This course is designed to help delegates to understand what assertiveness is, and when to use it. Assertiveness can improve performance and help with the management of difficult people and situations.
Learning Outcomes
By the end of the course delegates will be able to:
Recognise what assertiveness is
Identify how behaviour can be influenced
Describe why and when to use assertive behaviour
Explain how to use assertive behaviour when dealing with difficult people and situations
Course provider: Learning and Education Team
Who should attend; All staff are welcome to attend
Pre requisites; None
Duration; Guided learning time 45 minutes
KSF Links
C1 – Communication
C2 – Personal and People Development
e-Learning: An e-Learning option is available for this topic via LearnPro. You will find it under the CPD category.
If you need any information on specific course content, the venue or booking process, please do not hesitate to contact the Learning and Education Support Team on 0141 278 2700 (Option 3).
Course overview
This 1 day course has been developed to support and identify the skills and knowledge required to undertake the role and function of a second worker, as part of the Adult Support and Protection 2007 Act. This course will consider the duties and expectations of the second worker in practice.
You should only apply for either the Multi Agency Awareness training or the Second Worker training and not both.
Learning Outcomes
The learning objectives will address the requirements of undertaking an Adult Support and Protection inquiry and investigation, covering the period of receipt of initial concern through to the Adult Support and Protection Case Conference. The course will underline best practice and the course programme adheres to the requirements of the Adult Support and Protection (Scotland) Act 2007, the Code of Practice and Glasgow’s current procedures.
Course provider: Social Work Services
Who should attend?
All members of the Glasgow City Health and Social Care Partnership are welcome to apply after discussion and approval from their managers.
Health partners will be involved both in referral and in supporting the investigation process through the sharing of relevant medical information or undertaking a medical examination of the adult at risk. Whilst the lead investigating officer (council officer) for Glasgow City Council will be a registered and qualified social worker, in certain circumstances, it may be appropriate for a health professional to be involved along with the council officer in the course of an investigation. Therefore, this Second Worker training is recommended to support staff within this role.
Only health staff nominations can be accepted via eESS. All social work staff should apply through the Social Work Services.
Pre-requisites: None
KSF Links
C1 – Communication
C2 – Personal and People Development
C3 – Health, Safety and Security
C6 – Equality and Diversity
Dates
Duration: 7 Hours
Tuesday, 25th November 2025, 9.15 am – 4.30 pm, Learning and Development Centre, Parkhead Hub, 1251 Duke Street, Glasgow G31 5NZ
To book a place on the course, please use the eESS Learner self-service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Guidance on how to search for Learning and Development on eESS OLM can be found below.
Full access to all Standard Operating Procedures and e-learning videos is available via eESS.
If you need any information on specific course content, please contact Angela McGowan, Senior Learning and Development Officer on 0141 550 7700. Regarding the booking process, please do not hesitate to contact Learning and Education Support Team on 0141 278 2700 (Option 3).
Course overview
Supporting staff is a key part of the manager’s job and this module offers guidance and support on issues relating to promoting employee health and attendance. The main aspects of attendance management including roles and responsibilities, policy framework, reporting procedures and sources of advice and support will be covered.
Learning outcomes
By the end of this module delegates will to:
become more familiar with the Attendance Management Policy and good practice
understand how to use attendance data and its use to identify trigger points
develop understanding of reporting and recording requirements
share knowledge of formal and informal approaches/interventions
promote a clear understanding of roles and responsibilities in attendance management
Course Provider: Human Resources and Learning and Education
Who should attend?
Any manager in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
KSF links
C1 – Communication
C2 – Personal and People Development
C3 – Health, Safety and Security
C6 – Equality and Diversity
HWB1 – Promotion of Health and Wellbeing
Duration: 3 Hours
Pre-requisites
All potential candidates should explore the followings:
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner self-service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Guidance on how to search for Learning and Development on eESS OLM can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via eESS Login (scot.nhs.uk)
If you need any information on specific course content, the venue or booking process, please do not hesitate to contact Learning and Education Support Team on 0141 278 2700 (Option 3).
Last updated: 13/05/2025
As part of the our approach to supporting positive attendance at work, HRConnect has been updated to provide staff with a facility to easily access a range of self help guides, information and advice on common problems which have the potential to impact on staff wellbeing.
