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The NHSGGC LGBTQ+ Staff Forum is a group of staff who 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. We have social activities, a programme of events, and formal as well as informal meetings.
If you would like to join our Forum please complete our online Form. If you wish to join the Forum’s mailing list, please be assured that your personal details will not be disclosed. You can also be part of the LGBTQ+ Forum anonymously. Emails sent will always be blind copied.
The Forum has a social media presence on Facebook and X (formerly Twitter) (@LgbtStaffForum).
To find out more, you can contact us at lgbtforum@ggc.scot.nhs.uk
Turas and LearnPro Modules
GGC learnpro modules can be accessed at learnPro NHS – Login (learnprouk.com) and you may find the following useful:
In CPD section –
GGC 056 Hate Crime
In specialist subjects –
GGC 149 – HIV Stigma
GGC 320 – LGBT Awareness
NHS Education for Scotland (NES) has just launched a new essential learning module: Introduction to Equality, Diversity and Human Rights, developed with the input and expertise of their partners.
This module replaces the existing essential learning module on TURAS. Health Boards and health and social care organisations are encouraged to use this module to meet their essential learning needs – a Once for Scotland approach.
The module will take approximately 30 minutes to complete.
You can access the module on the TURAS Equality and Diversity Zone under Introduction to equality, diversity and human rights
Staff Mindfullness Programme
If you would like to find out more about mindfulness and the programme being ran for staff across NHSGGC please visit: Mindfulness – NHSGGC
Forum Chairs and Board Champion
Andy Wyllie is Chair of the Forum, with Ross McCready our Vice Chair.
Andy, Senior Unscheduled Care Nurse, Leverndale Hospital
“As Chair of the LGBTQ+ forum, I bring over 20 years of experience within NHS Scotland, dedicated to promoting inclusivity. I have collaborated with various forums, including Police Scotland, the Scottish Ambulance Service and the Scottish Fire & Rescue, fostering cooperation across diverse sectors. It is an immense privilege and honour to advocate for positive change, ensuring the needs of the LGBTQ+ community are met with empathy and respect. I am committed to working with Ross and the Forum members to drive progress and create a more equitable forum, amplifying voices and cultivating a compassionate environment within NHSGGC.”
Ross, Mental Health Sector Administrator , Glasgow City HSCP (North East – Adult Services)
“I’m very driven to promote and support our diverse NHSGGC colleagues, I want to work alongside Andy to build and strengthen our Forum to make our community proud. I want to promote a safe and confident environment for both our LGBTQ+ staff and allies.”
Ketki Miles, Non-Executive Director, LGBTQ+ Diversity Champion
As a Non-Executive Director, and the Board’s LGBTQ+ Diversity Champion, Ketki brings a strategic focus and drive to NHS Greater Glasgow and Clyde’s Workforce Equality Strategy. Having worked internationally in the Financial Services industry, Ketki has experience in developing organisational cultures that embed diversity and inclusion in all aspects of their operations.
Ketki is a strong ally of the LGBTQ+ community and is honoured to be a Champion of this group. In 2022, Ketki commenced a transition plan that enables her to become the co-chair of the Staff Governance Committee, where she will oversee and seek assurance on NHSGGC’s focus across all staff matters. She also joins the Remuneration and Finance, Planning and Performance Committees, whilst remaining a member of the East Dunbartonshire Integrated Joint Board.
Our LGBTQ+ forum aims to:
- Create visibility for LGBTQ+ people within our organisation
- 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 2024
Please contact us at lgbtforum@ggc.scot.nhs.uk for meeting links, if you would like to join our meetings.
- Thursday 14 November 2024 at 11.00am to 12.00pm
Pride 2024
In June 2024, within NHS Greater Glasgow and Clyde, the LGBTQ+ community and our allies came together to show support for our LGBTQ+ community. Throughout the month we raised awareness of progress made and highlight the challenges that still exist for many of us. As well as holding Pride Stalls across our sites, we held a Pride Quiz.
