Equality, diversity and inclusion is at the heart of what we do as a Service and are values which sit at the core of our organisational processes, practices and culture. Our aim is to ensure that our employees are equally valued and respected and that our organisation is representative of the communities we serve.

As a service, we are committed to identifying, understanding, and eliminating all barriers that prevent access to services, information, and employment. We will actively support under represented members of our communities to overcome disadvantage, by promoting equality of opportunity and promoting diversity within our organisation.

The Service currently has a small number of internal employee networks / forums in place, the main functions of which are as follows:

  • ​Championing issues for employees;
  • Contributing to the organisation’s diversity and inclusion agenda;
  • Advising on policy development;
  • Improving the work environment for employees.

The Service launched its first Disability Forum in July 2015 and membership has grown steadily since that time. The forum is open to staff with disabilities and those with interest in disability and inclusion issues. To date issues raised have ranged from improving the accessibility of both our buildings and the information we provide, through to how best to help our operational and Community Safety colleagues to provide the best service possible service to those with different types of both visible and non-visible disability within our communities.

The forum meets once per quarter and an update from each meeting is provided to the Service’s Executive Leadership Team.

Although the Lesbian, Gay, Bisexual and Transgender / Lesbian, Gay, Bisexual and Transgender Allies Network was only formed in early 2017, the Group already have ideas on areas of policy and service delivery they would like to influence. The Group meets quarterly and is open to employees identifying as Lesbian, Gay, Bisexual and Transgender as well as allies.

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society.

It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.

Visit the gov.uk website for more information and guidance about the Equality Act 2010.

Equality Impact Assessments (EIAs) help us improve the services we provide within our communities, and the working lives of our staff. They allow us to assess the impact of our policies, initiatives, decisions and services, helping us to eliminate or mitigate against any adverse effects these may have on our employees or the communities we serve.

Should you have any queries or require any information regarding the service’s Equality Impact Assessments please contact us by emailing humanresources@mawwfire.gov.uk or telephoning 01267 226839

Mid and West Wales Fire and Rescue Service, as a public-sector employer with over 250 staff, is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Gender pay reporting is a different requirement to carrying out an equal pay audit – it is not a review of equal pay for equal work, rather it identifies the difference between the average (mean and median) earnings of male and female employees, compare hourly rates of pay and any bonuses staff may receive, seeking to identify any imbalance.

The results will be used to assess levels of gender equality in our workplace; the balance of male and female employees at different levels, and the strategies we intend to deploy to address any differences we may have.

Download our Gender Pay Gap Report 2023

Download our Gender Pay Gap Report 2022 (PDF, 647Kb)

Download our Gender Pay Gap Report 2021 (PDF, 570Kb)

Download our Gender Pay Gap Report 2020 (PDF, 495Kb)

Download our Gender Pay Gap Report 2018 (PDF, 634Kb)

Plans and Reports