Our gender pay gap report
We believe in equal treatment for all our staff and this includes equal employment opportunities and equal pay using nationally established pay scales.
Our gender pay gap report sets out the difference in pay between men and women and outlines what we are doing to reduce, and hopefully get rid of, the gender pay gap.
We are working to actively reflect the communities we serve in all areas of inclusion and diversity. While the gender pay gap is decreasing and is well below the national average, we still have a lot of work to do to ensure equality for all, and to establish a gender balance, particularly at senior management levels.
One of the most important ways to address this issue is to increase the number of women who work for us, especially in uniformed roles.
Making the Service a more attractive place to work
Historically, the fire service has been seen as a job only for men. This is not true. We want to make Devon and Somerset Fire and Rescue Service a place where everyone would consider working. See our careers page for more information.
Here are some of the actions we are taking to achieve that aim.
We have introduced new contracts at most of our on-call fire stations called Pay for Availability. The system provides greater flexibility over working hours and improves work-life balance for our on-call firefighters. Read more about Pay for Availability.
We hold have-a-go days and positive action evenings to support applicants from under-represented groups who aren’t sure if they meet the standards to become a firefighter. This includes trying the strength and fitness exercises that everyone that must pass as part of the recruitment process.
Our women’s network is a safe place for women to come together to share experiences, learn, mentor and inspire each other. We’ll continue to create a healthy, balanced and respectful environment so that every woman feels valued and supported. Learn more about how we support women.
We provide our fire stations with positive action toolkits to help them promote vacancies to members of the community who are currently under-represented in the workforce.
We offer several opportunities for staff to develop as leaders and to create a learning culture through personal development and training. This creates transparent career pathways to enable people to reach their potential.
Development opportunities include the Our Time sponsorship programme to help women in middle management roles build relationships with senior leaders and drive their careers forward.
We consult with a cross-section of our staff to ensure that the decisions we make do not have a detrimental effect on anyone. People impact assessments are conducted before we change any processes and practices and require input from and identify impacts on under-represented groups including women at an early stage.