Hi all
 
We are at very early stages of setting up staff groups. My work is with students exclusively but as a disabled member of staff I felt I and others like me may have much to offer the University as consultants.
 
In partnership with our HR department and with their support I have successfully started a group which, whilst small, is nonetheless committed to the idea of acting in a consultative way for the University.
 
We meet once a term or more often if we would like to, part of the meeting is almost always given over to personal support and it is really useful to share some of the frustrations of being a disabled employee in a supportive environment with people who can empathise and one can trust, support often spills out in contacting each other outside of the meeting.
 
Then we invite the Deputy Director from HR in and talk 'business'. This model works well for us at the moment and I have also been encouraging a colleague to take a similar 'lead' for a BME group, she is black.
 
Without getting into a long Friday debate I feel that my presence in the disabled staff network and my colleagues presence in the BME network are essential for the success of the groups (and I hope we continue to be successful, as I say, early days) I also view the support and encouragement from HR (E&D specialist) as similarly essential. We have terms of reference for the groups  and as time goes on our role in the University will become clearer.
 
A clear sense of purpose, a 'leader' from 'the community' and commitment from the institution are vital parts of the recipe.
 
We all need each other and we all have different skills and attributes which can support us in what we are trying to do, surely the basic tenet of the term 'diversity'?
 
I hope this helps, Berry, I was delighted to read of the successes at Wolverhampton, long may you run!

Happy Friday all!

Chris Baxter
Diversity Officer
Student Services

 

From: HE Administrators equal opportunities list [mailto:[log in to unmask]] On Behalf Of Jane Tope
Sent: 08 May 2008 11:49
To: [log in to unmask]
Subject: Re: Staff race equality networks

Hi Jenny,

Yes, have the same issue here.

We do have a BME staff group; although I think attendance is pretty poor.

I’m trying to get a university-wide networking event off the ground here… some speakers, staff & students.

However, responses to my initial proposal have been limited so don’t know what to do next!

Any advice welcome.

Jane Tope

Equality and Diversity Adviser (Students)

University of Birmingham

 

From: HE Administrators equal opportunities list [mailto:[log in to unmask]] On Behalf Of Jenny Woodhouse
Sent: 08 May 2008 11:30
To: [log in to unmask]
Subject: Staff race equality networks

 

 

Dear colleagues

I have recently taken over responsibility, pro tem, for work in the area of race equality.  We have recently attempted to launch a race equality network, with very little initial take-up.  As a white woman I can only speculate as to why this is - whether our global majority (thanks to Gus John for the formulation) staff simply don't want  a network, or whether the culture discourages them from seeking to network, for instance by locating the 'problem' with the individual rather than the culture (Carter, Fenton, Modood, c. 1998).

I'd be very grateful for any information colleagues can give me about successful networks, how they have been set up, how they function, and any suggestion such as speakers who might help us to focus.

With best wishes to all - sorry to trouble you again so soon!

Jenny

 

Jenny Woodhouse
Equality and Diversity Policy Officer
University of Cambridge Human Resources Division
25 Trumpington Street
Cambridge CB2 1QA
01223 332344

Please note  that I work part-time.  My normal working days are Tuesdays, Wednesdays and Thursdays.


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