The Power of Staff Networks The Power of Staff Networks Chaired By: - - PowerPoint PPT Presentation

Tuesday 11th December 2018

The Power of Staff Networks

“The Power of Staff Networks”

Chaired By: Jade Fraser, Operations Delivery Manager, Serco

“Supporting & Harnessing the Power of Employee Networks”

Shoku Amirini, Arts Producer and Chair of Embrace ( BBC’s BAME / multicultural staff network), BBC

“Learning from innovative networks”

Stuart Moore, Vice Chair, National Association of Disabled Staff Networks (Rev.)Romulus Campan Chair, Disability & Neurodiversity Staff Network, Jason Green Co-Chair, Staff Disability Network, University of Reading

Stuart Moore, Vice Chair, National Association of Disabled Staff Networks

nadsn-uk.org

connecting and representing Disabled Staff Networks in the tertiary education sector (universities and colleges) across the UK and beyond

@nadsn_uk NatAssDSN

WHAT?

• NADSN is a super-network with a mission to connect and represent

disabled staff networks

• We focus on the tertiary education sector (i.e. universities and

colleges)

• We are open to any individual and organisation interested in the

equality of disabled staff

• We act as a collective platform to share experiences and good

practice and examine challenges and opportunities

• We are an unincorporated association, non-governmental,

independent and self-determining, made up of impassioned people

SOME OF OUR AIMS!

• Promote disability equality and campaign for disabled staff networks to be

supported in the workplace

• Promote the interests of disabled staff on a national level
• Challenge stereotypes by endorsing the Social Model of Disability, promoting

a positive image of disabled people and eliminating the deficit/medical model

• Organise and deliver accessible events that can bring disabled staff and

disability equality allies together

• Create regional hubs to make it easier for members to meet each other
• Support relevant research projects, policies and guidance for disabled staff,

managers, institutions of tertiary education (HEIs and FEIs) and Government agencies

• Link with disabled students, particularly at postgraduate and doctoral levels

SOME FACTS

• Launched at the “What Are We Hiding?” National Conference on 6th

June 2014 at The University of Manchester

• NADSN-ALL list on JiscMail currently has 170 members from more

than 80 different organisations across the UK and abroad, including 51 universities in the UK

• Led by a Steering Committee
• Newly appointed Patron - Professor Anna Lawson, Director of the

Centre for Disability Studies

9

NADSN STEERING COMMITTEE

Chair Hamied Haroon (University of Manchester) Vice-Chairs Jacquie Nicholson (University of Aberdeen) Stuart Moore (Health Education England) Secretary Nicole Brown (University College London) Fundraiser/Treasurer Jacquie Nicholson (University of Aberdeen) Communications Lead vacant Events Lead Jonathan Levitt (University of Wolverhampton) Regional Leads …

Scotland Jacquie Nicholson (Uni Aberdeen) Wales Erica Alabaster (Cardiff Uni) Northern Ireland Angela Getty (Ulster Uni) North West England Lykara Ryder & Mona Patel (Manchester Met Uni) West Yorkshire vacant North & East Yorkshire Mary Laurenson (Uni Hull) Midlands Angela Breen (Uni Birmingham) South West England vacant London & South East England Ashok Jashapara & Mohamed Abu-Taleb (Roy Holloway, Univ London & Birkbeck, Univ London) North East England vacant East of England vacant

(Rev.)Romulus Campan Chair, Disability & Neurodiversity Staff Network,

DI DISABILIT SABILITY Y & NE & NEUR URODIVERSIT ODIVERSITY Y STAFF AFF SUP UPPORT PORT NET ETWORK ORK

[Rev.] v.] Romulus s Cam ampa pan, Chai air FdScMH, LTh (Hons), CertEd, QTS, PgCert Religion/Spirituality & Mental Health, PgCert Special Psychopedagogy, PgCert Autism & Asperger’s 11.12.2018

WHY “STAFF SUPPORT NETWORK”?

STAFF NETWORK = COMMON INTEREST STAFF SUPPORT NETWORK = COMMON INTERESTS WITH A PURPOSE

WHY “STAFF SUPPORT NETWORK”?

NETWORKS = COMMON INTERESTS ORGANISED

WHY ASSOCIATIONS OF NETWORKS?

