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Growing our Great Community through Equality, Diversity and Inclusion

We have three staff Forums / Networks for BME, Disabled and LGBTQ+ staff members and allies. These are staff led groups of employees, established to support colleagues in having their voices heard in respect of experiences working for NHSGGC. Each Forum / Network has an appointed Chair and a growing membership of around 120-150 people. The invitation to join a Forum / Network is open to everyone – please click the relevant tile below to find out more about joining and becoming a member.

We are committed to supporting our staff equality forums and have named HR contacts to provide consistent support, information and advice to the Chair, Forum and Network members, with HR specific enquires and concerns.

The POWER of Staff Forums / Networks

Our staff Forums / Networks are inclusive, engaging and passionate, offering support, access and opportunity. Members are invited to share lived experiences if they choose, and exchange ideas and recommendations for continuous improvement. These Forums / Networks enable constructive conversations and are a powerful source of influence.

People – Supporting Individuals 

Ownership – Inspiring Ownership

Workforce – Connecting Colleagues

Experiences – Sharing Experiences

Representation & Respect – Person Centered

NHS Greater Glasgow and Clyde is committed to providing a safe, inclusive and diverse workplace.

Our workforce wellbeing sits at the centre of all that we do. As part of this, we all have a part to play in ensuring that we provide an inclusive environment, free from discrimination, bullying and harassment, enabling everyone to achieve their full potential at work.

Any form of discrimination, bullying or harassment, intended or accidental, contradicts our organisational values and behaviours and will be addressed through our Once For Scotland Policies.

Additional to our organisational commitment, every employee has an equal responsibility for their own behaviour and ensuring that they act in a safe and responsible manner.

If you feel that you are being harassed, bullied or discriminated against in any way, or if you are aware of harassment, bullying, discrimination affecting others, then you are supported and encouraged to raise the matter through the appropriate channels promptly, to ensure the correct action is taken. You can also view details on how to contact the Human Resources Support and Advice Unit.

Thank you for your continued support in ‘Growing our Great Community’.

The BME Staff Network was established in 2018 after consultation with various stakeholders about the lived experiences of BME staff. The network is working closely with the Workforce Equality Group to continuously improve the workplace experience of BME staff.

If you would like to join our forum please contact: ggc.bmestaffnetwork@nhs.scot and if you wish to join the forum’s mailing list, please be assured that your personal details will not be disclosed and you can be part of the forum anonymously. Emails sent will always be blind copied. 

You can join our Facebook group by searching for NHSGGC – BAME Staff Network and requesting to join the group or by clicking this link https://www.facebook.com/groups/972380060235337/ – there are a few details to fill in for our admins to verify requests are from NHSGGC employees. Please remember that this group is private and confidentiality is expected from each member – this is a safe, trust based space. 

Oudwin Griffiths is Chair of the BME Staff Network and is a Senior Clinical Nurse Specialist at the Queen Elizabeth University Hospital.

Oudwin brings passion and focus to the Network and shares “I believe everyone should be afforded dignity and respect in every aspect of life, whether it is employment, health and social care, economic and financial access or legal and political representation.”

Oudwin looks forward to growing and developing our BME Staff Network, as part of Growing our Great Community. 

Our BME Staff Network aims to:
  • Provide a safe, supportive and confidential forum for sharing experiences;
  •  Network and discuss identified issues that affect members of staff from BME groups;
  •  Act as a platform for consultation and influence on issues impacting on the health, wellbeing and work of BME staff;
  •  Facilitate opportunities for feedback on staff governance issues in relation to the experience of BME staff.
Terms of Reference

Coming soon.

National NHS Minority Ethnic Network

Our NHSGGC Board and our BME Network are committed to supporting to the National NHS Minority Ethnic Network that was established in 2021. The key work streams are:

Employment

Recruitment – Selection – Development – Career Progression

Workplace Culture

Race Conversations – Lived Experiences – Recognising Barriers – Clear Messages – Race Equality

Mental Health

Practical Advice – Signposting – Clinical Support – Targeted Communications – Governance

Meeting Dates for 2022
  • Wednesday 22 June 12.00pm until 2.00pm
  • Wednesday 21 September 12.00pm until 2.00pm
  • Wednesday 23 November 12.00pm until 2.00pm

Accurate employee data enables us to make the right provisions for our workforce. Monitoring diversity at all stages of the employee journey is an important means of growing and nurturing an inclusive workplace, and enables us to ensure our workforce population is a direct representation of the patient population we serve.

