Item 3c SEIB Oct Staff Network Proposal
Sheffield City Council (SCC) - Staff Network/ Forum Proposal
1.0
Background
1.1 These proposals have been drawn up following the work of the EW review, forum review
group, staff questionnaire, and subsequent report and feedback meetings. The review group
considered a variety of evidence within the process. The current forums under review were the
disabled, LGBT, BME and carer’s staff forums.
This proposal is in line with the 5 overarching recommendations outlined below from the review
a)
b)
c)
d)
e)
The purpose of employee forums needs to be clarified
The structure of employee forums across the Council needs to be clearly defined
Communication is a major issue
If forums are to be successful, adequate resources need to be provided
Given the pace of change and workforce reductions, it is important that the model of
forums which emerges from the review is responsive to change and sustainable
1.2 With both the options noted below it is intended that staff who share characteristics that
currently have forums will still have the major part in the new proposals. The Council recognises
in its policies and practice the value of the experience and knowledge of staff who are BME,
disabled, LGBT, carers and women etc.
1.3 The context for the changes to Forums is outlined in both the EW Group and Review Group
reports. There have generally been falling numbers of attendees to staff forums for a number of
years and there are sustainability, support and communication issues.
1.3 Our Equality, Diversity and Inclusion policy notes that one of our strengths comes from
building on and valuing our staff and customers’ differences and similarities. By being inclusive
we encourage all staff from many different backgrounds to be themselves and apply their own
unique perspectives. We recognise that we need to draw on talent from all sections of the
population to be innovative, creative and effective in service delivery. We are committed to
supporting our workforce to develop and to commission or deliver high quality services that meet
the needs of everyone in the city
1.4 We believe the Network proposals are in line with our values that promoting equality of
opportunity, where we create an environment where people have the chance to achieve their
potential, free from barriers, prejudice and discrimination. Where we are not ‘treating everyone
the same’ but recognising that everyone is different and that people’s needs are met in different
ways. Where we understand that individuals are unique, and we recognise, respect and
celebrate the added value that differences bring.
2.0 Options 1 - Council Wide Specific Characteristic Networks
2.1
To enable the networks to be sustainable Portfolios would support 5 individual protected
characteristic (PC) networks on an annual rotating basis, which would meet quarterly. To start
with it is proposed that in the first year.
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Communities support the BME staff network
Place support the disabled staff network
Resources support the women’s staff network
CYPF support the LGBT and carers staff networks
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Item 3c SEIB Oct Staff Network Proposal
2.2
Each Network would be able to cover both council wide and portfolio issues within the
meetings and would meet quarterly. Each group would be for members who share the defined
PC and also include support from a designated portfolio staff member. The Portfolio would also
provide business support to the group.
2.3
The Networks would have consistent purpose and terms of reference which would include
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Supporting the Council to meet the needs of its customers through its strategies, plans
and policies; including the Corporate Plan and the Equality and Fairness Objectives
Supporting the Council to meet the needs of its staff through its strategies, plans and
policies; including the Equality and Fairness Objectives
2.4 Network arrangements
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The Networks would select nominated chair and vice chair representatives. They will raise
issues relating to protected characteristics PCs to the Joint Network.
Individual staff issues raised in forums should be passed on to an HR staff member or to a
Contact Advisor. Support will be provided via the Contact advisor.
All cross equality issues such as policies, staff census and survey would be discussed at
the Joint Forum. Individual issues arising for specific characteristics would be taken to the
specific Forums.
Former Sheffield Homes and Public Health staff will be invited to attend the relevant
Portfolio network, there will no separate networks
2.5
A Joint Staff Equality and Inclusion Network which would meet on a quarterly basis and be
supported by HR. This group would cover the full range of equality, inclusion issues for staff and
customers, including those without a separate group e.g. religion/belief. The Network would be
open to any staff member who shares a pc and is interested in equality & inclusion issues and
include trade unions. It will have an elected chair and vice chair.