This year’s Glasgow’s Pride Mardi Gla took place on 20 July and we once again be marched as a West of Scotland collaborative with our colleagues from other health boards and public sector bodies. Allowing NHS staff to wear uniforms was met with cheers and applause from the watching crowd.
We are delighted with the positive response to NHSGGC Pride Month events and parade.
Planning for Pride 2025 will shortly get underway and more details will be added in due course. If you are interested in taking part in Pride planning, please email lgbtforum@ggc.scot.nhs.uk for more information – planning meeting dates are as follows:
NHS Scotland Pride Badge
The NHS Scotland Pride Badge promotes inclusion for LGBTQ+ people and makes a statement that there’s no place for discrimination in NHS Scotland. Visit our page to find out more.
Pronouns Guide
NHS Greater Glasgow and Clyde is passionate about staff being able to be their authentic self. By staff expressing their preferred pronouns and having these used correctly, we can be treat each other with dignity and respect. The Pronouns Guide has been developed to provide some background to gender identity, pronoun use, what we can all do and links to further reading.
Useful Links
Our members have found the following links useful resources. If you would like to suggest any more for inclusion, please email lgbtforum@ggc.scot.nhs.uk
Adding Pronouns to Microsoft Teams – Microsoft Teams Guidance
Stonewall List of LGBTQ+ Terms
Scottish Trans – Home – Scottish Trans
LGBT Youth Scotland – LGBT Youth Scotland | LGBT Youth Scotland
LGBT Helpline Scotland – LGBT Helpline Scotland – Health and Well-being (nhsinform.scot)
Mind Out (LGBTQ Mental Health Service) – MindOut | Mental Health Charity for LGBTQ community
Genderbread Person – resource can be used as a tool for helping ourselves and others understand gender – Genderbread Person v4 ALL.pdf (itspronouncedmetrosexual.com)
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 established in 2015.
If you would like to join our Staff Disability Forum please contact: ggc.staffdisabilityforum@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.
To be added to our mailing list, please email ggc.staffdisabilityforum@ggc.scot.nhs.uk.
Please see the drop-down below for information about the Neurodivergent Sub-Group.
Staff Disability Forum Chair
Atika Sharma is Chair of the Staff Disability Forum and is a Learning Disability Physiotherapist within Glasgow City HSCP. Atika looks forward to continuing to grow and develop our Disability Staff Forum.
Kate Ocker is Vice-Chair of the Staff Disability Forum and is a Research Nurse, based at Gartnavel General Hospital. Kate helps to lead 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.
I have been involved with the Forum since the beginning and I am delighted to see the steady growth. But there is still the need to spread the word that every voice matters. I am pleased to be stepping back as Atika takes over as Chair, with her huge compassion, energy and new perspectives. I will continue to give my support through the Forum.”
Martin Savage is also Vice-Chair of the Staff Disability Forum and is a Carers’ Information Worker within Glasgow City HSCP.
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
Neurodivergent Sub-Group
A Neurodivergent Sub-Group has been established, with the purpose of the group being to:
- Provide Neurodivergent staff members with support and a safe place to be our Neurodivergent selves.
- Provide input into NHSGGC policy and procedures where appropriate.
- Provide, where appropriate and where group members have the time, advice to the wider NHSGGC staff group regarding matters related to Neurodivergence.
To contact the Sub-Group, please email GGC.StaffNDGroup@ggc.scot.nhs.uk
Meeting Dates for 2024
Please contact ggc.staffdisabilityforum@ggc.scot.nhs.uk for details on how to join.
- Monday 4 November from 1.00pm to 3.00pm
Remote Drop In Sessions 2024
Drop ins are a regular feature to allow for networking, general support and raising any matters people are finding interesting or challenging. They take place on the second Tuesday of every month from 6.30pm to 7.30pm
- Tuesday 8 October
- Tuesday 12 November
- Tuesday 10 December
Please contact ggc.staffdisabilityforum@ggc.scot.nhs.uk for details on how to join.
