2026 Conference Program

The power of language to promote inclusivity and recognition is arguably the cornerstone of any organisational structure. By including all participants through effective and empathetic communication, regardless of gender, diversity, or ability, allows members to feel safe, visible and recognised for the skillset they bring to the collective effort.

If we are to speak of intent to impact, especially in our volunteer firefighting organisations, where coming together as a collective is key, more work is needed to educate and change everyday communication in volunteer fire services, whether on call outs, at training, as well as other events where members come together.

Whilst the South Australian Country Fire Services has embarked on a membership recruitment strategy to increase diversity, especially that of women in brigades, at a time when membership is waning across the state, it is argued that the issue of retention is one that also needs addressing. Whilst a good public relations and awareness campaign goes a long way in encouraging a more diverse membership, what sort of strategies might be considered when providing consistently safe and welcoming environments that encourage women and gender-diverse individuals to stay?

This paper argues that employing active awareness campaigns to address and educate all levels of the organisation of the importance of non-gendered language is an underlying key in retaining women and gender-diverse firefighters, whilst also providing them with a sense of visibility and belonging. In examining notions of power and agency in the use of gendered terms such as mates, lads, boys, and men, for example, it is argued that the use of non-gendered language at the brigade, group, region, and managerial level, should be consciously employed in creating volunteer environments that are welcoming for women and for those who identify as gender-diverse.