2.6
The Joint Network would be the main group by which the Council involves and
communicates strategy and policy issues and gains equality and inclusion feedback on
strategies, plans and policies. The Network would have a joint mailing list and shared “folder” to
hold information to ensure everyone has access to key documents.
2.7
PPC will continue to support the Operational Equality and Inclusion Group and the
Strategic Equality & Inclusion Board. The operational group meets bi monthly and is made up of
corporate, HR and Portfolio equality leads.
2.8
Workforce action groups would continue to be supported by Portfolios, forums, HR e.g. for
Shared Understanding and positive action
3.0
Pros and Cons of Option 1
Pro
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Item 3c SEIB Oct Staff Network Proposal
 It keeps the specific link between staff who share a PC and who want to work on one
issue only
 Groups with fewer numbers are less likely to feel excluded
 It simplifies arrangements and enables better communication by making cross council
issues discussed at one joint forum
 There are an enhanced range of staff forums
Cons
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It does not link to Portfolio equality work closely
Staff who share different PC’s still have to choose a group and there are more options
Not all characteristics are covered
It maintains a silo approach especially staff who don’t share a characteristic with a group
Communication between PC networks may remain an issue
More staff forums are less sustainable and less support available
Option 2 – Portfolio Joint Equality Networks
4.0
4.1
To enable the Networks to be sustainable Portfolios would support 4 joint characteristic
Networks, which would meet quarterly. There would be no regular individual characteristic
forums/ networks unless joined with the additional option 3
4.2
Each Network would be able to cover portfolio issues within the meetings and would meet
quarterly. Each group would be for all staff that share pc’s and are interested in equality,
inclusion and fairness issues and also include support from a designated portfolio staff member.
The portfolio would also provide business support to the group. The portfolios would support
each Network consistently.
4.3
The Networks would have consistent terms of reference which would include


4.4
Supporting the Council and portfolio to meet the needs of its customers through its
strategies, plans and policies; including the Corporate Plan and the Equality and Fairness
Objectives
Supporting the Council and portfolio to meet the needs of its staff through its strategies,
plans and policies; including the Equality and Fairness Objectives
Network Arrangements
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The Networks would select nominated chair and vice chair representatives. They will raise
issues relating to portfolios to the Joint Network.
Individual staff issues raised in forums should be passed on to an HR staff member or to a
contact advisor. Support will be provided via the contact advisor.
Portfolios will ensure that all equality characteristics are discussed and included in plans.
Specific issues related to particular characteristics could form part of agenda’s as
required.
Staff would not have to declare what characteristic/s they have; this has been discussed
with particular reference to LGBT and disabled worker forums as currently forums are “self
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Item 3c SEIB Oct Staff Network Proposal
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declared”. Staff do not have to say which impairment/s they have or whether they are
L,G,B or T. This would continue for all characteristics.
Portfolio specific policies/ projects would be taken to the relevant portfolio first and raised
at a joint forum as needed.
Individual staff issues raised in forums should be passed on to an HR staff member or to a
contact advisor. Support will be provided via the contact advisor
Former Sheffield Homes and Public Health staff will be invited to attend the relevant
Portfolio network, there will no separate networks.
4.5
Portfolios and HR to continue to support the Workforce groups for the time being e.g.
Shared Understanding & Positive Action but new groups may emerge.
4.6
HR will support the council wide Joint Staff Equality and Inclusion Network which would
meet on a quarterly basis. This group would cover the full range of equality, inclusion and
fairness issues for staff and customers.
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The Joint Network would be made up of 2 to 3 representatives of the Portfolio Forums,
HR, trade unions and SJIM. It will have an elected chair and vice chair. Membership
should try to cover all protected characteristics where possible.
The Joint Network would be the main group by which the Council involves and
communicates council wide strategy and policy issues and gains equality and inclusion
feedback on strategies, plans and policies.
The Network would have a joint mailing list and shared folder on S drive or SharePoint to
hold and share information.
