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On 10th March 2010, we published an article about the launch of the Metropolitan Fire Board’s Gender Inclusion Action Plan. After publication of the article More Women encouraged to join the ranks of Firefighters in Victoria, we were advised that Maxine Morand, Minister for Womens Affairs in Victoria, was meant to officially launch the action plan but had to pull out after she was threatened by the United Firefighters Union (UFU) and advised not to attend.
Dr David Baigent consults with police and fire services about a range of issues, including sexism in the ranks and gender equality. Dr Baigent weighs in on the current debate between the unions and the fire services who are making attempts to create more diversity within the ranks.
There can be little doubt that whenever women enter a workplace where men rule then there is resistance. Why wouldn’t there be? Fairness may be a virtue and equal opportunities its practical application, but for most men levelling any playing fields involves a loss of status, identity and power.
Resistance can take many forms. The biological determinist may argue that men have special skills and that this leads to women’s work and men’s work. They may also argue that men and women think differently; men are rational and likely to stay cool in a crisis. For fire(men) it seems that both arguments apply. My research leads me to the conclusion that when it suits men they will say anything to maintain their hegemony. And firefighters are very much a part of masculine hegemony because firefighting and masculinity become a self-fulfilling prophecy when there are so very few women to be seen. Not because women can’t be firefighters, but because the majority of men in the fire service don’t want them to be.
In a country that hosts the world’s leading gender academic, Raewyn Connell, few firefighters want to hear about the social skills (learnt not inherited) that are key to who we are and what we become. Has anyone yet been able to persuade fire(men) that gender segregation is not in our genes but determined by people with power? Therefore it comes as no surprise when firefighters act to stop women from joining their ranks. The fact that some women have managed to become firefighters is a testimony to their perseverance, but for every woman who stays there are a great many more who are forced to leave.
In the short term most women who stay soon become ‘one of the boys’. Some of those pull up the drawbridge behind them or are so keen to fit-in and they will go to almost any lengths to stay. I am not suggesting that women do not know what they are saying when they challenge Melbourne’s Gender Inclusion Action Plan, but research suggests that women’s acceptance only lasts until they try to exert their own personality at work. Then men are quick to remind them of their position as women.
The current response by women to the age article and to the Melbourne Fire Service’s action plan gives us some insight to what is happening.
Women are speaking out against an opportunity enshrined in state law. Their arguments are put in print by Ben Schneiders, “nearly half the women firefighters at the Metropolitan Fire Brigade have publicly rejected claims of a ”closed culture” and say setting diversity targets is ”patronising and forever taints applicants”. If only this was not so reminiscent of arguments made by most women whenever they get ‘accepted’ in a male environment. Feminists have an explanation for this. However the reality is that as individuals these women believe what they say is true. Who are we to challenge their arguments without a program for change that will convince them that using their agency in such a way only adds to the male hegemony?
The UFU is of course full of good comrades. I met a number of the brothers the second time I was invited to Australia to research firefighters and equality. They defend firefighters throughout the state and are part of the worldwide union of firefighters. Nonetheless, do they ever consider why it is that the firefighters they defend are mostly male (about 97%) and almost exclusively white? The UFU may argue that they defend equality but do they ever question why there are so few women in the fire service? Or could they expand on why it is that most women who join the fire service are likely to witness sexual harassment?
I applaud Melbourne for trying to make a difference and hoped that more women in the fire service would do so too. But it is no surprise that they don’t. Most of them are probably trying to keep their heads down and fit-in. Trying to avoid the spotlight that identifies them as different. That’s why it is that men win in these circumstances. Not because they are right. But because they think they are right and who questions the hero who is a firefighter?
When a group of men find themselves challenged in this way; when their whole identity is threatened then one has to suggest that arguments and training for them to see things differently have failed. Until new approaches are found then this response (by men and women) is almost inevitable. It may be false consciousness but to the firefighters that have responded to this article so far (and for most of them that I have interviewed throughout the world) their argument is right and becomes true in its consequence.
For more information about Dr David Baigent and creating diversity within the ranks of police and fire services visit the website www.fitting-in.com
Photo credit: Wellford Tiller – Fotolia.com
Very few really know what it is like to work inside the MFB. I did work there in the admin area. As a non uniform person, you are treated like an outsider. The female firefighters become so much like the guys to the point of paranoia. Many of them become partners, some are daughters and relatives of male firefighters and feel they need to defend them. They all think they are one happy family and if you don’t fit in, then you are forever an outcast. Dr Baigent captured the psychology very well.
DR Baigent is responding to the MFB’s female firefighters article that was published in the age in which they claim to like the MFB culture and then they talk about their opposition to a pre-employment training program that will be restricted to men and women of Indigenous and multicultural backgrounds. Well, reading the MFB press release, I did not see any criticism about the culture anywhere, so, how did these women make a link between the culture and the program? I wonder how people from multicultural and Indigenous backgrounds feel when they see such a reaction? They certainly are not going to feel valued, welcomed nor accepted in the fire service. It is like the older migrants who came here and had to do it tough, resenting the new migrants who have access to a range of settlement services…”why should they be helped?” they say,”No one helped us”. Thank you Dr Baigent for trying to explain to us in the case of the fire service, why these female firefighters react in such a way. But , just like I don’t accept the older migrants’ treatment of the new, I also reject the excuses made for female firefighters in blocking assistance for aspiring firefighters from Indigenous and migrant backgrounds. They are doing the wrong thing!!!
