services around the world were addressing the same cultural issues with diversity recruitment. They were especially interested in the gender balance scorecard produced by WAFA and the progressive strategy of FRNSW to undertake 50:50 recruitment. The presentation for the Chief then rolled into a retirement presentation for the first woman hired by the Montreal Fire Department, Joane Simard who had served for 30 years. It was a fitting end to a day of diversity discussions and celebrations of women in the fire service. Afterwards, Anik arranged a meeting with representatives and the department’s working group for diversity. It was an informal discussion in which they shared their concern that governments could soon close fire stations to save money. They hope to educate firefighters that diversity will help provide better service delivery. They also try to encourage collaboration between the union and the department, to review policies and to put diversity into every decision-making process. Their recruitment now aims to target people who are happy to accept the diversity of the role which could soon be including medical calls. UNITED STATES OF AMERICA The USA experience dominated most of the pre-travel research I did into diversity and the recruitment of women in urban fire agencies. As I found 20 years earlier, whilst playing women’s rugby at Florida State University, women in America at least sporting, educated – women enjoyed infinitely more opportunities to participate in traditionally male careers and – activities, with less social judgment and more acceptances, than most other places in the world. When I became a firefighter in 2002, I was not surprised to discover that a large number of my American rugby friends had also become firefighters. In the infancy of this research, I can only put that down to time and the fact that the US (or at least parts of) has had more time for social change to occur.
services around the world were addressing the same cultural issues with diversity recruitment. They were especially interested in the gender balance scorecard produced by WAFA and the progressive strategy of FRNSW to undertake 50:50 recruitment. The presentation for the Chief then rolled into a retirement presentation for the first woman hired by the Montreal Fire Department, Joane Simard who had served for 30 years. It was a fitting end to a day of diversity discussions and celebrations of women in the fire service. Afterwards, Anik arranged a meeting with representatives and the department’s working group for diversity. It was an informal discussion in which they shared their concern that governments could soon close fire stations to save money. They hope to educate firefighters that diversity will help provide better service delivery. They also try to encourage collaboration between the union and the department, to review policies and to put diversity into every decision-making process. Their recruitment now aims to target people who are happy to accept the diversity of the role which could soon be including medical calls. UNITED STATES OF AMERICA The USA experience dominated most of the pre-travel research I did into diversity and the recruitment of women in urban fire agencies. As I found 20 years earlier, whilst playing women’s rugby at Florida State University, women in America – at least sporting, educated women – enjoyed infinitely more opportunities to participate in traditionally male careers and activities, with less social judgment and more acceptances, than most other places in the world. When I became a firefighter in 2002, I was not surprised to discover that a large number of my American rugby friends had also become firefighters. In the infancy of this research, I can only put that down to time and the fact that the US (or at least parts of) has had more time for social change to occur.
Churchill-Report-Version-2-April-17.docx