Equality, Diversity and Inclusion Reports

In 2017 the UK Government introduced legislation that made it statutory for organisations with 250 or more employees to report on their gender pay gap by 30 March 2018 and annually thereafter. The gender pay gap shows the difference in average male pay and average women’s pay. Gender pay comparisons are different to equal pay, the latter is about pay differences between men and women carrying out the same jobs, similar jobs or jobs of equal value. Gender pay gap reporting was introduced to highlight the differences in the average earnings of men and women and encourage society and employers to address the pay inequalities that exist.

The public sector equality duty was created by the Equality Act 2010 and replaces the race, disability and gender equality duties. The general equality duty is set out in section 149 of the Equality Act.

The purpose of the public sector equality duty is to integrate consideration of equality and good relations into the day-to-day business of public authorities.  The general equality duty requires BFRS to consider how they could positively contribute to the advancement of equality and good relations. It requires equality considerations to be reflected into the design of policies and the delivery of services, including internal policies, and for these issues to be kept under review.

Compliance with the general equality duty is a legal obligation, but it also makes good business sense to be able to provide services to meet the diverse needs of its users and a workforce that has a supportive working environment is more productive. Overall, compliance can lead to services that are more appropriate to the user, and services that are more effective and cost-effective. This can lead to increased satisfaction with public services.