In recent years, the culture in Fire and Rescue Services (FRS) has come under increased scrutiny.
The latest update from His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) in 2024 highlights ongoing issues and provides crucial recommendations for improvement.
After the publication of last year’s report, and the recommended actions contained therein for FRSs across the country, there have been early signs of improvement. Yet 41% of FRS employees reported witnessing some form of misconduct in the last 12 months.
As noted by the HMICFRS, the following problems persist:
- There is a widespread lack of confidence in misconduct processes which prevents staff, particularly women, from speaking out
- Supervisors and managers aren’t sufficiently trained to manage staff performance, poor behaviour, and welfare issues. Staff that manage and investigate misconduct need the right training
- Services must do more to understand why unacceptable behaviour happens and what needs to change to prevent it happening in future
The report identifies that the problems in misconduct handling stem from:
- a lack of employee confidence in FRS reporting systems
- a lack of training
- mismanaged investigations
This article delves into the core issues identified in the report and explores the proposed measures to foster a more inclusive and supportive environment.
Core Issues Identified
‘Close-Knit’ Watch Cultures
Watches, a long-standing workforce model, often result in staff working closely together for many years, which can lead to the development of ‘in groups’ and ‘out groups’. This close-knit environment can foster a family-like atmosphere but also exclude those who don’t ‘fit in’, leading to a prevalence of poor culture, including bullying, harassment, and discrimination. The report expresses concerns about the normalisation of unacceptable behaviours within these subcultures, which can significantly impact the overall culture in Fire and Rescue Services.
Lack of Training
The HMICFRS report 2024 highlights a significant concern regarding the need for more training for senior managers on whistleblowing processes. The report indicates that many senior managers lack the necessary skills and knowledge to handle whistleblowing effectively, which can undermine the confidence of staff in raising concerns. This gap in training can lead to inadequate responses to whistleblowing, potentially allowing misconduct to go unaddressed and fostering a culture of silence.
Inadequate Handling of Misconduct
The processes for reporting and addressing misconduct are often insufficient, leading to a lack of accountability. Employees may feel discouraged from reporting issues due to fear of retaliation or a belief that their concerns will not be taken seriously. This inadequate handling of misconduct perpetuates a cycle of negative behaviour and erodes trust in the leadership. Without effective mechanisms to address misconduct, up to the investigation stage, issues can escalate and become more difficult to resolve.
Recommendations for Improvement
Enhance Leadership and Whistleblowing Training
The report relays the critical importance of regular, high-quality whistleblowing training for senior management in the Fire and Rescue Services (FRS) in the UK. This training is essential for several reasons. Firstly, it ensures that senior managers are well-prepared to handle reports of misconduct effectively and impartially. When a report of misconduct is received, it is crucial that managers know the correct procedures to follow, from initial assessment to final resolution. This not only helps in maintaining legal compliance but also ensures that all parties involved are treated fairly and justly.
Effective whistleblowing training teaches managers how to foster a culture of openness and support, where employees do not fear retaliation. This is particularly important in the FRS, where ‘watch culture’ can sometimes lead to a reluctance to report issues due to concerns about loyalty.
Safecall is an expert provider of whistleblowing training for both managers and employees. With extensive experience and a deep understanding of best practices, our comprehensive training programs equip senior management with the skills needed to handle whistleblowing reports effectively. This not only helps in maintaining legal compliance but also fosters a culture of trust and transparency within the organisation.
Promote Positive Values and Address Culture
It is crucial that FRS tackle the challenges with culture that can develop in tightly knit watches and on-call stations. Despite the positive elements associated with the ‘family-like’ cultures that can arise from working in such close proximity, when this gestates into discrimination or bullying of individuals ‘outside’ that group, this is unacceptable. The report reveals that in some FRSs, up to 25% of staff have experienced or witnessed bullying or harassment, which significantly impacts their well-being and productivity.
Addressing negative watch cultures is crucial step towards establishing a safe and supportive working environment where all employees feel valued and respected. The report indicates that negative watch cultures can lead to high levels of stress and anxiety among staff, resulting in increased absenteeism and reduced job satisfaction².
A positive workplace culture can be achieved by emphasising the importance of equality, diversity, and inclusion to create a supportive and fair working environment. FRSs should actively promote values that encourage respect and collaboration among employees. The use of regular training sessions, workshops, and awareness campaigns that highlight the benefits of a diverse and inclusive work environment are necessary steps towards this.
Improve Standards of Workplace Investigations
The report highlights the critical need for improved investigation processes and investigation training for senior management within the Fire and Rescue Services (FRS) in the UK. Investigation training is essential for ensuring fairness and impartiality when following up on a report of misconduct. Making sure personnel responsible for internal investigations are equipped and well-positioned to do so is crucial for maintaining trust within your organisation. Well-trained managers are better equipped to gather and assess evidence effectively, conduct interviews, document findings, and maintain confidentiality¹.
Moreover, the report points out that properly conducted investigations can significantly improve the overall organisational culture by addressing and resolving issues of misconduct. This leads to a more positive and productive work environment.
Utilising an external workplace investigations provider like Safecall can offer several benefits in handling misconduct concerns. External providers bring an independent perspective, and expertise, which enhance the credibility of the investigation. This independence is particularly important in sensitive cases where internal biases might be a concern.
Foster a Supportive Reporting Environment
It is critically important for FRS to offer strong, anonymous reporting channels. These channels provide a safe and confidential way for staff to raise concerns about misconduct or other workplace issues without fear of retaliation. The report reveals that a significant percentage of FRS staff have witnessed or experienced misconduct but are often hesitant to report it due to concerns about anonymity and potential repercussions.
The report highlights that only a fraction of incidents are reported. This underscores the need for robust anonymous reporting. By providing a secure and confidential way to report issues, FRS can encourage more staff to come forward.
An external whistleblowing provider like Safecall can play a pivotal role in addressing these challenges. Safecall offers independent and confidential reporting services that can help FRS manage reports of misconduct effectively and impartially.
In addition to handling reports, Safecall also offers ongoing support and advice, helping FRS to continuously improve their reporting processes. This can lead to more effective resolution of issues and a reduction in workplace misconduct over time. The HMICFRS report underscores the importance of continuous improvement in handling misconduct, noting that organisations that invest in robust reporting mechanisms are more likely to see positive outcomes.
Anonymous reporting channels are essential for the effective management of misconduct in the FRS.
Conclusion
By integrating external whistleblowing hotlines, investigations, and enhanced training into their misconduct policies, FRSs can create a more transparent and accountable work environment. This integration can help to address the core issues identified in the report and promote a positive culture within the services, ultimately improving their effectiveness and service to the public. External providers can also offer insights and recommendations based on their experience, helping FRSs to continuously improve their practices and foster a culture of integrity and respect.