Can someone please explain to me what the barriers are that face people from indigenous and migrant backgrounds? As far as I’m aware (and i am aware) the MFB is unable to discriminate against ANYONE as their recruitment policy currently stands as an equal opportunity employer. However, the 14 week course that the MFB wishes to implement will only be open to these groups and the MFB will effectively give up it’s title as an EOE. So tell me, who is being discriminative? The firefighters or everyone that agrees with this policy? Hard work will get you in the MFB, its never easy, nor should it be. The issue is that these groups DO NOT apply! Fix that and the brigade will diversify. Get the facts, then spout your opinion!
John,
What is your understanding of Equal Opportunity? I bet it is about treating everyone the same. Well that is not equal opportunity. Equal opportunity is about taking into consideration people’s diversity. People are not the same. Someone whose father, grand father, brother are firefighters who applies to become a firefighter has been exposed to the MFB for years and have very good inside information about the job and what is required. This gives them an advantage would not you say? While some who come from a migrant community and did not grow up in this country are behind the 8th ball and have more hurdles to jump than others. Would you agree? these groups you speak about do not apply in great numbers because they know nothing about the role . they don’t anyone from their community who is a firefighter as role model. so why would they?
It is very disturbing what I have seen erupt in the Herald Sun pages and by Andrew Bolt. Publishing internal email exchange between female firefighters and management was a cowardly and vicious act purely intended to inflict damage on individuals trying to do their job. The female firefighters’ reaction is treacherous and short-sighted. They never bothered to check the facts, but allowed themselves to be used and manipulated by the UFU to suit its own industrial war sacrificing along the way what is in the broader community interest. Their actions are masked by excuses of lowering of standards and reverse discrimination. They missed the point completely because in their own elitist world social disadvantage is a myth and why should anyone be helped? It is the law of jungle and the survival of the fittest. I am quite shocked to have seen and heard and read commentaries from firefighters that have made my heart sink, my skin crawl, my mind boggle. Are they really the same people who in an emergency risk their lives to save others? so, where are these qualities when there is no fire to put out? Where is the generosity of their spirit? The kindness of their hearts and the extension of their helping hand? are they only available to people who look like them? and from the same mould? how tragic !!!
Muriel,
What an absolute load of crud… we should not discriminate against those that have no clue about the fire service, but its ok to discriminate against someone whose parent or grandparent might have been in the service… pre entry programs should be offered to and open for all,,, no discrimination just give “all” people that opportunity…and Marlene, do you need to go have a look and who the people are that work in community services that support the newer communities, please dont tell us that the older migrants dont care what rubbish
And for the good Doctor, who was once a firefighter but a firefigter no more, sadly you create more division than you are probably aware of, please rethink some of the ridiculous unresearched comments you make, come and visit us again in Melbourne
Helen,
I am not sure you understand the nature of the MFB. The UFU has total control over the firefighters. I was involved in the consultations that were undertaken with community groups regarding the development of the gender inclusion action plan. All attempts made by the MFB to consult with and engage with firefighters to get their input and views regarding the plans were affected by bans and grievances from the UFU who did not want such engagement to occur. Your approach makes sense in other normally-functioning organisations but as ex-President Adrian Nye said the MFB is not normal. It is a military regime controlled by an external organisation who is not accountable for any outcomes. It is easy from an outsider point of view to come up with easy and simplistic solutions but unless you knew all the facts, all the constraints that face policy staff and managers at the MFB, you really cannot be in a position to fairly evaluate the process .
to 2nd Gen Skip
You subscribe to Equality = sameness. It is not. People who are related to firefighters and have access to a lot of support, information, mentoring and coaching, don’t need help from a pre-employment training program. They’ve had their whole life to prepare for the job. Also, you have to think about resource constraints. The other thing is that whatever is being offered in the program can actually be undertaken by individuals wanting to prepare for the entry requirements. They don’t need the MFB to assist. How about you research other similar programs elsewhere and get off the MFB’s case. Gees!! you think the MFB is radical, it’s only trying to catch up to other 21st century organisations.
Check this year’s winners of equal opportunity awards targeting women:
http://australianwomenonline.com/eowa-announces-winners-of-equal-opportunity-awards/#more-16062
I don’t see any of the women in the listed organisations publicly attacking their workplace and the staff who developed these programs.
The betrayal of the female firefighters towards the MFB is shameful.!!!
Hec,
Now the argument from day one has been programs for specific groups, who are those groups going to be?? who will pick and choose them??
I actually think the MFB is right up there for the 21st century, if you look at it for what it is “an emergecy service”, ther are not to many that are better.
Also we do not have any family ties to the MFB or firefigters, so please tell me why my children would not be afforded these programs, even those that do have family members they are discriminated against because of that and all in the name of Diversity… please lets get a grip here, open these programs to all and there would be non of this