At Buckinghamshire Fire & Rescue Service, we are committed to creating a workplace that reflects and serves the diverse communities of Buckinghamshire.
We welcome applications from people of all backgrounds, regardless of race, ethnicity, nationality, religion or belief, sex, sexual orientation, gender identity, marital status, age or disability.
We are proud to be an equal opportunities employer and are committed to ensuring that everyone is treated fairly and with respect throughout the recruitment process.
Reasonable Adjustments
We want all applicants to have the opportunity to take part fully in our recruitment process and demonstrate their abilities fairly.
If you have a disability or require any reasonable adjustments during the recruitment process, please let us know as early as possible. We may ask for additional information to help us understand your requirements and explore suitable arrangements.
The Equality Act 2010 applies to Firefighters and all other roles within the Service. A disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on day-to-day activities.
All requests for reasonable adjustments are considered on an individual basis. Where reasonable adjustments can be made to support an applicant through the selection process and, if successful, in carrying out the role, we will work with them to put appropriate arrangements in place.
Further information about inclusion, accessibility and careers within the Service can be found in our FAQs section and Join us section.
Criminal records checks
Certain roles within Buckinghamshire Fire & Rescue Service require a Disclosure and Barring Service (DBS) check. These checks help us ensure that we continue to protect and serve our communities safely and responsibly.
DBS checks may be carried out:
- When an individual joins the Service in a role that requires a DBS check.
- When an existing employee moves into a role requiring a DBS check and does not hold a valid check.
- As part of the renewal process for employees who require enhanced DBS clearance.
Having a criminal record does not automatically prevent you from applying for a role with us.
Applicants are asked to declare any criminal convictions or pending charges during the recruitment process and are expected to do so honestly. Where a declaration is made, each case will be considered individually and assessed on its own merits, taking into account the nature of the role and the circumstances involved.
We are committed to making fair and balanced recruitment decisions and will not discriminate unfairly against applicants with criminal convictions.
Employees are also required to inform the Service of any relevant changes to their criminal record status during their employment. Failure to do so may result in disciplinary action.
For more information about criminal record legislation, please visit the relevant government guidance at www.legislation.gov.uk/ukpga/1974/53.