Reasonable Adjustment Guidance
We have launched the updated Reasonable Adjustment Guidance to support employees with a disability, health condition or diversity in the workplace to have, a great experience at work. This guidance can be used in conjunction with the Workplace Adjustment Passport.
Useful Links
Our members have found the following links useful resources. If you would like to suggest any more for inclusion, please email ggc.staffdisabilityforum@ggc.scot.nhs.uk
Accessible Toilet Facilities
https://www.bladderandbowel.org/help-information/just-cant-wait-card
Adult Autism and Neurodivergence Support
Autism Understanding Scotland – reframing the narrative around autism
Arthritis
Versus Arthritis | All of us pushing to defy arthritis
Axial Spondyloarthritis, including Ankylosing Spondylitis
Your SpAce | National Axial Spondyloarthritis Society (nass.co.uk)
Bowel Conditions
https://crohnsandcolitis.org.uk/
Cardiac arrhythmias
Home – Arrhythmia Alliance – UK (heartrhythmalliance.org)
Cerebral Palsy
Home – UP – The Adult Cerebral Palsy Movement (upmovement.org.uk)
Ehlers-Danlos (connective tissue syndromes)
The Ehlers-Danlos Support UK – Support for people touched by the Ehlers-Danlos syndromes
The HMSA | The Hypermobility Syndromes Association
Headaches and Migraine
OUCH(up) – Cluster Headache Charity | Support for Sufferers & their Families (ouchuk.org)
Multiple Sclerosis
Myalgic Encephalomyelitis (For Post-Viral Fatigue Syndrome, Myalgic Encephalopathy/Encephalomyelitis, Chronic Fatigue Syndrome, and Long COVID)
Renal Disease
Stroke Survivors
We asked some of our members for their feedback on what the Staff Forum and Networks mean to them.
See some examples below to get a feel for their value and impact:
- “The LGBTQ+ Staff Forum is a collective of likeminded individuals where we can promote and campaign for equality, inclusion and awareness.”
- “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.”
- “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.”
- “I joined the LGBTQ+ Staff 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.”
- “Staff who are supported and allowed to work to their strengths can achieve amazing things.”
- “The Network is a really good place to share my own experiences and hear the voices of others who share my protected characteristic.”
If you have feedback to share of your experience as a Staff Forum or Network member please contact ggc.staffexperience@ggc.scot.nhs.uk
NHSGGC has a legal responsibility as set out in The Equality Act (2010) that states we must show due regard to:
- Promotion of equality of opportunity
- Prevention of discrimination, victimisation and harassment
- Fostering of 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.
- Age
- Disability
- Gender reassignment
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race
- Religion or belief
- Sex
- Sexual Orientation
The Equality Act’s revised provision includes The Fairer Scotland Duty 2018. 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. All are linked to NHSGGC’s commitment and legal responsibility as set out in The Equality Act (2010).
‘A Fairer NHS Greater Glasgow and 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 the Commission’s inquiry across public sector organisations. Equality networks take forward the recommendations either nationally or locally. The Workforce Equality Action Plan aligns the recommendations against it’s five stands.
Our Workforce Equality Group is an established forum of stakeholders with appointed Executive sponsors and non-Executive Champions from across the organisation. These include Human Resources and Organisational Development, Equalities and Human Rights, Staff Side Colleagues, Corporate Communications and Equality Group, Staff Forum / Network Chairs, and our Executive Sponsor and Champions.
Our primary focus is to champion change, shape strategy and policy to ensure inclusivity for all throughout NHSGGC.
In order to do this most effectively we:
- Collaboratively develop the NHSGGC Workforce Equality Action Plan and oversee its delivery – the 2024/25 Plan can be viewed by clicking this link
- Ensure we operate in alignment with the Board’s organisational values
- Encourage a behavioural approach which promotes and embeds the principles of dignity and respect across our workforce
- Provide access to the relevant information, standards, policies, procedures and legislation to ensure equality, diversity and inclusivity throughout the organisation
- Provide governance and assurance to support, align and engage Staff Forums and Networks
Sponsors & Champions
As part of our organisational commitment to equality, diversity and inclusion, we have four appointed executive leaders. They represent our Board of Directors’ continued dedication to growing an inclusive organisation, where every employee is treated fairly and consistently, with dignity and respect.
