in the workforce that year.

Disability	Leavers 2022	Leavers 2021	Leavers 2020	Starters 2022	Starters ​​​​​​​2021	Starters ​​​​​​​2020
Disability	0.844246	0	1.257143	1.125661	0.970308	1.306931
No disability	0.99928	1.024852	0.99402	0.931229	1.000738	0.992862
Not stated	1.772917	0	0	11.81944	0	0

• For two of the last three years, there have been proportionally more starters who identify as disabled/having a disability compared to the existing workforce. There are also proportionally less leavers exiting the organisation who identify as disabled/have a disability for two of the last three years compared to the existing workforce proportion.

Progression

2022

Manager status	Disability	No Disability	Not stated
Non-Ops	<20	204	< 5
Manager	<5	54
Not Manager	>10	150	< 5
Ops	< 5	627	< 5
Manager	< 5	226
Not Manager	< 5	401	< 5

2021

Manager status	Disability	No Disability
Non-Ops	<20	207
Manager	< 5	53
Not Manager	>10	154
Ops	<10	642
Manager	< 5	223
Not Manager	< 5	419

2020

Manager status	Disability	No dis
Non-Ops	<15	201
Manager	< 5	46
Not Manager	>10	155
Ops	<10	620
Manager	< 5	220
Not Manager	< 5	400

• There has been no visible change in the representation of individuals who are disabled/have a disability at manager level for both non-operational and operational roles.

Operational ranks

The below table shows the representation of individuals who are disabled/have a disability at each rank over the last three years.

Rank	2022  ​​​​​​​Dis	2022  ​​​​​​​Not	2021  ​​​​​​​Dis	2021  ​​​​​​​Not	2020  ​​​​​​​Dis	2020  ​​​​​​​Not
AM		6		6		8
GM		8		9		8
SM		23		23		18
WM	< 5	83	< 5	84	< 5	85
CM	< 5	119	< 5	117	< 5	114
FF	>5	416	>5	434	>5	421

• There has been no visible change over the last three years in the number of managers who identify as disabled/have a disability at Crew or Watch manager level. There remains no representation at Station Manager or above.

Religion

The below table shows the representation of religious/faith groups over the last three years, compared to the Population of Derby and Derbyshire (using the 2010 Census data).

Religion	Population	2022  ​​​​​​​Count	2022  ​​​​​​​%	2021  ​​​​​​​​​​​​​​Count	2021  ​​​​​​​​​​​​​​%	2020  ​​​​​​​Count​​​​​​​	2020  ​​​​​​​%​​​​​​​
Not Stated	6.80%	260	46.3%	281	51.1%	294	57.9%
None	27.50%	286	51.0%	264	48.0%	233	45.9%
Christian	61.00%	244	43.5%	252	45.8%	240	47.2%
Prefer not to say	0	30	5.3%	35	6.4%	35	6.9%
Other	0.40%	21	3.7%	23	4.2%	24	4.7%
Buddhist	0.20%	<10	0.9%	<10	1.1%	<10	1.0%
Sikh	1.10%	<5	0.5%	<5	0.5%	<5	0.8%
Hindu	0.40%	<5	0.2%	<5	0.2%	<5	0.2%
Muslim	2.10%	<5	0.2%	<5	0.2%	<5	0.2%

• The number and proportion of individuals who have not stated their religion/faith remains significantly above the demographic but has decreased each year.
• The number and proportion of individuals in the workforce who identify as having no religion has increased each year and remains over-represented compared to the population demographic.
• The number and proportion of individuals in the workforce who identify as Christian has decreased each year and remains below the representation of the county.
• The proportion of individuals who identify as Buddhist, Hindu, Muslim, Sikh or Other have stayed the same or decreased over the last three years. All groups except for Buddhist remain below the representation of the county proportionately.

Progression

2022

Manager status	Buddhist	Christian	Hindu	Muslim	None	Not Stated	Other	Prefer not to say	Sikh
Non Ops	< 5	84	< 5	< 5	66	56	< 5	8	< 5
Manager	< 5	23			<15	<20		< 5	< 5
Not Manager	< 5	61	< 5	< 5	>50	>35	< 5	>5	< 5
Ops	< 5	161	< 5	< 5	223	206	<20	22	< 5
Manager	< 5	56			45	112	< 5	<10
Not Manager	< 5	105			178	94	>10	>10

• There remains no representation among operational roles who identify as Hindu, Muslim, Sikh and Other.
• There remains no representation among non-operational managers who identify as Hindu or Muslim.

Operational Progression

2022

Rank	Bud	Chri	Hin	Mus	None	Not Stated	Other	PFN	Sikh
AM		< 5			< 5	< 5
GM		< 5			< 5	< 5
SM	< 5	< 5			< 5	14		< 5
WM		19			12	49	< 5	< 5
CM	< 5	32			29	50	< 5	< 5
FF	< 5	112			183	103	13	14

• The Christian religion is the only religion which is represented across all rank roles currently. There is some representation for Buddhist and Other religion at Crew/Watch/Station Manger level.

We will identify opportunities to utilise digital technology to create a more inclusive and accessible environment.

This is a new objective- currently no existing data collected. Please refer to the summary report on what actions we will take moving forward and how we will measure this.

We will identify opportunities to improve the quality and relevance of data used to inform our decisions.

Incident data

For the year 2021-22, there were 107 casualties of fire reported for men and women. Where the data was then disaggregated by age, the total number of casualties reduced to 102. The same data provided a total casualty rate of 100 when reviewing the ethnicity breakdown. This suggests there may be a small number of missing data points for characteristic data regarding casualties age, gender, or ethnicity.

There is no service delivery data reported to the Equality, Diversity and Inclusion team regarding sexual orientation, disability status, marital/civil partnership status, pregnancy/maternity, gender reassignment or religion.

Workforce data

The number of individuals who choose to prefer not to say when completing their equality monitoring information is small and consistent, at less than 20 individuals for any characteristic. It has already been highlighted in the data above that there are many equality information data points where the individual has not stated which group they identify with in terms of protected characteristic. For example, in the 2022 data, 261 individuals have not made a conscious choice of sharing their sexual orientation or choosing to prefer not to say.

Current data

Characteristic	Number of ‘not stated’ data points	Number of ‘prefer not to say’ data points
Gender	0	0
Age	0	0
Ethnicity	5	11
Sexual Orientation	280	31
Disability	5	0
Religion	281	31

There is no service delivery data reported to the Equality, Diversity and Inclusion team regarding marital/civil partnership status, pregnancy/maternity, or gender reassignment.

Cultural survey data

The independent company who provides the cultural survey service to the organisation cross-reference the existing equality data against survey responses, ensuring that any identifiable groups/responses are removed and not shared with the organisation (only data with large enough groups to ensure confidentiality is shared). This does mean that any data issues in terms of the quality and accuracy of the organisation’s equality information will impact on the quality of analysis for responses in the cultural survey.

Conclusion

This report has provided a snapshot data point of key performance measures relating to Derbyshire Fire and Rescue Service’s equality objectives. We will now create several specific action plans to deliver progress on these objectives across our inward and outward facing workstreams. We will publish a further report in 2023, comparing this report to the 2022-23 report to identify what progress has been made. If you would like any further information or would like to become involved in our work as a member of the Independent Community Inclusion Board, please contact DFRSInclusion@derbys-fire.gov.uk.