RUH New Staff
Staff Networks at the RUH
Equality, Diversity and Inclusion
Staff Networks
Networks are an important part of the RUH and a key way the organisation is able to hear about the lived experiences of its staff and celebrate the diversity and difference they bring to the workplace.
The networks are supported by our executive team and members meet monthly. Staff are given time to attend meetings in work time. We understand that by having good networks we encourage conversations that can influence change for the benefit of all staff.
Staff Networks are ...
Forums for staff to:
- Support each other
- Share experiences
- Develop new skills
- Make friends
- Improve staff experience
- Seek advice
They contribute and shape:
- The Trust's diversity agenda
- Equality of access
- Trust Policy & procedure
- Celebratory events such as Pride, Black History Month and other annual inclusion events
- Make changes for the better for all staff well-being
Some of the events we have celebrated at the Trust
Clockwise from top left to bottom left: Pride fete 2024, Menopause Awareness Day stall, Black History Month flag raising, Women's History Month celebration stall, REACH network away day, Men's Network promotion stall, ice creams in the sun at the 2024 Pride fete.
Our networks
Women's Network
Pillars
The network has set three core pillars of focus, we welcome discussions around other topics but due to capacity we are focusing on these three things so that we can make solid progress rather than scratching at the surface of lots of different ideas. Our three areas of primary focus are:
- Network growth and engagement. The network has a brilliantly engaged core membership who have great discussions, but we are always looking to grow and involve as many people as we can as well as ensuring we keep our current members engaged and up-to-date with any projects/events.
- Connecting women. Women in the network have said that they want to be connected to other women working in the Trust that they may otherwise not have met. We plan to do this through regular meetings, in person meetups and network events that bring people together.
- Celebrating women. Finally, we want to celebrate women and their achievements, big or small, at the RUH and beyond.
Men's Network
Pillars
The network has set three core pillars of focus, we welcome discussions around other topics but due to capacity we are focusing on these three things so that we can make solid progress rather than scratching at the surface of lots of different ideas. Our three areas of primary focus are:
- Network growth and engagement. The network launched in September 2023 and although we are steadily building our membership, we are always looking to grow and involve as many people as we can.
- Men's walking group. We have set up a men's walking group around the hospital site to bring men together to network, chat and get some light exercise.
- Intersectional awareness. We want to work with other staff network to promote awareness that men are part of multiple communities as well as looking at how men can learn about and actively support communities outside their own.
LGBTQ+ Network
Pillars
The network has set three core pillars of focus, we welcome discussions around other topics but due to capacity we are focusing on these three things so that we can make solid progress rather than scratching at the surface of lots of different ideas. Our three areas of primary focus are:
- Network growth and engagement. The network relaunched in September 2023 and although we have a brilliantly engaged core membership who have great discussions, we are always looking to grow and involve as many people as we can.
- Health Inequalities Awareness. Making the organisation aware of health inequalities faced by the LGBTQ+ community is of high importance to our members.
- Allyship and education. One of the core ways we can achieve our goals is with the support of our allies in the Trust. Allies help to spread the network's message, as well as listen and learn. We also seek to educate as many colleagues as possible about issues members of the LGBTQ+ community face inside and outside of the RUH.
REACH Network
Pillars
The network has set three core pillars of focus, we welcome discussions around other topics but due to capacity we are focusing on these three things so that we can make solid progress rather than scratching at the surface of lots of different ideas. Our three areas of primary focus are:
- Network growth and engagement. The network relaunched in September 2023 and although we have a brilliantly engaged core membership who have great discussions, we are always looking to grow and involve as many people as we can.
- REACH mentoring programme. Members voted to set up an internal mentoring programme at the start of 2024 due to conversations around career progression being harder as colleagues from the global majority often have fewer internal contacts.
- Allyship and education. One of the core ways we can achieve our goals is with the support of our allies in the Trust. Allies help to spread the network's message, as well as listen and learn. We also seek to educate as many colleagues as possible about microaggressions and other issues global majority colleagues face in the workplace.
Enable Network
Pillars
The network has set three core pillars of focus, we welcome discussions around other topics but due to capacity we are focusing on these three things so that we can make solid progress rather than scratching at the surface of lots of different ideas. Our three areas of primary focus are:
- Network growth and engagement. The network launched in September 2023 and although we have a brilliantly engaged core membership who have great discussions, we are always looking to grow and involve as many people as we can.
- Increasing Electronic Staff Record (ESR) declaration. This is how the Trust can identify the number of staff with a disability, long-term health condition, or neurodiversity. The declaration rate is currently 4%, making it hard to know how many colleagues need support. Part of this involves diving into our Workforce Disability Equality Standard (WDES) data
- Site accessibility projects. We have been working with the estates team to try to increase the amount of disabled parking bays on site and prevent any obstructions which affect staff with blue badges. We have also recently been talking to the team revamping the gym to ensure it's a safe and inclusive space.
Armed Forces Network
Pillars
The network has set three core pillars of focus, we welcome discussions around other topics but due to capacity we are focusing on these three things so that we can make solid progress rather than scratching at the surface of lots of different ideas. Our three areas of primary focus are:
- Raising awareness. We will use the network to raise awareness of issues facing staff and patients with military connections at the RUH.
- Driving improvement. We know that it's important to regularly update colleagues on new initiatives and schemes that provide support to current and ex-armed forces personnel. We will drive improvement at the RUH with our commitment to improve services for those with military backgrounds.
- Allyship and education. One of the core ways we can achieve our goals is with the support of our allies in the Trust. Allies help to spread the network's message, as well as listen and learn. We also seek to educate as many colleagues as possible about issues military colleagues face in the workplace.
We also have two support groups for staff, the Menopause Support Group (to support staff during Menopause and to share useful information) and the Period Dramas Support group (for support around Endometriosis, Adenomyosis and other menstrual health issues). If you would like to find out more and see what the support groups are up to you can find them on Workplace using the links below.
Your questions answered
Who are the networks for?
Staff Networks are open to all staff, permanent or temporary, (including bank). We welcome allies as well as core members.
The monthly meetings are informal and friendly and a great opportunity to meet with members of the wider RUH team. We also have an active social group for members and allies to meet up outside of work for events, films, book clubs etc.
If you have an interest in promoting inclusion for all then please do come along to one of our network meetings. The networks meet monthly and you can contact the network Chairs for the next meeting or join the groups via Workplace, the Trust's internal communication tool.
Who can join a network as a member?
Anyone who identifies as part of a community is welcome to join that Network as a member
Who can join a network as an ally?
An ally is anyone who does not identify as part of a community but wishes to listen, learn, and actively support a network
Promoting staff networks
Posters with QR codes to sign up have been sent to all departments, if you would like to display a poster in your department or include a slide in a presentation please download the files here.
Find out more
If you have any questions, feedback or are interested in setting up a network group please contact the Equality Diversity and Inclusion team: