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 Network, please contact: ggc.bmestaffnetwork@nhs.scot. 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.
You can join our Facebook NHSGGC – BAME 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.
Mara Sese is an Operating Department Practitioner in Glasgow Royal Infirmary, Theatres Department and has worked with NHGGGC since 2013. Mara is an active member of Migrants Voice and attends the annual Scottish Women’s Convention to discuss women’s health. Mara has a strong vision to grow the Network as well as mentoring and supporting new members to actively participate. One of Mara’s key ambitions is for the Network to help support new international recruits, as they settle into their new workplaces and a new country.
Dr Adnan Tariq is a senior consultant Endocrinologist/Diabetologist working in QEUH. Dr Tariq is passionate about reducing communication gaps, increasing mutual cultural understanding and integration for BME staff. He aims to help develop effective policy to support induction and action pathways to reduce racism and develop BME staff into management roles and decision making within NHSGGC. Dr Tariq aims to make the experience of BME staff working in NHSGGC positive and productive for both staff and the Health Board, with this leading to improved patient care and increased staff retention.
Contact Us
If you have any questions or suggestions, please feel free to contact us at ggc.staffexperience@nhs.scot
If you would like to join the BME Network, please email ggc.bmestaffnetwork@nhs.scot for more information. The network is for both BME members of staff and for allies.
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.
Applications for the Year 3 Leadership Skills Programme for employees from black and minority ethnic communities in NHS Greater Glasgow and Clyde are now open.
NHSGGC continues on our journey to maximise inclusion and diversity within our workforce.
We complimented our existing portfolio of management and leadership development provision with our ‘Developing Leadership Skills’ programme specifically for Black and Minority Ethnic employees in NHSGGC.
The first programme was delivered online via MS Teams from October 2022 to March 2023. Feedback from our staff participating is detailed below. Details of our next programme feature in the ‘Developing Leadership Skills Programme 2023/24’ section above.
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 2024
Over the month, the network organised various events, including stalls at several acute sites, a screening of Sing Sing at the Medicinema, and an evening celebrating Reclaiming Narratives: Black Professionals Shaping the NHS. These gatherings provided valuable opportunities to engage with staff, increasing network membership and strengthening community bonds through shared stories and experiences.
Black History Month – Staff Profiles
Harrison S. Salifu
“I work at the Royal Alexandra Hospital in Paisley, as a General Medicine Band 5 Staff Nurse.
“My favourite thing about my job is meeting people from different parts of the world, from different cultures, at their lowest moment. This humbled me to love everyone no matter the circumstance, and provide the best of care to them. I get true life advice, especially from the older patients, on how to have a better life in Scotland.
“Good and better access to healthcare is the number one solution to current mental health issues in our society. Anything that prevents people from having access leads to serious mental health issues which also affect productivity.”
Tracyanne Grandison
“I am a respiratory clinical research nurse within the Glasgow Clinical Research Facility (GCRF). I am mainly based at Gartnavel General Hospital, but my job role can take me to any NHSGGC site as required.
“The best thing about my role is when a drug or procedure is licensed or approved for a therapeutic area, and patients comment on how much it has helped them. I am extremely proud to have been a part of the team that worked hard to gather the required data necessary for this to be possible.
“Access to healthcare matters because it empowers everyone to advocate for themselves, regardless of socio-economic status. It will be easier to engage with the more vulnerable individuals in the community, and they are more likely to access the necessary healthcare required in a timely manner.
“This can create a strong sense of community and responsibility of our health, better health outcomes, better treatment compliance and reduced healthcare costs associated with non-compliance.”
South Asian Heritage Month 2024
In August 2024, the BME Network held an event to celebrate South Asian Heritage Month. Details of this event, with photographs, can be viewed by clicking this link.
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
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).
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.
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.”
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
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
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@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.
The Forum has a social media presence on Facebook.
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
Disability History Month 2024
The Staff Disability Forum will be celebrating Disability History Month which runs from 14 November to 20 December 2024. Our programme of stalls and events will be published on this page once finalised.
You can find out more about Disability History Month online.
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
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@nhs.scot
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.”
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.
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.
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.
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).
