It also includes a focus on equity, diversity and inclusion practices within the service. EFRS finds itself positioned with an incredible opportunity to progress in this area. This led to one of the six vision priorities implemented by the Fire Chief; Equity, Diversity and Inclusion.

In an effort to modernize and strengthen the Service, Chief Zatylny has focused on implementing a comprehensive EDI vision to lead the way in anti-racism and discrimination efforts, while supporting members and improving service to the public. Diversity promotes innovation and problemsolving which has been linked to psychological safety at work, improved teamwork, and deeper empathy. This work started at the top with Chief Zatylny’s executive team setting the path and leading by example, and is supported through strong leadership and commitment of those in the Service.

In 2020, the pursuit of this vision started with the Service securing a dedicated Equity Specialist position. In 2021, Edmonton Fire implemented an EDI Action Plan with a multipronged approach to advancing outcomes within Edmonton Fire over a five-year period.

 

CFD is evolving our culture towards one where everyone can work in a respectful, inclusive and psychologically safe environment. One that fosters a sense of belonging and trust, where our people can be themselves and feel supported and enabled to perform at their very best when we are called upon by the people of Calgary.

There was a gap between the Fire Chief’s vision to create this culture and an understanding from our staff, in particular, front-line firefighters, on how to translate that vision into daily practices in the fire staions and other CFD workplaces.

We could see this problem in lack of understanding a support from our staff for inclusion initiatives which indicated there was a learning gap that needed to be addressed.

 

The DEFT program launched in 2021 as a part-time, Winnipeg-based, WFPS delivered initiative providing Firefighter level I and II training exclusively to diverse candidates with program support from the Office of the Fire Commissioner and the Manitoba Emergency Services College (MESC).

Rather than travelling to Brandon, Manitoba for full-time study at the MESC, successful applicants are provided this training at the WFPS Academy over a 12-month period. These measures help to reduce barriers to employment, reduce costs associated with travel, tuition fees, accommodation, as well as address family/employment-related obligations that may have prevented these individuals from pursuing firefighting in the past.

 

Over the past 9 years Lac La Biche County and LLBCFR- Lac La Biche County Fire Rescue Services has strived to be inclusive and diverse in the hiring of employees. LLBCFR is proud to have approximately 25%+ of it’s firefighters female.

The issue is our department wanted more representation in the female ranks as well as other diverse cultures that are represented in LLB. E.g. indigenous, phillipine, LGBTQ+ community, etc. This practice has “opened the door” for others of same stature – assisting us in recruitment and retention for our Department