This project is no longer active. Please feel free to access and use all Toolkit resources below. 

The FIRST Center led important research and provided service related to diversity, equity, and inclusion (DEI) in the fire and rescue service. Our goal was to help fire departments and fire service organizations assess their climate for inclusion and their readiness to change regarding DEI issues. We conducted assessments through surveys, interviews, and focus groups. We provided resources helpful to creating a vision for DEI and enacting change.

The following definitions from the DEI Extension (2021) were fundamental to our approach:

"Diversity is defined as the presence of differences that may include race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, language, (dis)ability, age, religious commitment, or political perspective. Based on these differences, some populations have been and still remain underrepresented and marginalized in and among broader society."

"Equity includes the promotion of justice, impartiality, and fairness within procedures, processes, and the distribution of resources by institutions or systems. Tackling equity issues requires an understanding of the root causes of disparate outcomes within our society."

"Inclusion can be defined as an outcome to ensure the diversity is actually welcomed. Inclusion outcomes are met when a person, institution, and program is truly inviting to all. Inclusion is the degree to which diverse individuals are able to participate fully in the decision-making processes and development opportunities within an organization or group.

The FIRST Center proffered the following formula for consideration by the fire and rescue service:

DIVERSITY + EQUITY = INCLUSION

The FIRST Center stands behind the International Association of Fire Chiefs (IAFC) in their statement on human dignity:

"As an organization, we must take positive steps to ensure human dignity by avoiding any remaining vestiges of discrimination or unequal treatment including, but not limited to, a basis on race, color, spirituality, gender, age, national origin, ancestry, socio-economic backgrounds, sexual orientation, gender expression, gender identity, ethnicity, marital status, or any legally protected characteristic."

At the FIRST Center, we made our own commitment to fostering a diverse, equitable, and inclusive culture. 

The DEI FIRE Toolkit

The US fire and rescue service expressed readiness to change, but was lacking critical resources to make the changes it envisioned. To address this gap, FIRST  partnered with the Metro Chiefs through a FEMA AFG FP&S grant to develop "DEI FIRE"—a toolkit with education, assessment, and training materials to help the fire and rescue service achieve its vision of DEI.

Development of DEI Infrastructure

Through the creation of a DEI dictionary, a common language emerged, enabling the fire service to have broad and well-informed discussions about DEI-related topics. The toolkit included assessments of DEI receptivity in fire and rescue departments and fire service organizations using validated tools. In response to the data collected, best practices, trainings, and model policies for DEI were created to support the recruitment, retention, and advancement of a more diverse, equitable, and inclusive industry.

Various components of the Toolkit and DEI Infrastructure include:

1. DEI Dictionary (available now for download)
2. DEI Mission Statements (in development)
3. DEI Model Policies (in development)
4. Cultural Competency Plans (in development)
5. LGBTQ Resource Guide for EMS (available now for download)
6. Self Size-Up and Cultural Humility Training (coming soon)
7. DEI Departmental Assessment

Join Us

The FIRST Center is committed to making this journey with all interested organizations. If you are interested in lending your voice to what is needed and helping us chart the path forward, please share your thoughts by contacting FIRST Center Director, Dr. Jennifer Taylor (jat65@drexel.edu).