ASSOCIATIONS = ORGANISED INTERESTS WITH AN IMPACT

TRANSFORMING IDEAS INTO NETWORKS, WHERE HUMANS ARE BEINGS, NOT RESOURCES!

Monday 23rd January 2017 Team: Dyslexia Working Group Areas for inclusion in the Dyslexia Working Group: Neurodiversity (capturing six conditions ASD/ADHD/Developmental Coordination Disorder (Dyspraxia)/Tourette’s/Dyslexia/Dyscalculia) Culture diversity Equality and diversity

Motto: “All great journeys hide the humility of their first steps.”

Dyslexia Group to Neurodiversity Staff Network Transition Proposal 28.01. 2018

• agree on which Neurodiversity ‘conditions’ we would be able to offer

either screening, signposting and/or post-diagnosis Staff Peer Support (SPS), e.g. for Autism & Asperger’s, Dyslexia, Dyspraxia, ADHD, Tourette’s, also their comorbidities such as Anxiety and Depression in order to establish and widen support for staff who

• therwise suffer in silence...

8 March 2018

MINUTES FROM THE DISABILITY EQUALITY FORUM

• 3. Update on disability and neurodiversity

staff network The issue was discussed with the outcome being that the networks would be brought together.

dyslexia network was better attended but struggling with developing

Disability and Neurodiversity Staff Network

disability staff network was struggling with attendance

14/29.03.2018

“[…] we were honoured to have in our midst Angela Breen, for 8 years Staff Disability Advisor at the Birmingham University, who kindly extended an open invitation to participate at the National Association of Disabled Staff Network’s (NADSN) 4th Annual Conference, Friday 13th July 2018, at the University College in

• London. The NADSN is a successful association of Disability Staff Networks, and the

conference, will highlight the experience of Disability Staff Networks from prestigious British institutions. As a token of her interest in the BSMHFT’s Disability, Equality and Inclusion efforts, Angela kindly accepted an invitation to participate and share her experience at our September DND Staff Network session. “

NADSN 4th Annual Conference Friday 13th July 2018 University College London

Keynote speech: Professor Anna Lawson, Director of the Centre for Disability Studies, University of Leeds

My question: “Since we have clear legislation protecting Disabilities, such as the Equality Act, the Autism Act, why aren’t these implemented and enforced, having disability discrimination prosecuted, like any other breach of legislation?” Prof Lawson’s reply: “Enforcing this legislation has been made hard by the fact that these laws expect discriminated individuals to come forth. Legal aid cuts have caused closing of support

• charities. Therefore cooperation of pressure groups of interest is vital.”

Angela Breen

Employee Disability Advisor Wellbeing Services BSMHFT: 18th Sept 2018

Echoes and Hopes #2 – 23rd July, 2018

National Association of Disabled Staff Networks (NADSN) Conference, 13th July 2018, London Disability & Neurodiversity Staff Network Session, 16th July 2018, Uffculme

Welcome to the 2nd edition of the DND Staff Network’s info journal. As mentioned in our previous, 1st edition, on the 13th July, 2018, London was home not

• nly to both understandable and justifiable protests, but also hosted by the University

College London (UCL), to the 4th Annual Conference of the National Association of Disabled Staff Networks (NADSN). As it can be seen in the attached Program and Speaker Information, the topics reflected the urgency of not just simply raising awareness of why Disability Rights must become the Number One priority in an unfortunate, exclusively profit oriented socio-economic context, but also of the necessity to encourage on a national scale the participation in this civil rights movement, of all workforce layers. Oftentimes, and this can sadly be seen in our Trust too, participation in virtually all Staff Networks, seems to be lacking a consistent representation (except for the executive sponsors) of staff from higher academic and

• rganisational structures, which maintains an undesirable segregation of workforce

dialogue and interests, leading to an abandonment of academia and leadership’s original

• purpose. Because as I remember

correctly, academia and leadership are supposed to be societal light-towers, and not some unreachable ivory towers. Reading the NADSN’s program, the UK seems to have a wealth

