Just over three months to go until the 2018 WAFA Conference in Wellington, NZ!!
Click here for our latest newsletter, which includes information about Awards Nominations (still open until 18 June, get your nominations in!!), our WAFA mentoring program launch and much, much more!
The Board is currently calling for Award Nominations for the following categories to be presented at the conference:
Outstanding Contribution by a Female Firefighter
Member Organisation 'Diversity, Inclusion and Fairness'
For more details, click here.
Award Nominations close COB 18th of June 2018.
Click here for the link to the booking site and for all the info.
The NSW Rural Fire Service is pleased to announce that it will be releasing further rounds for Operational Officer Levels 1 & 2.
The recruitment schedule for 2018 is as follows:
OpO1 Closing 12 March 2018
OpO2 Opening 12 February, Closing 22 April 2018
OpO1 Opening 12 March, Closing 17 June 2018
OpO3 Closing 5 August 2018
If you are interested in applying for an OpO role, please don't hesitate to contact firstname.lastname@example.org, register at the webpage or click here for the state-wide information sessions schedule.
For Immediate Release
The Board of Women and Firefighting Australasia Inc. (WAFA) welcomes the latest innovative approaches undertaken by fire agencies across Australasia to increase gender inclusion in their operational ranks. Moves to attract applicants from this traditionally under-represented group will serve to strengthen fire agencies, as has been seen across the emergency services sector and within defence. As addressed in AFAC CEO Stuart Ellis' opinion piece for International Women's Day 2017, there continue to be many challenges on the road to gender equity within fire services, none of which are insurmountable. Through leadership initiatives and partnerships, WAFA's Board agrees that we can steadily continue to bring about positive change.
WAFA President, Kelly Browne, said, "concerted initiatives to improve inclusion are an important feature of contemporary and progressive Emergency Service Providers."
"Gender inclusion has become a feature of Fire Services internationally and we commend our partnering organisations that see diversity as a key feature of their corporate plans, operational capability, and organisational strength," Ms Browne said.
WAFA's Board, a diverse collective itself, commends these organisations for the leadership they have shown in creating a diverse, flexible, adaptive and sustainable workforce that is representative of the community.
"We see inclusion as the key to an organisation's capability and consider efforts to increase the representation of women, Aboriginal and Torres Strait Island people, culturally and linguistically diverse groups, people with disabilities, and LGBTI community members, as a standard not to be compromised," Ms Browne added.
Notes: WAFA has both individual and corporate membership from every state and territory in Australia and growing membership in New Zealand and Pacific Island nations such a Papua New Guinea and Fiji. For more information on WAFA, please visit www.wafa.asn.au, or visit our Facebook, Twitter or YouTube Pages.
Media Contact; email@example.com
May 8, 2017
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The Gender Balance Overview of Australasian Firefighters 2015 is a WAFA initiative to establish the current state of play for all Fire Agencies within Australasia. As a base we hope it will encourage Agencies to set statistical objectives for gender balance and, in turn, improve all diversity reporting.
The overview was compiled by one of the WAFA Board members. We will use it to measure progress going forward and hopefully build comprehensive and accurate data for our Recruitment and Retention strategies.
This overview includes both volunteer and career firefighters. Data was obtained from Agency Annual Reports and various documents tabled at AFAC.
Click the link on the right to download the presentation.
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