ABSTRACT
This chapter explains how the gender-related bias frustrated any opportunities for change presented by the Service's Equal Opportunity Policy. It identifies those processes which ensured that dominant, white male interests remained protected and existing patterns of power were unchanged. So that, despite the title 'Equal Opportunity Employer', Northshire Fire Service remained 'no place for a lady'. The chapter discusses a qualitative research and is part of a large project exploring the 'implementation gap' between the intention and achievement of a local authority equal opportunity policy. It explains these processes of the mobilisation of gender bias within the Fire Service, which effectively made women 'out of place'. The chapter demonstrates the operation of male power, or the 'capacity to control social interaction'. Advertising represents a second exclusionary process. Within the Fire Service there is a long-standing tradition of informal recruitment using familial networks and unsolicited letters of application. The hose-running however, was staunchly defended by officers of the Fire Service.