• f highly trained and skilled enthusiasts, living and working with

all categories of disabilities, having basically only one, primary focus, which is simply to continue living and working… Now, the main reason for attending this conference was not only to participate as a spectator, but to inquire about the possibility of membership. And this question, discussed with the NADSN Chair, was brought forward only two days after the London conference, on the 16th July, in the plenary session of the DND Staff Network at Uffculme. With a slightly changed program, caused by a last minute cancellation from a main speaker, the meeting, chaired by David Tomlinson, shortly became at the first point of its agenda, a lively, interactive exchange of facts, ideas and information about serious problems and their possible causes, guided by the Josh Quadri, the Trust’s Freedom to Speak-Up Guardian. One issue became crystal clear, the acute necessity to ensure that staff with any disabilities, must become 100% confident, that as employees of a Disability Confident employer, we are as valued and important as anyone else, regardless of our paygrade. Bina Saini updated the meeting about the “Disability Passport”, which at the NADSN conference became for the UCL, an “Agreement of Consistent Treatment” designed to provide “Disabled Staff and those with caring responsibilities a means of recording agreed variations to working arrangements in order to remove barriers to work”. The session continued with a presentation of further important conference highlights, also another presentation summarising the progress achieved following our Network’s participation at the 30th May Executive Board Meeting. The presentation was titled “Disability & Neurodiversity Staff Network: Functional Structure”, revealing the Categories and Subcategories of Conditions our Staff Network is planning to care for, and about. All these can be followed by accessing

• ur

“under renewal” Connect pages at http://connect/dnd-staff-network/Pages/default.aspx Following the meeting, it was decided that both our Network and our Trust would benefit from requesting formal membership of the NADSN, of which we will keep you updated and promptly informed ☺ Rom Campan, Chair

At the advice of Sue Davis CBE,

• ur Trust’s Chair,

I sent the summary personally to all Executive Board Members.

As a result, and following consultations with our Executive Board sponsor David Tomlinson - Director of Finance, Charlotte Bailey - Executive Director for Strategic Partnerships, presented to the regional STP (Sustainability and Transformation Partnership) which involves health organisations in the West Midlands and two local authorities (Solihull and Birmingham),

• ur

desire to establish/strengthen a Regional cooperation network between participants in the Sustainability and Transformation Partnership.

Within days from the initial steps, we received absolutely positive responses from:

• The Birmingham City Council
• The Birmingham Community Healthcare NHS Foundation Trust
• The Birmingham Women's and Children's NHS Foundation Trust
• The Heart of England NHS Foundation Trust
• The Solihull City Council
• The University Hospitals Birmingham NHS Foundation Trust

4th December, 2018 First Regional Partnership and Cooperation Meeting:

• The Birmingham & Solihull Mental Health Foundation Trust’s

Chair of Disability & Neurodiversity Staff Support Network

• The Birmingham Community Healthcare NHS Foundation Trust’s

Equality, Diversity & Human Rights Manager,

• The Birmingham Women's and Children's NHS Foundation Trust’s

Diversity, Inclusion and Wellbeing Manager

Tuesday, 18th December

Workforce Diversity and Inclusion Manager, Chair of the Disability Network, The Heart of England NHS Foundation Trust, The University Hospitals Birmingham NHS Foundation Trust

Regional Staff Support Network Partnerships

NADSN

BSMHFT Networking Networks Disability & Neurodiversity Staff Support Network

Dyslexia Group

The Power of Staff Support Networks should redefine the perception of employed Humans from mere Resources, back to the endless potential of nevertheless fragile and sensible Beings.

“Cooperation of pressure groups of interest is vital.”

Prof f A. . Lawson (2 (2018 18)

Jason Green Co-Chair, Staff Disability Network, University of Reading

JASON GREEN AUTHOR & CO-CHAIR OF RUSDN

The power of staff networks Problems In the Setting Up

Recent history ry – where were we?

Groups in society feeling Unsupported Promotion and employment figures for different groups low Possible discrimination Government data the only routine source

• f Information.

The Facts

Emplo loyee netw tworks:

• build a sense of

community

• give a collective voice on

issues

• be a consultee for people

related policy changes

• offer a listening ear for

employees

• enhance peer support
• support the diversity

and inclusion agenda

Starting Up

Develop

• Develop your aims

and objectives and identify what you are trying to achieve.

Develop

• Develop the Ways
• f Working

Document

• Document the

agreed ways of working (Set the rules for employer and group)

What’s in a name?

