Over/Summary of activity will be how best we can run activities with no reported to Workforce and Wellbeing financial constraints to making it happen. Group by a representative of the Equality team. Appendix C shows an annual work programme and review template To liaise with Side Has a responsibility to publicise the representatives on issues relating to network and the importance of Equality and Human Rights in the participating in staff network activities. workplace. To provide a mix of inclusive and To reflect the views and comments of the exclusive, supportive and well-publicised staff support groups in Due Regard forum for employees who are covered process that support relevant policies, by the aims and objectives of the group procedures and strategy review and feedback to the staff support groups on the outcomes of consultation. To provide an session available at Promote the networks to new (at ‘open’ meetings for those with an interest in the induction) and existing employees and network’s agenda, or for speakers who encourage managers to release are not members to attend. employees to participate in them. Advertise and communicate widely, Listen constructively and respond to using various mediums, e.g. Staff E employee concerns raised through the Forum, face-to-face outreach, email, support groups. phone, letters, to ensure that all staff are aware of and have access to the activities of the group To actively respond and engage with To respond to equalities-related training consultation opportunities that are needs of the wider workforce and service relevant to the interest of the group improvement actions as identified by the members including participating in Due staff support groups. Regard activities To raise issues of collective concern to To organise an annual review meeting group members with the Trust (or other between Executive team and the Lead NHS employer where member is Advocates of the staff support groups and external to the Trust) and act to address report progress back to the staff support these concerns. groups on those issues discussed at the review. Where an individual employment issue Take part and promote initiatives is raised, signpost the individual to HR developed by the staff support groups. Champion and other channels of support including, Occupational Health and Union representatives, Anti-bullying and Harassment Support Service.
Over/Summary of activity will be reported to Workforce and Wellbeing Group by a representative of the Equality team. Appendix C shows an annual work programme and review template how best we can run activities with no financial constraints to making it happen. To liaise with Side representatives on issues relating to Equality and Human Rights in the workplace. Has a responsibility to publicise the network and the importance of participating in staff network activities. To provide a mix of inclusive and exclusive, supportive and well-publicised forum for employees who are covered by the aims and objectives of the group To reflect the views and comments of the staff support groups in Due Regard process that support relevant policies, procedures and strategy review and feedback to the staff support groups on the outcomes of consultation. To provide an ‘open’ session available at meetings for those with an interest in the network’s agenda, or for speakers who are not members to attend. Promote the networks to new (at induction) and existing employees and encourage managers to release employees to participate in them. Advertise and communicate widely, using various mediums, e.g. Staff E Forum, face-to-face outreach, email, phone, letters, to ensure that all staff are aware of and have access to the activities of the group Listen constructively and respond to employee concerns raised through the support groups. To actively respond and engage with consultation opportunities that are relevant to the interest of the group members including participating in Due Regard activities To respond to equalities-related training needs of the wider workforce and service improvement actions as identified by the staff support groups. To raise issues of collective concern to group members with the Trust (or other NHS employer where member is external to the Trust) and act to address these concerns. To organise an annual review meeting between Executive team and the Lead Advocates of the staff support groups and report progress back to the staff support groups on those issues discussed at the review. Where an individual employment issue is raised, signpost the individual to HR Champion and other channels of support including, Occupational Health and Union representatives, Anti-bullying and Harassment Support Service. Take part and promote initiatives developed by the staff support groups.