As well as the appointed Executive sponsors and champions introduced below, every employee can be a champion of equality, diversity and inclusion by consistently displaying encouraging behaviours to ensure all interactions are in line with our organisational values.
Anne MacPherson, Executive Sponsor, Director of Human Resources and Organisational Development
As the Director of Human and Resources and Organisational Development for NHS Greater Glasgow and Clyde, Anne brings vision and clarity to the continuous evolution of our Workforce Equality Strategic Framework, as part of our Workforce Strategy. Anne leads the Board’s Workforce Equality Group (WEG) which is a forum of key stakeholders who collaborate to champion change, shape strategy and policy to ensure inclusivity for all throughout NHSGGC.
“Our continued focus on Equality, Diversity and Inclusion is a critical part of our NHSGGC ‘Workforce Strategy’ aligned to our Better Workplace objectives. It is important that everyone understands the part they play in creating a culture where diversity is acknowledged and celebrated, in line with our organisational values”.
Anne drives forward and inspires the Workforce Equality Strategy with leadership, direction and dedication, determined to continue “Growing our Great Community” where every employee is valued and respected for the unique talents they bring to NHS Greater Glasgow and Clyde.
Ketki Miles, Non-Executive Director, LGBTQ+ Diversity Champion
As a Non-Executive Director, and the Board’s LGBTQ+ Diversity Champion, Ketki brings a strategic focus and drive to NHS Greater Glasgow and Clyde’s Workforce Equality Strategy. Having worked internationally in the Financial Services industry, Ketki has experience in developing organisational cultures that embed diversity and inclusion in all aspects of their operations.
Ketki is a strong ally of the LGBTQ+ community and is honoured to be a Champion of this group. In 2022, Ketki commenced a transition plan that enables her to become the co-chair of the Staff Governance Committee, where she will oversee and seek assurance on NHSGGC’s focus across all staff matters. She also joins the Remuneration and Finance, Planning and Performance Committees, whilst remaining a member of the East Dunbartonshire Integrated Joint Board.
Mehvish Ashraf MRPharmS, Non-Executive Director, BME 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 a member 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).
What are SVQs?
SVQs are national qualifications that recognise the workplace skills and experience staff have and provide the organisation with evidence which shows staff work to best practice National Occupational Standards. They are an assessment of competence not a training course, although training can be highlighted as a development need when assessing SVQs.
Who can do them?
NHSGGC has its own approved SVQ Centre which supports staff throughout the organisation to undertake vocational qualifications.
Priority will be given to requests from managers for staff to undertake SVQs when a service need has been identified as follows:
- Links to Service Needs, Redesign or Workforce Plans
- Identified at PDP Review
- Other e.g. (Role Development).
Why should staff do SVQs?
- They provide staff with a recognised national qualification
- They demonstrate that staff work to national standards
- They can improve confidence and performance at work
- They can provide a new insight to the job role
- They are a useful developmental tool and can provide strong evidence at KSF Review meetings
- They can provide staff with appropriate competences for future service delivery and for career progression.
What qualifications are on offer?
At present the SVQ Centre is approved to offer the following SVQs:
- Business & Administration – Level 2 – 4
- Healthcare Support (Clinical and Non Clinical) – Levels 2 – 3
- Team Leading & Management Level 2 – 5
- Learning & Development Level 3 – 4 (inc Assessor & Verifier awards)
- Social Services and Healthcare – Level 2 – 3.
Are there any exams?
No. Staff are assessed at their workplace using a variety of methods e.g. observation, reflection, professional discussion, current work products and questioning to underpin knowledge and understanding. They will be assessed on the skills they use every day in their job.
