Lived Experience
Sessions are grounded in real experience of discrimination, exclusion and the impact that poor workplace culture can have on people.
Why Frontline Equality?
Real frontline insight. Respectful challenge. Practical learning.
Frontline Equality is different because the training is not just theory. It is shaped by lived experience, frontline understanding and practical organisational learning.
Frontline Understanding
Over 25 years in the UK fire and rescue service brings real insight into pressure, hierarchy, teamwork and trust.
Public-Sector Relevance
Training is designed for organisations where fairness, accountability, respect and public confidence matter.
Why this work matters now
Fire and rescue as a frontline case study.
The UK fire and rescue sector provides a clear and relevant example of the culture challenges that can arise in frontline, hierarchical and public-sector workplaces. While the figures below relate specifically to fire and rescue services, the themes — dignity, respect, discrimination, bullying, harassment, leadership accountability, trust and safe reporting — are relevant across emergency services and wider public-sector organisations.
UK fire and rescue services
The UK fire and rescue sector includes services across England, Scotland, Wales and Northern Ireland. It provides a strong frontline case study for wider culture and inclusion learning.
recommendations in England
HMICFRS’s values and culture spotlight report made 35 recommendations, including 20 directed at fire and rescue services in England.
non-reporting in Scotland
Scottish inspection evidence found that 44% of participating staff who had witnessed or experienced discrimination, bullying or harassment did not report it.
reported experience in Wales
In the Mid and West Wales culture review, 47% of survey respondents reported personal experiences of bullying or harassment since June 2021.
Lived experience evidence
Lived experience is already part of national culture improvement work.
Recent fire and rescue culture work has recognised that policy and procedure alone are not enough. Listening to people’s lived experience is important when understanding workplace culture, trust, dignity, inclusion and behaviour. These lessons are relevant beyond fire and rescue wherever frontline teams operate under pressure, hierarchy and public accountability.
The NFCC’s 2024 position on culture in fire and rescue services refers to establishing a lived experience forum to help shape future work and keep the voices of those who have spoken about their experiences central to improvement. This supports the wider value of lived-experience learning as part of organisational culture improvement.
“the voices of those who have spoken about their experiences remain paramount and foremost” NFCC position on culture in fire and rescue services, 2024
These figures should not be combined into one UK-wide percentage because England, Scotland and Wales report through different systems. However, they point to a consistent theme: workplace culture, dignity, respect, inclusion, leadership accountability and safe reporting remain important areas for action.
Frontline Equality uses these findings as a practical starting point for wider conversations about equality, inclusion, dignity, respect and culture across emergency services and public-sector organisations. Our sessions support honest reflection, lived-experience discussion and meaningful action.
Sources: National Fire Chiefs Council UK fire and rescue service information and 2024 culture position; HMICFRS values and culture reporting for England; HM Fire Service Inspectorate in Scotland organisational culture report; independent culture review into Mid and West Wales Fire and Rescue Service.