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Foreword from our Chief Fire Officer,

Jonathan Dyson

We are proud to share with you our Equality, Diversity, Inclusion and Culture (EDIC) Strategy for 2025 – 2028, a clear and confident statement of our ongoing commitment to building a Service where everyone feels respected, valued and empowered.

This strategy sets out our ambitions and actions to embed equality, diversity, inclusion, and a positive workplace culture into everything we do. It reflects our dedication to improving access to the services we provide for both our staff and the communities we serve.

EDIC has long been central to our organisation’s values and we’re proud of the progress we’ve made. As society continues to evolve, so too must we, ensuring that inclusion remains at the heart of how we work, how we treat one another and how we engage with our diverse communities.

We know that diverse teams bring fresh perspectives, creativity and innovation. By fostering a more inclusive and welcoming workplace, we can attract, retain and develop exceptional people from a wide range of backgrounds, strengthening our Service for the future.

Our goal is simple: we want every colleague to feel they belong. We want everyone to bring their whole self to work, to feel heard, respected and inspired by the differences that make us stronger together. We celebrate diversity, not just as a value, but as a vital part of who we are and how we serve our communities.

 

Jonathan Dyson

Chief Fire Officer

 

 

Introduction

North Yorkshire Fire & Rescue Service (NYFRS) is committed to fostering an inclusive, fair, and representative workforce that reflects the communities we serve. This Equality, Diversity, and Inclusion (EDI) Strategy aligns with our People Plan, Service Strategy, Recruitment Approach, Fire Service Standards and the Public Sector Equality Duty ensuring that we create a progressive, people-centred service embedded at the heart of the community​.

Equality, diversity and inclusion are central to our Service’s way of working, embedded in our behaviours, culture, practices and workplaces. Our working environment enables a sense of belonging, where employees are valued for their individuality and have equal opportunities – we are an employer of choice. Our Service reflects the diversity of our communities – the delivery of our services is based on a detailed understanding of the communities we serve.

This strategy also integrates national best practices, including guidance from the National Fire Chiefs Council (NFCC), His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) reports, Framework for Change and lessons from key public inquiries such as Grenfell Tower and the Manchester Arena Inquiry​.

The Strategy sets our strategic aims, our commitment to legislative compliance and our EDI priorities.

Our journey so far

To date, we have made significant progress in building a more inclusive and diverse environment. Key milestones include:

  • Establishment of Effective Staff Support Networks: These networks provide safe spaces for staff to connect, share lived experiences, and support each other, strengthening our sense of community and belonging.
  • Robust Governance Structures: We’ve implemented strong governance mechanisms to monitor our progress and ensure accountability. Regular structured meetings have enabled us to scrutinise our efforts and proactively address emerging challenges.
  • Equality Impact Assessment (EIA) Work: We have implemented more robust EIA practices to ensure that our policies and decisions consider the impact on all groups, supporting fair and inclusive outcomes.
  • Diversity Champions Cohort: A dedicated group of Diversity Champions has been formed to lead by example, raise awareness, and drive local action across teams.
  • Diversity Celebrations: We’ve actively celebrated many key cultural and inclusion-related events throughout the year, fostering awareness and understanding.
  • Inclusive Recruitment and Representation: We have reviewed and updated our recruitment policy to promote fairness and inclusivity, alongside launching a range of initiatives aimed at improving workforce representation and attracting diverse talent.
  • EDI Training – Further training is scheduled to ensure that the entire workforce have completed face-to-face Equality, Diversity, and Inclusion training, with additional development for managers, reinforcing our commitment to an inclusive culture and equipping colleagues with practical tools to support inclusive working. We have also implemented new induction training to ensure the all new entrants understand our commitment to EDI.
  • Workforce Profile – As part of our commitment to a truly inclusive and diverse workplace we believe it’s essential to understand our current workforce profile. We frequently monitor our workforce data which provides valuable insights into all protected characteristics.

Together, these initiatives reflect our ongoing commitment to equality, diversity, and inclusion. Whilst we are proud of our progress, we remain focused on learning, evolving, and creating a truly inclusive workplace for all.

Staff Support Networks

Our Staff Support Networks offer valuable opportunities for our employees to connect, share experiences, and access support. These networks are key in promoting diversity, enhancing well-being, and amplifying underrepresented voices. They provide critical insights into the challenges faced by different groups, helping us shape and improve our EDI initiatives. Our Staff Support Networks include:

  • Religion and spirituality
  • Women’s Network
  • Men’s Network
  • Neurodiversity and Hidden Disabilities
  • Race and Culture
  • LGBTQ+

For information on how to contact our Staff Support Networks, please visit our website.

