A former firefighter has raised concerns about the London Fire Brigade (LFB), citing a “lack of change” a year after an independent review criticized its culture. The review found the brigade to be “institutionally misogynist and racist,” leading to increased monitoring.
Gareth Dawes, who left the LFB last September, pointed out that despite the initial hope sparked by the review, ongoing “negative experiences” indicate a failure to address the underlying issues. He expressed the need for a comprehensive restructuring of the leadership, emphasizing the corrosive impact of institutional racism on the entire organization.
The review exposed disturbing incidents within the LFB, including a noose placed by a black firefighter’s locker and a female colleague receiving an inappropriate video. As a response, His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services escalated the LFB to the “engage” phase, reserved for significant concerns.
London Fire Commissioner Andy Roe addressed these concerns, informing the Fire Resilience and Emergency Planning Committee at City Hall that 13 dismissals had occurred since the review. Roe also outlined additional measures, including sanctions, demotions, and written warnings. He acknowledged a third investigation into the tragic suicide of firefighter Jaden Matthew Francois-Esprit in August 2020, expressing dissatisfaction with the handling of the case.
Roe assured the committee of the forthcoming presentation of the finalised report within the next two weeks and reiterated his commitment to a “culture change” within the brigade. To enforce this commitment, the LFB is introducing a pioneering Professional Standards Unit, a first for a UK fire and rescue service. The unit aims to address issues at their core and foster a more inclusive workplace environment.
In response to the concerns raised, the LFB disclosed that 130 of its leaders had undergone inclusive leadership training, with an additional 800 leaders slated to receive mental health training. These initiatives are part of the brigade’s efforts to raise awareness of stress, anxiety, and depression among its staff.
Despite these measures, Dawes remains sceptical about the effectiveness of current initiatives, advocating for a more profound transformation in leadership. As the LFB grapples with these challenges, attention remains on its commitment to eliminating deeply ingrained cultural issues and cultivating a workplace that mirrors the diversity and inclusivity sought by its members and the broader community.
