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Recruitment, retention and development.

Our people are our most precious asset, and we want to attract, recruit and develop the best, prioritising achieving a diverse and inclusive workforce.

Aims and objectives

Ensuring that every colleague – from every occupational group – is properly inducted and developed must be a core requirement of a recruitment and retention strategy that prioritises achieving a diverse and inclusive workforce.

We will:

  • Develop local and representative recruitment-related targets for Borough Commanders, who will be accountable for engaging their communities.
  • Establish induction and development pathways for new recruits, seeking opportunities to work in different teams, projects and places.
  • Use induction and training to ensure all our staff understand what behaviours are expected from them and what they can expect from others.
  • Market recruitment campaigns in diverse communities proactively, using gender and culturally aware marketing and event materials to encourage applications from under-represented groups

Pay gap

As a functional body of the Greater London Authority (GLA) we have a commitment to publish gender and ethnicity pay gap data and undertake work to narrow any gaps. We agree with the Mayor of London that this is necessary in order to address any inequalities so that all employees receive the same pay for the same work.

Our pay gap data

London Fire Brigade Gender Pay Gap Reporting: March 2017 data

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London Fire Brigade Gender Pay Gap Action Plan: March 2017

Download PDF (310kb)

London Fire Brigade Gender pay gap reporting: March 2016 data

Download PDF (496kb)

London Fire Brigade Ethnicity Pay Gap Summary 2016-17

Download PDF (796kb)

London Fire Brigade Ethnicity pay gap narrative 2016-17

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Equalities data by pay levels as of 31st March

Download PDF (191kb)

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