lgbt staff network launch event
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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 - PowerPoint PPT PresentationTRANSCRIPT
Staff Equality Network
For colleagues who have an interest in
Lesbian, Gay, Bi or Trans Issues
LGBT STAFF NETWORK LAUNCH EVENT
Welcome!
Dee Ellen, LGBT Network MemberHighland Council
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 ExperienceBreak • Prioritisation Exercise• Support for the Network from the Organisations• Next Steps / Q&A
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 ManagerHighlands and Islands Enterprise
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
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
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
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
What Staff Networks can look like and what they can do
Nicola Swan, Workplace Officer Stonewall
Staff Equality Network
For colleagues who have an interest in
Lesbian, Gay, Bi or Trans Issues
The power of network groupsNicola Swan
Stonewall Scotland
This is Stonewall
• 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
Workplace Issues
An employee network group is a formal mechanism for employees from similar backgrounds to come together to share information and support.
What is a network group?
• 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
What is it not?
Network group benefits
Employer Benefits Employee Benefits
Productivity Support Function
Recruitment & Retention Career Development
Employer of Choice Social Interaction
Collaboration & Contribution
LGBT Visibility
Risk Aversion Contribution
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)
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.
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
Challenges
Key issues relating to setting up and
maintaining network groups in Scotland:
• Location • Sustainability
Dispersed employees
Payslip messages issued to all staff
Regional reps throughout England &
Wales
Regular news stories on intranet & internet
Go virtual
Sustainability
Formally recognise network roles in job
descriptions
Encourage ownership
Mentoring programme for LGB&T
employees
Sustainability
Internal reverse mentoring
Formal support from staff suffering B&H
Mentor/assist other organisations with WEI or
setting up network group for example
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
People perform better when they can be themselves
Nicola Swan – [email protected]
www.stonewall.org.uk
The Grampian LGBT Staff Network Experience
Kirsty George, HR AdviserAberdeen City Council
Staff Equality Network
For colleagues who have an interest in
Lesbian, Gay, Bi or Trans Issues
Break
Help yourself to refreshments
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?
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 MillarChair of the Community Safety, Public Engagement and
Equalities Committee - Highland Council
Ray StewartEmployee Director - NHS Highland
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
Staff Equality Network
For colleagues who have an interest in
Lesbian, Gay, Bi or Trans Issues
Questions / Feedback?
Staff Equality Network
For colleagues who have an interest in
Lesbian, Gay, Bi or Trans Issues