TOGETHERNESS STRATEGY

Question 1

Pillar one & description

Answer 1

Building a culture of belonging

Build inclusive communities across the brigade using Equality Support Groups

Make inclusion a central part of our behaviours and policies

Refreshed processes which take into account individual differences, resulting in happier employees who are more likely to want to stay at LfB

Clear behavioural standards understood by all employees, who are accountable for how inclusively they behave

A diverse, empowered community of equality support groups who provide support and guidance on a wide range of inclusion topics relevant to LFB

Question 2

Pillar two and description

Answer 2

Being inspired by difference

We celebrate difference and diversity
By listening to different perspectives, and understanding different experiences of our staff & communities we can be inspired to make changes for the better.

Visible and invisible differences will be supported and celebrated & staff will be trained effectively so that every employee understands why inclusion is relevant for them

Inspired leaders, managers and recruiters who have the confidence and knowledge to champion inclusion

Improved accountability for inclusion at all levels of LFB

A shifted inclusion agenda - from something that’s about ‘other people’ to something that’s about everyone

Question 3

Pillar three and description

Answer 3

Being at the centre of London and our communities

We have an important role in building strong and connected communities in one of the diverse cities in the world. Being at the centre of the communities means we can make a difference.
We will grow our links with local communities and ask for their input into the work we do.

Put inclusion at the centre of our borough plans

Staff who are at the centre of local community events

GLA collaboration which will reduce costs and improve outcomes for Londoners

Question 4

Pillar four and description

Answer 4

Delivering excellence through inclusion

Whilst a ops is the core of what we do - we can only deliver excellence if we make inclusion central to everything we do, across all areas of the LFB.
In order to be excellent we need to be transparent and accountable. Research shows that diversity is only the first step, the real positive impact comes from having an inclusive culture that runs through our decisions, goals and ability to be ambitious and bold.

Increase transparency by publishing our inclusion work and decisions through our Equality Impact Assessment (EIA) process.

Accountability for inclusion

Be seen as a beacon for best practice

Recruitment and promotion processes where opportunities for bias & unfairness are mitigated

Positive action for specifically targeted diverse groups that are encouraged to apply for the LFB, increasing the diversity in the workplace.