• Very often the first piece of information we have

about a entity is their name. It’s often the first thing you learn about and we form judgments very rapidly. And those judgments accumulate, so the first piece of information is especially

• important. It can lean you in a positive direction
• r a negative direction. And those first

impressions can set the stage for future interactions.

Group Leadership

It is the group leader's job to unite group members in working toward a common goal, keep them motivated, diffuse conflict, and ultimately deliver success. Excellent communication can be the key to successful group work.

Action Plan

What When Where

Increasing Participation and Membership

Determine why you need or want? Why would you choose one or the other individual or

• rganization?

When is the right time for them to be recruited or join the effort? How should they be involved in the group's planning and activities? How many members do you want involved? Should there be a membership target?

Recruitment

Plan to recruit participants and members from diverse backgrounds and viewpoints: Is there anyone that the group would turn away? Include diverse groups (e.g., culture, age, income) at the inception of the initiative or project. What groups are missing currently?

Top Tips to raise membership & Awareness

Provide Provide Sought- After Benefits Encourage Encourage Current Members to Recruit New Members Ask Ask for Feedback Get Get personal Promote Promote Early

The Final Tip

STOP LOOK LISTEN

TH THANK YOU !

For Listening

Contact us:

Website: Email: J.Green2@Reading.ac.uk Telephone: 07802604723 Research into Staff Networks Project

Researching staff networks on Disability in Higher Education & other networks.

Jade Fraser, Operations Delivery Manager, Serco Ed Jervis

“Learning from innovative networks”

55

Serco Internal Serco Restricted and Sensitive

Westminster Briefing

Diversity and Inclusion, The power of the Collective Ed Jervis & Jade Fraser

56

Serco Internal Serco Restricted and Sensitive

56

Personal Introductions

WI

Ed Jervis

▪ Global Head Serco LGBT Network ▪ Operational Excellence Black Belt ▪ Business Transformational Change

57

Serco Internal Serco Restricted and Sensitive

57

Personal Introductions Jade Fraser ▪ Head of LGBT Community UK&E ▪ Strategic Diversity & Inclusion ▪ Criminal Justice

58

Serco Internal Serco Restricted and Sensitive

58

Serco’s Journey Lesbian, Gay, Bisexual, Trans & Everything else

59

Serco Internal Serco Restricted and Sensitive

59

Serco’s Journey Raising the Collective Confidence of Serco’s Female Talent

60

Serco Internal Serco Restricted and Sensitive

60

Serco’s Journey Diversity and Inclusion in a Diverse Business

61

Serco Internal Serco Restricted and Sensitive

61

62

Serco Internal Serco Restricted and Sensitive

62

63

Serco Internal Serco Restricted and Sensitive

63

64

Serco Internal Serco Restricted and Sensitive

64

65

Serco Internal Serco Restricted and Sensitive

65

66

Serco Internal Serco Restricted and Sensitive

66

67

Serco Internal Serco Restricted and Sensitive

“Would you like a business case, for smoke alarms?”

68

Serco Internal Serco Restricted and Sensitive

68

Staff Network’s that unite our people across different sectors

69

Serco Internal Serco Restricted and Sensitive

69

Physiology, Biology & Chemistry Forces greater than us

70

Serco Internal Serco Restricted and Sensitive

What does ‘Retail Psychology’ Teach us about Inclusion & Diversity

71

Serco Internal Serco Restricted and Sensitive

72

Serco Internal Serco Restricted and Sensitive

73

Serco Internal Serco Restricted and Sensitive

73

Serco’s Journey Practical Take-Away

Leadership Commitment

✓ Credible, ✓ Believable ✓ Purposeful

Psychological Safety

✓ Safe to learn ✓ Safe to explore ✓ Safe to test

Effective Networks

✓ Active ✓ Engaged ✓ Honest

Diversity Strategy

✓ 9 Protected Characteristics ✓ Relevant ✓ Shared Ownership

Recruitment, Attraction & Retention

✓ Hiring Managers ✓ Supply Chain ✓ Active Conversations

Performance Management

✓ Objectives & Targets ✓ Change Management Mind-Set ✓ Consequences

74

Serco Internal Serco Restricted and Sensitive

74

Serco’s Journey Questions

“The Power of Staff Networks”

Chair’s Concluding Remarks