‘Enabling managers to create inclusive workplaces where all staff feel valued and respected.’
Following our previous success , NHSGGC were delighted to host their second Equality, Diversity and Inclusion Learning Event for people managers on 15 August in Queen Elizabeth, Teaching and Learning Centre.
The day was opened by the new Chair of NHSGGC, Lesley Thomson, followed by Head of Human Resources and Organisation Development, Anne MacPherson who presented: Our Workforce Equality Plan: What Are We Doing To Improve The Experience Of All Staff. The day also included a keynote speech: Differences, not disorders: Embracing neurodiversity from founder of Autistic Flair, Katie Forbes. Katie reflected on the life-changing moment she realised her neurodivergence wasn’t a barrier to success, but rather a fundamental part of who she is. With candour and humour, Katie revealed how it wasn’t her autism or dyslexia holding her back, but the stigma surrounding neurodiversity itself. Please watch Katie Forbes: Autism is a difference, not a disorder | TED Talk to learn more about Katie’s story and work.
Following this there were a range of breakout sessions taking place to provide attendees with practical tools and techniques to support their staff and embed EDI in their service. Breakouts included tips on creating inclusive teams, how best to support reasonable adjustments and good practice.
Please feel free to view the EDI Learning Event Programme and our Frequently Asked Questions.
There were seven breakout rooms in total, with each attendee having the opportunity to participate in two during the event.
- Heather Silvester – Inclusive Recruitment: Growing our Great Community
- Scott Johnson (Police Scotland) – A Front Line Trans Person’s Lived Experience
- Helen Downie – Supporting Disabled People at Work – Reasonable Adjustments
- May Parsons (NHS Buckinghamshire) – Supporting Integration of International Recruits
- Becky Choat (SWAN) – Understanding and Supporting Neuro-Inclusion and Wellbeing at Work
- Louise Carroll – Menopause at Work: What you need to know
- Audrey Slater – Fostering a Safe and Inclusive Workplace: Recognising and Addressing Unacceptable Behaviour
Previous Equality, Diversity and Inclusion Learning Events
‘Leading a Diverse Workforce, Delivering a Better WorkPlace’
NHS Greater Glasgow and Clyde held our first ever Workforce Equalities Learning Event for people managers right across the organisation on 20 June 2023. This exciting event brought together our managers to celebrate and share experiences of how we best manage our diverse workforce to deliver great outcomes for our people, patients and communities.
On the day Anne MacPherson, Director of Human Resources and Organisational Development spoke about our Workforce Equality Action Plan. Anne’s presentation is available to view. Our key note speech was delivered by Professor Laura Serrant and you can view her speech online. We hope that this will be a way for people managers who were not able to attend on the day to share in the learning.
Following the Learning Event, many attendees asked us for some top tips on what they can do to make their workplace more inclusive. We have shared six key tips in our Resource Pack.
Our subsequent Webinar Series built on the breakout sessions delivered at our Equality, Diversity and Inclusion Learning Event and offered these and other related insightful and valuable sessions to a larger audience. The Webinar Series included sessions on Peer Support, Reasonable Adjustments (and the Workplace Adjustment Passport), Autism, Staff Authenticity and Equality Legislation.
Hear from some of 2023 event attendees in this short video.
Active Bystander Training
‘Active Bystander’ is an innovative and award-winning training session which provides skills to challenge unacceptable behaviours, including those which may have become normalised over time. Places can be booked for these 75 minute sessions in 2024/25 via the links below. Places are limited, so it’s important that if you can no longer attend, you contact us at ggc.staffexperience@nhs.scot so that your place can be offered to a colleague.
What are Protected Characteristics?
It is against the law to discriminate against someone because of:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
Equality, Diversity and Learning Event 2024 – Breakout Session Summaries
Inclusive Recruitment: Growing our Great Community
Join us for an engaging discussion on inclusive recruitment practices within NHSGGC. This session will explore strategies to attract, select, and retain diverse talent, fostering a culture of belonging and excellence. Through interactive discussions and working examples, participants will gain insights into how inclusive recruitment can contribute to building a stronger and more representative healthcare workforce.
A Front Line Trans Person’s Lived Experience
I am a 49 year old trans man, husband, daddy, son, brother, uncle and police officer. I will give you a glimpse of my experience of being Trans for almost 30 years within the workplace, good and bad and hopefully give you another perspective to consider.
Supporting Disabled People at Work -Reasonable Adjustments.
The topic will explore how managers can support staff with disabilities, including some examples of reasonable adjustments and exploring the recently updated reasonable adjustment guidance and workplace adjustment passport.