Don’t worry if staff have never studied for anything before or have difficulty writing reports etc. We will help them gather the evidence they need in different ways and can discuss providing support prior to starting a vocational qualification, which can tackle lack of confidence and other concerns which staff and managers may identify.
Who assesses staff?
Staff will generally be assessed by either a peripatetic assessor attached to the SVQ central team, a workplace assessor linked to their local area, an assessor from another workplace or from an outside training provider. There may be development opportunities for staff to train as workplace assessors in some areas.
How long will it take?
Time to complete a qualification is flexible. Everyone works through SVQs at a different pace. However we would expect candidates to finish within 9 -12 months depending on the award and level of qualification being undertaken.
What support is available?
An assessor and internal verifier will both be available for support.
The SVQ Team can be contacted directly for information, advice or guidance in relation to SVQs.
In discussion with managers, staff require support with allocation of time to carry out SVQ assignments and assessments. Underpinning Knowledge and Understanding is an important part of any qualification and links will be made with the relevant education staff to offer support to candidates.
How much does it cost?
The NHSGGC SVQ Centre has limited capacity to assess a small number of qualifications annually which would be corporately funded. Other delivery options are available. Contact the Qualifications Team to discuss funding implications.
I’m interested, what do I do now?
As a manager
Contact us to discuss which SVQs may be appropriate for your staff and any funding implications. A service level agreement may require to be set up.
As a prospective candidate
Contact us for an application form and to discuss which SVQs may be appropriate for you. If undertaking the SVQ is not already highlighted on your PDP, please speak to your manager as you need their support before applying.
Want to know more?
For further information on any SVQ programme please contact: LE.Support@ggc.scot.nhs.uk.
The TURAS Learn platform has a range of resources available. These are designed as easy to use reference guides to KSF and the PDP & Review process.
Two key video resources from this are below. One is for staff on what to expect and how to prepare for annual review meeting and the other one for reviewers on how to prepare for and conduct a review meeting.
PDPR Reviewer Video
PDPR Reviewee Video
The KSF Personal Development Planning and Review Process is an integral part of the wide range of organisational and operational support mechanisms in place for staff throughout their career with NHSGGC.
Induction
On commencing with NHSGGC, when changing roles or when returning from an extended period of absence, staff should receive an effective induction to support them in their role. This will enable a Personal Development Plan to be developed to support their initial learning and application in practice and it forms a foundation for the ongoing KSF Personal Development Planning and Review process. Induction Portal
Staff Support and Wellbeing
The KSF PDP & Review discussions can also link to the ongoing wellbeing discussions with staff. These well-being check-in’s often focus on how things are going (what is going well/what is been difficult and any supports required moving forward) and as such clearly fit in with the 3 key discussion questions that should frame the KSF PDP & Review. See the Staff Support and Wellbeing pages on HRConnect for further info on staff supports.
Career Development
The ongoing KSF PDP & Review discussions can also be an opportunity to discuss staffs wider career development and to include planning around this. The Career and Development Planning Framework pages are designed to offer a wide range of information to help plan development activities for staffs current post and prepare for future roles as part of a career pathway.
Learning, Education and Training Service
The Learning, Education and Training Service offers a range of development opportunities for all staff from entry into post and throughout the span of their career. From formal qualifications to learning pathways, we will provide you with practical solutions tailored to your needs. This might be by gaining a work based qualification, attending a classroom session (where appropriate) or via digital learning.
The Learning, Education and Training Catalogue outlines information on the wide range of tutor led and e-Learning courses that are available. Access to digital learning is flexible and resources can be accessed from mobile devices, work or home PCs at any time. You can also get support for learning through the NHSGGC Staff Bursary Scheme.
Organisational Development
The Organisational Development Pages also provide information on a range of interventions tools and resources to support ongoing development and learning including leadership development.
Professional Development
Individual professions will also have a range of resources available to support staffs ongoing professional learning and development.