Staff & Recruitment

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.

To be added to our mailing list, please email ggc.staffdisabilityforum@nhs.scot.

Please see the drop-down below for information about the Neurodivergent Sub-Group.

Staff Disability Forum Chair and Board Champion

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.

Dianne Foy has been a non-exec member of the NHS Board since June 2022 and at the end of 2024, welcomed the opportunity to take on the role of Disability champion. Dianne has had a strong interest in Equalities throughout her career, taking on roles as a Unison Trade Union rep and Equalities champion during her time working in the public sector. In more recent years she has retrained as a counsellor, working primarily with neurodivergent clients, many of whom also have co-occurring disabilities or chronic health conditions. Dianne is a late diagnosed autistic person whose career change was forced by Long Covid, so equal treatment for disabled people also has personal significance. Dianne is a member of the East Renfrewshire Integrated Joint Board, the Clinical and Care Governance Committee and the Population Health and Wellbeing committee, frequently raising issues related to disability in these meetings.

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 

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.

Core Skills Training gives NHSGGC staff the chance to brush up on core writing, reading, number and computing skills used every day. The service is free and confidential. You can get help one-to-one or in a group. You may be referred by your line manager.

Benefits of workplace learning; everyone benefits from more confident and capable staff!

• Improves staff performance, morale, adjustment to change and redeployment
• Everyone has access to a PDP. Staff are more motivated, confident, more capable 
• The NHS is more productive, more efficient, less wasteful and safer due to more accurate communication, paperwork, calculations
• Quality assurance and performance, improved client relations, staff retention

NHSGGC has a commitment to equality, diversity and inclusion and we are continuously working towards building a Better Workplace. The One NHS Family campaign raises awareness of our commitment to acknowledging, supporting and celebrating our diverse workforce.

COVID-19 highlighted the many health and wider inequalities in our society. It became increasingly clear that COVID-19 had a disproportionate impact on many who already face disadvantage. The One NHS Family campaign took coordinated action to support those at risk across our organisation.

We continue to work together to make sure we value and respect colleagues for who they are, and for the unique part they play in our organisation. We are working to embed a ‘zero tolerance’ response to behaviour that contradicts our organisational commitments to equality, diversity and inclusion.

Practical support and activity provided by One NHS Family includes promoting and supporting NHSGGC’s Staff Forums / Network, offering peer support, employee training opportunities and pioneering career development programmes.