The Joint Network will hold an annual open meeting for all staff from the Portfolio
Networks to attend
4.7
PPC will support the Operational Equality and Inclusion Group and the Strategic Equality
& Inclusion Board.
5.0
Pros and Cons of option 2
Pros
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It does develop a close link to Portfolio equality work
Specific Portfolio actions issues can be addressed
Staff who share different PC’s do not have to choose a group
All characteristics are covered by the Networks
Communication between PCs will be enhanced.
The Networks are more sustainable and more support available
It simplifies arrangements and enables better communication by making cross council
issues discussed at one joint forum
Cons
 There are no specific characteristic Networks
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Item 3c SEIB Oct Staff Network Proposal
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6.0
Staff who want to work on one issue only may feel this is less possible
Staff who belong to smaller networks may feel there particular issues will be less visible
LGBT Staff who are not out may not feel comfortable in a mixed equality group.
Staff may feel a characteristic issue will be diluted by working on others
Enhancements for Options 2
6.1
Public sector joint forum - Other public sector agencies have expressed interest in
having a joint staff network around equality characteristics. This has especially been raised in the
city wide LGBT multi agency group as LGBT staff groups tend on the whole to be smaller. In
particular there are issues for LGBT staff in not being out at work which could be addressed by
this as an additional option.
However this model could work for all protected characteristics. These could meet once or twice
a year for and would be a shared resource and support. They could be set up as demand led and
address issues which are similar across agencies. This would also be beneficial for partnership
working and provide learning and development opportunities.
Once the model has been agreed further work needs to be undertaken on the recommendations
from the review such as joint terms of reference, portfolio support, training, communication plans
and development plans for each forum.
6.2
Specific characteristic annual workshops could be held to enhance option 2, this may
reassure staff who noted that although option 2 was preferable they were not sure we were
ready.
6.3
Representatives from defined Pcs. That the chairs of the Networks and/or the
representatives who attend the Strategic Equality Board should be from a self - defined PC group
such as BME, disabled, LGBT, carers or women etc. These relate to the groups where either
SCC alongside the Equality Act have identified there are issues to be addressed in the
workforce.
7.0
i.
ii.
iii.
iv.
v.
Recommendations
Adopt Option 2 and the enhancements identified above
Build in a review after 12 months to assess how the new model is working.
The model to take effect from January 2014 with support to develop the detail as outlined
in the forum review recommendations.
The Networks should be part of wider staff engagement mechanisms
To explore non meeting online options for staff engagement in Networks to seek wider
views
Report of the Staff Forum Review lead
Richard Webb
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Item 3c SEIB Oct Staff Network Proposal
Staff Equality and Inclusion Network Proposals
Option 1 – Individual Characteristic Networks supported by Portfolios on a rotating basis and a Council Wide Joint Staff Network
Council wide
Council wide
Council wide
Council wide
Council wide
BME
Disabled
Carers
LGBT
Women
Joint Staff Equality & Inclusion Network
All protected characteristics age, disability, pregnancy and maternity, gender reassignment, race,
religion/belief, sex, sexual orientation and carers and other fairness issues
Sub Groups e.g.
Shared understanding and positive action groups
Strategic Equality and Inclusion
Board
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Item 3c SEIB Oct Staff Network Proposal
Option 2- Portfolio Joint Forums and a Council Wide Joint Staff Network
Place Staff
Joint Equality
Network
Communities
Staff joint
Equality
Network
CYPF staff Joint
Equality
Network
Resources & PPC
Staff Equality
Network
Council Wide Joint Staff Equality & Inclusion Network
All protected characteristics age, disability, pregnancy and maternity, gender reassignment, race,
religion/belief, sex, sexual orientation and carers and other fairness issues
Sub Groups e.g.
Shared Understanding and Positive Action groups
Specific
characteristic
workshops
Made up of equality leads from the Portfolio, HR and reps from Networks
Looking at staff issues
Strategic Equality and Inclusion
Board
Specific
characteristic
workshops
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