This document discusses setting up and sustaining staff networks for Black and Minority Ethnic (BME) and Lesbian, Gay, Bisexual and Transgender (LGBT) staff at an organization. It launched BME and LGBT staff groups in 2010 and 2011, respectively, which provided forums for skills sharing. Both groups saw increased attendance and involvement in professional development and diversity training. An evaluation found the BME group should continue quarterly meetings and develop more presenters/activities. Next steps include recognizing the groups' broader roles, training more diverse trainers, and involving the groups in a diversity conference planning.

1. Setting up and
sustaining staff
networks
Clive Taylor,
E and D Lead
Equality and Diversity

2. BME and LGBT Staff Groups
• The primary aim of the staff groups is to
provide an effective forum where
skills, knowledge and experience can be
developed and shared in a safe sharing and
learning environment

3. Launches
2010 BME staff group launch – 40 people
• Partnerships - Pennine Care, Racial Equality Council
• Leadership support – CEO and medical staff
2011 LGBT staff group launch – 28 people
• Partnerships – LGF, Navajo Charter Mark, Preston Library
• Leadership support – Assistant Director, ‘out’ senior clinicians

4. Outcomes
BME staff group
• Attendance at meetings
• Professional development
• E and D trainers and EA/EIA scrutinisers
• Identified chair and evaluation carried out
• Leading on organising Opportunity Knocks EDS scrutiny Goals 3 and 4 with
Lancs Police
LGBT staff group
• Attendance at meetings
• Successful Navajo Charter Mark application and launch event
• E and D trainers/ Navajo 5 day sexuality course
• Facilitation and involvement at Opportunity Knocks events

5. Evaluation of BME staff group
• Do you feel the forum should continue in its original form (i.e-
meetings every quarter)?
• If so, what/who would you like to see at the meetings
(presenters/activities)?
• If not, how do you feel it is best to continue having a forum for staff
from BME background?
• How do you feel about having an electronic mailing list for all
members to use to share information and issues?
• Any other comments

6. Next steps
• Recognition of work as developing a ‘community of
purpose’ and not just attendance
• 3rd cohort of trainers as more diverse staff members
want to be involved
• Evaluation of Navajo training course with LGBT staff
group involvement
• Diversity conference for Lancashire involving staff
groups in planning and facilitation

7. Conversations
• What have been your experiences of diverse
staff groups?
• Are they needed?
• How do we make them meaningful for staff
from diverse backgrounds and the broader
organisation?
• What is the key to making them sustainable?
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