2025 – 2028 Vision & Strategic Aims

 Our vision is to continue to create an inclusive culture where all staff feel valued, respected, and empowered to thrive. Knowing our communities is also essential to ensure we are providing inclusive services across North Yorkshire.

Our objectives focus on:

  1. Embedding a culture of inclusion at all levels of the organisation.
  2. Eliminating discrimination and bias in recruitment, promotion, and workplace practices.
  3. Improving representation and accessibility for underrepresented groups.
  4. Promoting a culture that supports psychological and physical safety for all employees.
  5. Strengthening leadership accountability for diversity and inclusion.
  6. Understanding and engaging with our local communities.

Legislative Compliance

We are committed to comply with relevant legislation and will remain responsive to any future changes in legislation.

We will consider and respond to recommendations from reviews, audits or inspections where appropriate.

For further information please see:

Our Commitment to EDI

We believe an effective EDI strategy should go beyond legal compliance and take into account the diverse needs of all individuals, which will truly add value to our organisation, contribute to wellbeing and equality.

Equality – Treating everyone fairly.  Recognising that everyone has individual needs.

Diversity – Recognising, respecting and celebrating each others differences.

Inclusion – Creating a sense of belonging, treating everyone with respect.

To help us improve organisational culture and workforce diversity our workforce will continue to embed the principles of the National Core Code of Ethics for Fire and Rescue Services in England which are:

  • Equality, Diversity & Inclusion
  • Putting Our Communities First
  • Integrity
  • Dignity And Respect
  • Leadership

 Our EDI Priorities

  1. Leadership and Governance

Commitment: Leaders must actively champion EDI initiatives and drive cultural change​.

  • Continue to embed the work of the Equality, Diversity, Inclusion and Culture (EDI&C) Board (chaired by the Chief Fire Officer) to drive strategic oversight and progress.
  • Continue to embed EDI leadership training for all senior managers and frontline leaders.
  • Integrate EDI accountability into leadership appraisals and performance reviews.
  1. Workforce Representation and Recruitment

Commitment: Attract, recruit, and retain a workforce that better reflects North Yorkshire’s diverse population​.

  • Continue to implement positive action strategies to support underrepresented groups in recruitment.
  • Expand partnerships with community organisations, schools, and underrepresented groups.
  1. Inclusive Culture and Belonging

Commitment: Promote a culture that encourages a sense of belonging.

  • Continue the Inclusive Leadership Programme to embed EDI into daily management practises.
  • Enhance and grow our staff support networks to provide a platform for engagement and advocacy.
  • Strengthen psychological safety training to promote a culture of open and respectful conversations.
  1. Training, Awareness, and Development

Commitment: Provide comprehensive EDI training across all levels​.

  • Continue to roll out mandatory EDI training for all employees, including bystander intervention training. Implement any new training required, considering those new to the Service and existing colleagues.
  • Continue to develop and expand our diversity mentoring programme pairing senior leaders with employees from underrepresented backgrounds.
  • Support opportunities for employees to engage in coaching and mentoring.
  1. Community Engagement and Service Delivery

Commitment: Engage with underrepresented communities to enhance public safety​.

  • Develop culturally inclusive fire safety campaigns addressing specific risks for different communities.
  • Promote accessibility for all public communications.
  1. Data and Transparency

Commitment: Use data to drive accountability and decision-making.

  • Regularly publish workforce diversity data and track progress against EDI goals.
  • Conduct frequent staff surveys to measure workplace culture.
  • Embed EDI metrics into organisational performance indicators.

Governance & Assurance – Measuring our Success!

Our Equality, Diversity and Inclusion Strategy is a working document that will be reviewed and updated if required to make sure it continues to be relevant and valuable.

The primary aim of this strategy is to place equality, diversity and inclusion is at the heart of everything we do. By doing so, we aim to create an environment where our diverse workforce can thrive, contribute to improved service delivery, and help us better understand, attract and engage with all our communities.

To support implementation and monitor progress, a revised Delivery Plan will be launched in May 2025. This plan will outline specific actions, timelines, and responsible leads for each initiative, in alignment with the NFCC EDI Toolkit.

The Delivery Plan will be overseen by the Equality, Diversity, Inclusion and Culture (EDI&C) Board, chaired jointly by the Chief Fire Officer and an Independent Chair. The Board will review progress quarterly and ensure accountability across the Service. To ensure transparency and accessibility, the Delivery Plan will be published on the NYFRS intranet for all staff to access. Making the plan visible to everyone supports a shared commitment to achieving our EDI goals and maintaining organisational focus.

To effectively measure the impact of this strategy, we will establish clear success metrics alongside delivery objectives. These qualitative and quantitative insights will help track progress, inform decision-making, and ensure we remain focused on meaningful, measurable change.

 

Published to this website 17th October 2025

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