Supporting Integration of International Recruits
– Communication – How it impacts confidence, practice, and relationships professionally.
– Cultural proficiency – Getting to grips with different cultures that may be different to yours.
– Differing practice Process and guidance may be different, how can we support?
– Assimilation – How do we support a successful assimilation into the new workplace and communities?
Understanding and Supporting Neuro-Inclusion and Wellbeing at Work
Evidence clearly shows us that autistic people and Neurodivergent individuals in general face high levels of under-employment, unemployment and workplace issues often resulting in burnout, absence or work-related mental health issues. Often, workplaces only react or respond when issues arise rather than creating workplaces that proactively embed neuro-inclusivity, where neurodivergent employees are able to work to the best of their abilities, equally valued and enabled to utilise their strengths and assets without barriers. Understanding neurodiversity, and how that influences wellbeing at work starts with understanding neuro-minority experience, the ways in which we interact, process and experience the world around us and how this directly relates to wellbeing at work. This workshop will consider how to embed theory and principles around neuro-inclusivity into day-to-day working practices and environments that proactively better support neurodivergent employees, resulting in improved well-being, higher job retention, meaningful employment and increased opportunities for career development.
Menopause at Work: What you need to know
NHSGGC has a workforce that is 79% female. Menopausal women are the fastest-growing demographic in the workforce, so it’s important to be able to speak openly about menopause in the workplace.
NHS Greater Glasgow and Clyde recognises that for some the menopause is not always an easy transition. Some employees may need additional support and considerations to improve their experience at work and lessen the impact on their working lives.
This session will focus on what you can do as managers to improve workplace environments and support staff.
The session will cover:
– Menopause – definitions, common symptoms and possible impacts
– Overview of the Once for Scotland Menstrual Health Policy
– Reasonable adjustments and mitigations
– Resources, training and links to support you in your role
– Discussion and questions
Fostering a Safe and Inclusive Workplace: Recognising and Addressing Unacceptable Behaviour
This session focuses on fostering a culture of inclusion and highlights resources available to address unacceptable behaviours like harassment, bullying, and disrespect.
By attending, you will gain a better understanding of:
-Recognising Unacceptable Behaviour: Learn to recognise unacceptable behaviour, bullying, and harassment and approaches to tackle these.
-Reporting Mechanisms: Know how members of staff can safely raise issues and concerns about unacceptable behaviours
– Available Resources: Explore the range of support options available to address unacceptable behaviours.
Understanding and Supporting Neuro-Inclusion and Wellbeing at Work
Evidence clearly shows us that autistic people and Neurodivergent individuals in general face high levels of under-employment, unemployment and workplace issues often resulting in burnout, absence or work-related mental health issues. Often, workplaces only react or respond when issues arise rather than creating workplaces that proactively embed neuro-inclusivity, where neurodivergent employees are able to work to the best of their abilities, equally valued and enabled to utilise their strengths and assets without barriers. Understanding neurodiversity, and how that influences wellbeing at work starts with understanding neuro-minority experience, the ways in which we interact, process and experience the world around us and how this directly relates to wellbeing at work. This workshop will consider how to embed theory and principles around neuro-inclusivity into day-to-day working practices and environments that proactively better support neurodivergent employees, resulting in improved well-being, higher job retention, meaningful employment and increased opportunities for career development.
Menopause at Work: What you need to know
NHSGGC has a workforce that is 79% female. Menopausal women are the fastest-growing demographic in the workforce, so it’s important to be able to speak openly about menopause in the workplace.
NHS Greater Glasgow and Clyde recognises that for some the menopause is not always an easy transition. Some employees may need additional support and considerations to improve their experience at work and lessen the impact on their working lives.
This session will focus on what you can do as managers to improve workplace environments and support staff.
The session will cover:
– Menopause – definitions, common symptoms and possible impacts
– Overview of the Once for Scotland Menstrual Health Policy
– Reasonable adjustments and mitigations
– Resources, training and links to support you in your role
– Discussion and questions
Fostering a Safe and Inclusive Workplace: Recognising and Addressing Unacceptable Behaviour
This session focuses on fostering a culture of inclusion and highlights resources available to address unacceptable behaviours like harassment, bullying, and disrespect.
By attending, you will gain a better understanding of:
-Recognising Unacceptable Behaviour: Learn to recognise unacceptable behaviour, bullying, and harassment and approaches to tackle these.
-Reporting Mechanisms: Know how members of staff can safely raise issues and concerns about unacceptable behaviours
– Available Resources: Explore the range of support options available to address unacceptable behaviours.