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LGBT STAFF NETWORK LAUNCH EVENT

Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues. LGBT STAFF NETWORK LAUNCH EVENT. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues. Welcome!. Dee Ellen, LGBT Network Member

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LGBT STAFF NETWORK LAUNCH EVENT

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  1. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues LGBT STAFF NETWORK LAUNCH EVENT

  2. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Welcome! Dee Ellen, LGBT Network Member Highland Council

  3. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Agenda • Why Staff Networks are important for Employers and Employees • What Staff Networks can look like and what they can do • The Grampian LGBT Staff Network Experience Break • Prioritisation Exercise • Support for the Network from the Organisations • Next Steps / Q&A

  4. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Why Staff Networks are important for Employers and Employees Liz Scott, Equalities Manager Highlands and Islands Enterprise

  5. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Why Staff Networks are important for Employers and Employees

  6. Why Staff Networks are important for Employers and Employees Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Employers • Promote the value of all staff in an inclusive workplace • Increase line manager awareness of diversity • Provide a channel for communication and feedback about issues • Increase understanding of diverse customer needs • Encourage and demonstrate legislative compliance Partnership • Provide “economies of scale” • Demonstrate a collective approach to meet shared aims • Increase opportunity for innovation and sharing best practice • Support general public sector equality duty to :- • Eliminate discrimination • Advance equality • Foster good relations between people Employees • Share ideas with like minded people • Access information • Protection under Equality Act 2010 • Provide / receive support in “safe” environment • Raise awareness with colleagues • Build confidence and feel valued in the workplace • Engage with and influence employers • Contribute to improved policies and practices

  7. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues What Staff Networks can look like and what they can do Nicola Swan, Workplace Officer Stonewall

  8. The power of network groups Nicola Swan Stonewall Scotland

  9. This is Stonewall

  10. Workplace Issues • Not feeling able to be out • Heterosexist culture • Homophobic bullying • Colleagues lack of awareness about sexual orientation • Lack of senior leadership • Policies and procedures that are not inclusive • Barriers to career progression • Lack of positive role models • Strains on physical and mental health

  11. What is a network group? An employee network group is a formal mechanism for employees from similar backgrounds to come together to share information and support.

  12. What is it not? • Staff going down the pub once a month to moan about their employer • A tick box exercise • Something an organisation should have total say over running • A replacement for HR/Diversity

  13. Network group benefits

  14. Why networks? For me a lesbian and gay network would be invaluable really. I probably would have come out on day one had that been in existence (Peak Performance) I think even without being out, to know that my organisation does support the lesbian and gay network makes me more comfortable about them as an employer (Peak Performance)

  15. Why networks? I do feel very loyal to this organisation because it has created a network. It was one of the first to do so. This group that was created made it so much easier to be out.

  16. Membership • Exclusive (LGB/T only) – Employees who are not out may be more inclined to attend, may encourage open discussion of personal experiences. But difficult to engage with wider workforce. • Inclusive(open to all) – Engage and educate all staff, enables cultural change, allow colleagues with LGB family/friends to access information and support. However may affect participation from not out staff. • Tiered (full/associate membership) – Socials, mentoring and personal discussions to be exclusive; information sharing and events to be inclusive. • Gender Balance – Two co-chairs; one male and one female, social events at gay women’s venues, collaborate with women’s network. • Confidentiality policy

  17. Challenges Key issues relating to setting up and maintaining network groups in Scotland: • Location • Sustainability

  18. Dispersed employees Payslip messages issued to all staff Regional reps throughout England & Wales Regular news stories on intranet & internet Go virtual

  19. Sustainability Formally recognise network roles in job descriptions Encourage ownership Mentoring programme for LGB&T employees

  20. Sustainability Internal reverse mentoring Formal support from staff suffering B&H Mentor/assist other organisations with WEI or setting up network group for example

  21. First steps… • Identify a network name (and logo?) • Explicit about its purpose • Use senior champions on communications • Use diversity calendar to drip feed information • Ensure inclusion in induction programmes • Intranet page • Posters/ notice boards/ newsletters • Payslips • Set up an email inbox

  22. People perform better when they can be themselves Nicola Swan – nicola.swan@stonewallscotland.org.uk www.stonewall.org.uk

  23. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues The Grampian LGBT Staff Network Experience Kirsty George, HR Adviser Aberdeen City Council

  24. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Break Help yourself to refreshments

  25. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Prioritisation Exercise Liz Mackay, LGBT Network Member Highland Council / Unison • What would you like from an LGBT Staff Network? • How would you prefer to be communicated with? • How often would you like to meet? • Virtual vs. Face to Face meetings, preferred venues? • Anything Else?

  26. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Support for the Network from the Organisations Cllr Drew Millar Chair of the Community Safety, Public Engagement and Equalities Committee - Highland Council Ray Stewart Employee Director - NHS Highland

  27. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Next Steps • Collate feed back from today’s session • Plan an initial meeting with colleagues • Communicate updates via the website

  28. Staff Equality Network For colleagues who have an interest in Lesbian, Gay, Bi or Trans Issues Questions / Feedback?

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