The new resource, accessed via a button on the front page of HR Connect headed ‘Self Help for Staff’ complements the Staff Health Strategy and utilises it’s recognised branding. The new resource is now available. The four topics covered are Money Advice, Carers Advice, Mental Health and Living Life to the Full.
Emotional wellbeing resources
In addition, NES have created a number of resources to help support emotional wellbeing which you may find useful during the pandemic and beyond.
There are resources for individuals and managers including e-modules and podcasts.
To get the most out of the programme please be ready to discuss your current practice. You will be asked to reflect on recent experiences and to plan activities relating to one or more of the key themes.
With each of the four topic areas we will begin by introducing current models and ideas and then go on to explore how you can apply these in your day-to-day role.
Topics covered
Communicating and Influencing
Effective communication and the ability to influence are foundational to good management of individuals and teams. We will introduce and explore the communication cycle and help you to reflect on your current practice. This will include 1-to-1 and team communication.
Learning outcomes
Understand the nature and importance of the communication process in workplace
Communication cycle and barriers to effective communication and how to remove barriers
Principles of effective communication, be able to assess your own effectiveness in communicating with others and influencing them
Be ready to use tools and techniques to support more effective communication
How to plan and assess a successful communication
Role of managers to deliver an effective communication cycle and employee voice
Know about NHSGGC organisational goals and values
Organising and Delegating
Effective use of your time, staff time and supporting staff development are priorities for you as a manager. This session will introduce tools and tips to help you delegate and organise your team.
Learning outcomes
Recognise the difference between leadership and management
Understand performance management and factors affecting performance in your team
How to measure and boost your team members’ performance
Time management and Principles of good time management
Key principles of delegation and how to delegate, monitor and review delegated activities
Managing Change
Change is essential part of a dynamic organisation like NHS Greater Glasgow and Clyde providing health care in an ever changing world. This session will provide you with valuable guidance and models to support and take forward change initiatives.
Learning outcomes
Understand the forces for change in an organisation and common barriers
Recognise and know how to apply key principles of change management
Recognise and be ready to use a range of tools to support the management of change
Problem Solving and Decision Making
We will introduce and demonstrate a range of tools and techniques to help you work through day-to-day challenges as well as think about longer term improvement objectives.
Learning outcomes
Understand the value of adopting a culture of improvement
Recognise a range of tools and techniques that support problem solving and decision making
Be ready to use a 6-step approach to problem solving.
Put learning into practice
Although there will be no assignment or project work it is still vital that you think about how you will make use of learning from the programme.
Identify personal and service objectives with your manager before booking a place
Be prepared to share examples and try out tools and techniques during the programme
You will be asked to support evaluation of the programme which will give you the opportunity to reflect and comment on how you have applied learning back in your workplace.
Specifically you should consider:
Key personal learning points
Any immediate impact of the programme (personally and/or on the service)
Action planning (proposed impact).
Interested in gaining accreditation for your learning?
An option to gain accreditation through an appropriate SVQ/PDA may be available to you.
For further information please contact the SVQ team.
If you want to have a chat about any aspect of the programme please contact our L&E Support Team via NHS Service Now Portal.
Last updated; 01/08/2024
We have three Staff Forums and Network for BME, Disabled and LGBTQ+ staff members and their 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 300 to 350 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 groups and have named Human Resource contacts to provide consistent support, information and advice to the Chair and members, with HR specific enquires and concerns.
Our Staff Forums and Network 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. The Forums/Network enable constructive conversations and are a powerful source of influence.
Our commitment is to provide a safe, inclusive and diverse workplace.
Our staff’s wellbeing sits at the centre of all that we do. We all have a part to play in making sure that we provide an inclusive environment. An environment free from discrimination, bullying and harassment, enables everyone to achieve their full potential at work.
We will address any form of discrimination, bullying or harassment, intended or accidental, through our Once For Scotland Policies.
Additional to our organisational commitment, every employee has an equal responsibility for their own actions. Your responsibility is to ensure that you 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, you are supported and encouraged to raise the matter through the appropriate channels quickly, to ensure the correct action is taken.
Thank you for your continued support in ‘Growing our Great Community’.
The Black And Minority Ethnic (BME) Staff Network was established in 2018. This followed a consultation with key stakeholders about their lived experience. 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 the BME Staff Network, please email ggc.bmestaffnetwork@nhs.scot for more information. The network is for both BME members of staff and their allies.
