Staff Networks

Staff Networks are a safe space for staff to raise concerns and discuss their experiences. They are a space for peer support. They enable conversations around what best practice is and how to action plan in order to achieve effective outcomes for disenfranchised staff.

The Trust currently has five staff networks:

Disability and Wellbeing Network

A space that provides all staff with disabilities (visible and non-visible), long-term conditions, mental illnesses and neurodivergence the opportunity to communicate, network and support. However, the Network meetings are open to allies and anyone who would benefit from the space.

We aim to provide a safe-space, to hold the Trust to account and improve the offer to staff with lived-experiences and ensure they have positive experiences within BSMHFT.

The Network is undergoing a transition period following feedback from members and therefore we have a new name (Disability and Wellbeing Network) and logo (inspired by the Disability Pride flag).

LGBTQ+ Staff Network

A Network run by and for LGBTQ+ staff and allies. Aiming to promote equality, diversity and inclusion and pride. We hope to influence the Trust to deliver better service for staff and service-users around Birmingham and Solihull.

The Network – alongside the Trust – takes part in Pride, LGBTQ+ History Month and raises awareness of issues that affect the community.

Race Equity Staff Network

The Race Equity Network works in collaboration with the Trust to improve experiences of staff, service-users and carers by influencing change and highlighting challenges experiences. The Network highlights that improving the experiences and treatment of staff leads to the overall improvement of staff and service-user experiences.

The meetings are regularly closed to allies, in order to allow members the space to open-up and discuss sensitive topics away from their regular workplace.

Women’s Staff Network

Member led initiative run by women for women and anyone who self-identifies as women, with overarching aims to represent, inspire, support and empower!

Despite being just 12 months old, the Women’s Network has over 90 members, they have starting the processes of sourcing breathable uniforms for colleagues experiencing peri/menopause, ensured menopause training is core in management training, communicated the importance of reporting menopause on ESR, spoken out about domestic abuse and highlighted the policy, included the UHB menopause passport in the Trust toolkit and identifies the issues with policies that impact on colleagues suffering from baby loss, miscarriage and fertility treatment.

Men’s Staff Network

Our ‘youngest’ Network, the Men’s Staff Network focuses on improving the wellbeing of Men – encouraging open conversations in a supportive, non-judgemental environment. Open to males, those identifying as males and allies, the Network aims to help the physical and mental struggles that Men experience.

So far discussions have centred around Freedom to Speak Up, Movember and the “brand” of the Network, but we see guest speakers and Network led campaigns in our future!

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