The paper 'Equity and Diversity in London Fire Brigade " is a good example of a management case study. London Fire Brigade (LFB) is considered as the fourth largest fire and rescue operation organization in the world. It consists of four directorates namely Fire and Community Safety, Corporate Services, Operational Policy & Training and Resources. In addition, LFB is organized into two divisions namely southern and northern divided by River James. Run by London Fire and Emergency Planning Authority, LFB is one of the statutory fire and rescue services in London. LFB has 112 fire stations inclusive of a complete autonomous station with a river across London boroughs.
It the only fire rescue service in the United Kingdom where its entire operational personnel are termed as full-time employees (London Fire Brigade 2011). Through its Operational Policy And Training directorate, LFB is widely involved in making London a safer place to live by way of educating communities on fire and rescue operations. Educational activities rendered to communities include fire fighting methods, accident due to hazardous materials, floods and on basic traffic collision.
Just like other fire and rescue operations in the UK, LFB has invested in caterpillar trucks which usually assist in fire fighting especially in an area where there is rough terrain. In its fire and rescue operations, LFB first determines the size of the fire or any kind of special operation so as to dispatch appliances sufficient to minimise the risk involved (Improvement and Development Agency 2011). It is the duty of officers in the control room to dispatch appliances accordingly in exact time to reduce risk in the fire spreading or any other operation.
It is evident that London fire brigade is committed to ensuring that UK citizens are safe from both natural and artificial calamity. In order to enhance efficient service delivery and good employees’ relations, LFB needs to develop a policy and plan on equity and diversity. Project initiation document The aim of the project is to develop a policy and a plan that enhances equity and diversity in the London Fire Brigade so as to improve service delivery. Objectives To educate employees working in the organization on the importance of enhancing diversity and equity in selecting employees by December 2011. To select a competent, professional and all-inclusive board comprising of six individuals to make vacancy announcements and recruit employees in such a way that everyone has an equal chance to be selected by May 2011. To establish a training and mentoring program for all stakeholders by June 2011 To establish an evaluation and monitoring system in LFB so as to employee performance and effectiveness of the recruiting board in enhancing equity in employee selection. To identify training needs among the management team by May 2011. To identify the different groups living in LFB service delivery areas and select a representative from each by July 2011. Benefits of the new policy and plan Establishment a policy and plan that enhances equity in employee selection is in accordance with National Framework.
The equity and diversity strategy is a vision set to be achieved by 2018 and is aimed at address current inequality, improve services to meet the needs of diverse communities through the establishment of a working environment culture that supports a diverse workforce, ensure that services delivered are in line with legislative instruments such as equity law which requires that different groups be treated in an equitable manner and to build effective and lasting relationships with the public (Jacquie et al, 2004).
Establish a policy that enhances equity will not only improve service delivery but will build sustainable and cohesive communities. In this regard, representatives will be selected from the community members. This group will be responsible for representing community needs and providing an evaluation of service delivery by LFB. The policy and plan will enhancement of cooperation, coordination and communication among all stakeholders.
In addition, this policy and plan will reduce any existing internal legislative conflicts and establishing principles and guidelines to govern employee selection for effective service delivery. Communication interoperability will be achieved through the involvement of community members in the decision making process as well as stakeholder organization (Rumens 2008). This is very important in a successful emergency response.
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