If you wish to join the Network’s mailing list, please be assured that your personal details will not be disclosed. You can be part of the Network anonymously.
Emails sent will always be blind copied.
If you have any questions or suggestions, please feel free to contact us at ggc.staffexperience@nhs.scot
You can join our Facebook NHSGGC – BME Staff Network by contacting us, or by clicking the button below. There are some details required to verify that requests are from NHS Greater Glasgow and Clyde (NHSGGC) employees. Please remember that this Network is private, and confidentiality is expected from each member – this is a safe, trust-based space.
Sue Silva, Health Care Assistant, Rehabilitation and Assessment, Lightburn Hospital– Network Co-Chair
Sue Silva said: “I am delighted to be elected Co-Chair and I want to reaffirm the purpose of the Network as a safe, supportive and courageous space for BME staff across NHSGGC to raise issues, speak their truth and shape change. We stand together to challenge inequality, celebrate diverse cultures and be a voice to influence decisions that affect our working lives.”
Owolona Ogbe, Healthcare Chaplain, Glasgow Royal Infirmary– Network Co-Chair
Owolona Ogbe echoed Sue’s comments, adding: “If you’ve ever felt invisible, unheard or are struggling to carry on when no one is listening, then the Network is a place for you. I want all our members to know, you are not alone. As Co-chair I am just as passionate about the power of sharing positive experiences, to inspire colleagues to do more – stories of empowerment and belonging matter and show the progress we are making.”
Mehvish Ashraf, MRPharmS, Non-Executive Director – BME Board Champion
As a Non-Executive Director and Board’s BAME Champion, Mehvish brings a wealth of patient facing and senior management expertise from her career as a community pharmacist where she worked for an independent chain of pharmacies with sites across Scotland.
As a Muslim woman of colour, she has experienced Islamophobia and racism and is passionate about ensuring that we create a workplace that truly values diversity, creating the right culture, systems and support to enable this.
Mehvish is the Co-Chair of the Staff Governance Committee, Clinical and Care Governance Committee, the East Renfrewshire Integrated Joint Board and a Trustee of the Greater Glasgow and Clyde Healthcare Charity (formerly the Endowment Fund).
Aims
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.
During the holy month of Ramadan many of our Muslim colleagues and patients observed the fast. This requires abstaining from food and drink from dawn to sunset, impacting various aspects of their daily lives.
We encourage managers to review the guidance and, where practicable, make adjustments to service plans for the month.
Leadership Programme 2025
Congratulations to thirty members of staff who completed the 2025 BME (Black and Minority Ethnic) Leadership Programme.
At the final session in September, future leaders delivered presentations on varied topics such as Advancing Financial Sustainability, Tackling Unconscious Bias in the Workplace, and Understanding the International Skilled Worker’s Journey.
They were joined by Natalie Smith, Interim Director of HR and OD, Mehvish Ashraf, Non-Executive Board Member and NHSGGC BME Champion, Cath Cooney, Vice Chair of the new People Committee, Liam Spence, Head of Staff Experience, and Samina Ansari, Chief Executive of Path Scotland, to hear the presentations and present certificates of achievement to this year’s graduates.
The BME Leadership Programme is part of a broader programme of anti-racism activities to ensure NHSGGC’s workforce represents the communities we serve. Almost 10% of the workforce is currently BME, however this is still lower at leadership levels.
You can find out more about our anti-racism plan at this dedicated page, including statements of support from both NHSGGC’s Chief Executive and Chair of NHSGGC.
BME Leadership Stories
NHSGGC continues on our journey to maximise inclusion and diversity within our workforce.
We compliment our existing portfolio of management and leadership development provision with our ‘Developing Leadership Skills’ programme specifically for Black and Minority Ethnic employees in NHSGGC.
Feedback from staff participating is detailed below.
David Ejim
“Since completing the training, I have taken up a promotion at the NHSGGC Care Home Collaborative as a Quality Improvement Advisor, which I credit in no small part to the Programme. In addition to building my confidence to go for this post, the training helped me develop skills which I use daily in my current role. I know the BME Leadership Development Programme has enriched my practice and therefore strongly recommend it.”