We collect, analyse and publish equality data on our workforce regularly, which helps us identify gaps and improvement opportunities. Understanding the demographics of our workforce, we can better support everyone.

NHSGGC collect data on ethnicity, religion, age, marital status, disability, sex, sexual orientation and gender reassignment – these are all protected characteristics under the Equality Act 2010. As an organisation committed to equality of opportunity, it is important that we hold accurate data demonstrating our diverse workforce. This information is secured in adherence to GDPR, confidentiality and data protection at all times.

Employee information will be used anonymously to generate data and help ensure equality of opportunity in all areas of the employee journey. It will enable us to develop policies and implement initiatives to ensure we continue to progress as an equal and inclusive employer.

We ask and encourage you to update and maintain your personal data on eESS.  This will enable the organisation to continuously improve as an equal opportunities employer, and ensure the right resources, facilities and support are available for you.

Please click here to view information on how to update your personal data on eESS. If you would like to discuss employee data and how this can benefit you and the organisation, please contact ggc.staffexperience@ggc.scot.nhs.uk  

Equality, diversity and inclusion processes are reflected at every stage of our employee journey. Please click these links to find out more about Recruitment and SelectionInductionPerformanceDevelopment and Succession / Promotion.

The NHSGGC LGBTQ+ Staff Forum is a group of staff members made up of those that identify as lesbian, gay, bisexual, transgender, queer inclusive (LGBTQ+) and our allies. The group aims to create a safe and welcoming space for staff members within our LGBTQ+ community though our social activities, programme of events, formal and informal meetings.

If you would like to join our forum please contact: lgbtforum@ggc.scot.nhs.uk and if you wish to join the forum’s mailing list, please be assured that your personal details will not be disclosed and you can be part of the forum anonymously. Emails sent will always be blind copied.

The Forum has a social media presence on Facebook (www.facebook.com/groups/nhsggclgbtforum) and Twitter (@LgbtStaffForum). 

Katie Sharp is Co-Chair of the LGBTQ+ Staff Forum and is a Senior Research Nurse at the Queen Elizabeth University Hospital. Amanda Law Co-Chairs the Forum and is an Acute Clinical Nurse Educator at the Royal Hospital for Children, Glasgow. Andrew Laird is Vice-Chair for the Forum and is a Specialist Pharmacist at the Queen Elizabeth University Hospital and Royal Hospital for Children.

Katie is passionate about inclusivity in the workplace and says “I believe everyone should have the space and support to be their true selves in all areas of their lives, and that includes their workplace. My work with the LGBTQ+ Staff Forum is my way of giving back some of the love and joy I have experienced from being a member of our wider LGBTQ+ community. With my co- and vice-chairs, I hope to lead by example and support my colleagues through direct Forum activities and my participants in the Workplace Equalities Group.”

Leading the Forum with energy and enthusiasm, Amanda shares “I’ve have been fortunate to witness first-hand the kindness, laughter and sense of community that comes with being a part of the LGBTQ+ staff forum. I am passionate about building a safe space for LGBTQ+ colleagues through peer support, social engagement and visibility within our organisation.”

Andrew hopes to uphold the values shared by the Co-Chairs, and writes “I’m passionate about defending & promoting the wonderful diversity within NHSGGC, and I want to work together to build our LGBTQ+ Staff Forum into a community to be proud of. We want to ensure a safe environment for all of our LGBTQ+ colleagues to connect with each other, advocate for meaningful change through our work & working alongside the Workforce Equality group, and celebrate all of our successes in a visible way.”

Katie, Amanda and Andrew all look forward to growing and developing our LGBTQ+ Staff Forum, as part of Growing our Great Community.

Our LGBTQ+ forum aims to:
  • Create visibility for LGBTQ+ people within our organisation
  • Provide a point of contact and sign posting
  • Actively be involved in policy development within NHSGGC
  • Be as accessible as possible with a mailing list, meetings, activities, events, and social media presence
  • Provide networking opportunities with other forums and groups
Terms of Reference
Meeting Dates for 2022

Please contact us at the email address above for meeting links, if you would like to join our meetings.