Kamaljit Khalsa
“I am Dr Kamaljit Khalsa, a Consultant Medical Microbiology based at the Queen Elizabeth University Hospital. I have just completed the BME Leadership Development Programme run by NHS Greater Glasgow & Clyde. The programme highlighted the value of diversity and equality within team settings. By networking and engaging with people from across the whole organisation it was useful to hear about some of the struggles and challenges faced including unconscious bias. Going forward we built on some common goals, ideas and aspirations. The small accountability groups enabled us to engage and gain support from one another. I would highly recommend this programme and feel it has improved my confidence, leadership skills and realised the importance of looking oneself.”
Dr Esther Azi
“I am Esther Azi, a Specialty Doctor with the West of Scotland Sexual Assault Response Co-ordination Services (SARCS). I was privileged to be part of the pioneer cohort that underwent the BME Leadership Development Programme.
I must say it was a rich and well packaged programme. From the brilliant facilitator Gillian Neish, the amazing colleagues from NHSGGC, I met and interacted with over six months from all disciplines and cadres, to the guest speakers with lived experiences and huge wealth of knowledge.
The programmed spanned six months, it was well spaced out and the virtual component allowed for flexibility. The break out sessions made it quite engaging and stimulating and the blend of reflective writing, oral presentations and life hacks from guest speakers made it possible for me to leave the programme with a lot of skills and confidence in approaching CV writing, interviews, leading teams and being assertive in the face of bullying or discrimination.
I particularly enjoyed the mindfulness and wellbeing moments we observed during each session, reminding us to take care of ourselves so we could give our best to our patients, the team, and the organisation at large. Joining the BME Network during the programme also meant I had on-going support after the course, as we were constantly reminded ‘support networks are their weight in gold’.
Since the programme, I have taken the initiative to lead on a project, which has made me more confident in putting forward ideas, working across different teams and be solution driven.
In all, I would highly recommend this programme for future cohorts. This would entail full participation to get the full range of tangible and intangible benefits.
Black History Month 2025 Celebration
In October, the BME Staff Network was delighted to host the celebration of Black History Month for their members. This year, the powerful theme was ‘Building Futures from the Past and Standing Firm in Power and Pride.’
The evening included
Guest speakers – including a poet and keynote speaker
Afro-Caribbean food, music & folklore
Networking with colleagues and community
Delegates enjoyed the opportunity to celebrate heritage, growth, and progress together.
Black History Month 2025 – Stalls throughout October
In October, the BME Staff Network met many colleagues at their stalls in various sites. It was an opportunity for colleagues to hear more about how the Network is supporting staff across NHSGGC and how to get involved.
South Asian Heritage Month 2025
In August, the BME Staff Network hosted an evening of reflection, culture, and connection in celebration of South Asian Heritage Month (SAHM) 2025, under this year’s theme “Roots to Routes”.
The event honoured the vibrancy and invaluable contributions of South Asian communities across our organisation.
This year’s theme reflected both the rich heritage that grounds South Asian communities and the personal and collective journeys that continue to shape our path forward.
Rooted in NHS Greater Glasgow and Clyde’s values of care, dignity, respect, openness, and inclusion, the evening was part of our ongoing journey to build a workplace where every voice is valued, and every heritage celebrated.
National NHS Minority Ethnic Network
NHSGGC Board and BME Staff Network are committed to supporting to the National NHS Minority Ethnic Network, established in 2021. The key work streams are:
Employment
Recruitment – Selection – Development – Career Progression
Accurate employee equality data enables us to make the right provisions for our staff. Monitoring diversity at all stages of the employee journey is an important means of growing and nurturing an inclusive workplace. It enables us to ensure our staff population is a direct representation of the patient population we serve.
We collect, analyse and publish employee equality data on our staff regularly, which helps us identify gaps and improvement opportunities. Understanding the demographics of our staff, 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 staff group. We adhere to GDPR, confidentiality and data protection at all times.
We use employee information anonymously to generate data. This data helps us to ensure equality of opportunity in all areas of the employee journey. It enables us to develop policies and implement initiatives which ensure progress as an equal and inclusive employer.
All Personal Sensitive Information is held securely within eESS. Any updates or changes to this type of information is held in confidence, and will not be notified to your manager, HR or anyone else using the system.
We ask and encourage you to update and maintain your personal employee equality data on eESS you can do so by following Change Personal Information – NHS Scotland eESS. This enables us to continuously improve as an equal opportunities employer. It ensure the right resources, facilities and support are available for you.
If you would like to discuss employee data and how this can benefit you and the organisation, please contact ggc.staffexperience@nhs.scot
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