August Forum Meeting 

Date: 30/08/2022

Time: 11:00

November Forum Meeting 

Date: 29/11/2022 

Time: 11:00

The Staff Disability Forum exists to provide a support network for staff and to facilitate positive changes in the organisation. Staff engagement and feedback is vital for the organisation to work together. The Staff Disability Forum was set up in 2015. 

If you would like to join our forum please contact: kate.ocker@ggc.scot.nhs.uk and if you wish to join the forum’s mailing list, please be assured that your personal details will not be disclosed and you can be part of the forum anonymously. Emails sent will always be blind copied.

The Forum has a social media presence on Facebook (click here) and Twitter (coming soon).

Kate Ocker is Chair of the Staff Disability Network and is a Research Nurse, based at Gartnavel General Hospital.

Kate leads the Forum with commitment and determination and shares “I developed my own disability in 2005. It came out of the blue and turned my world upside down. My experiences of how I was then treated and perceived have left me with a burning passion to make sure nobody ever has to face that. Working together, we can achieve a valued, diverse workforce. I would love to see more people accessing the Staff Disability Forum for support, to contribute and above all, to make a difference. Sharing good practice is as helpful as raising concerns. You can contact in confidence, or you can join meetings and know that your voice is heard and valued.”

Kate looks forward to growing and developing our Disability Staff Forum, as part of Growing our Great Community.

Our Staff Disability forum aims to:
  • Promote equality
  • Protect staff against discrimination
  • Encourage colleagues to share their lived experiences
  • Empower staff to feel able to confidently disclose their disability
Terms of Reference
Meeting Dates for 2022
  • Tuesday 9 August 2022 at 1.00pm
  • Wednesday 2 November 2022 at 1.00pm

We asked some of our Staff Forum / Network members for the their thoughts on what the Forums and Networks mean to them.

See some examples below to get a feel for the value and impact of our staff Forums and Networks:

“The LGBTQ+ staff forum is a collective of likeminded individuals where we can promote and campaign for equality, inclusion and awareness.”

LGBTQ+ Forum Member

“I would love to see more people accessing the Staff Disability Forum for support, to contribute and above all, to make a difference. Sharing good practice is as helpful as raising concerns. You can contact in confidence, or you can join meetings and know that your voice is heard and valued.”

Staff Disability Forum Member

“The BME network has provided me a safe space out with my own department where I feel heard and am able to talk about issues that affect me at work. As a consequence I have felt empowered to raise concerns and begin a journey towards influencing a real change in culture within the workplace.”

BME Staff Network Member

“I joined the LGBTQ+ forum as I think visibility is really important. Growing up I didn’t see gay people in everyday life. I want to make sure that doesn’t happen again.”

LGBTQ+ Forum Member

“Staff who are supported and allowed to work to their strengths can achieve amazing things.”

Staff Disability Forum Member

“The Network is a really good place to share my own experiences and hear the voices of others who share my protected characteristic.”

BME Staff Member 

Additional feedback welcome.

If you have feedback to share of your experience as a Forum or Network member please contact ggc.staffexperience@ggc.scot.nhs.uk 

Select each icon to be directed to the page.

NHSGGC has a legal responsibility as set out in the Equality Act (2010) that states we must show due regard to:

  • Promote equality of opportunity
  • Prevent discrimination, victimisation and harassment
  • Foster good relations

 The Equality Act 2010 sets out nine protected characteristics under which protection and redress are afforded. Many of us have more than one of these protected characteristics. Further information on each characteristic can be found by clicking here.

The Fairer Scotland Duty 2018 is part of the Equality Act’s revised provision. It states that NHSGGC must pay due regard to reducing inequality of outcome caused by socio-economic disadvantage when making strategic decisions.

The pages within the “Celebrating Equality, Diversity and Inclusion” detail a broad spectrum of activity, resources and contacts that are all linked to NHSGGC’s commitment and legal responsibility as set out in the Equality Act (2010).

‘A Fairer NHS Greater Glasgow & Clyde’ explains how the organisation will uphold the law by addressing inequalities. The document also covers people’s right not to be discriminated against in the workplace. It includes the organisation’s progress on mainstreaming equality into NHSGGC and Equality Outcomes.

Additionally, NHSGGC is progressing work against the key national recommendations from the Equality and Human Rights Commission report, following their inquiry across public sector organisations. The recommendations are being taken forward either nationally or locally via equality networks and have been aligned to the five strands of the Workforce Equality Action Plan.