Colleague Equality, Diversity and Inclusion Networks

BAME Network

Disability Network

Rainbow Network

Inclusive Ambassadors

We believe that a positive culture which encourages and celebrates diversity is essential to our success at Anchor Hanover. This is why diversity and inclusion is speci� cally highlighted within our Business Plan which sets out the vision for the organisation: “We value diversity and are inclusive.”

Every colleague has a part to play in displaying the right behaviours and promoting them both within their teams and the wider business. There are also four colleague Equality, Diversity and Inclusion (EDI) Networks. These networks, along with my role, take the lead on promoting EDI activity.

By joining a network, colleagues can help us recognise and celebrate areas of success, but also to identify areas for improvement and in� uence decisions which may impact specifi c groups. Individual colleagues can also benefi t from the peer-to-peer support and advice being part of a network brings.

This booklet gives information about the di� erent networks, and guidance on how to join. If you have any questions, you can contact us using the details at the back of this booklet.

Ruth PetzoldEquality, Diversity and Inclusion Manager

Black, Asian and Minority EthnicColleague Network

The aim of the BAME Network is to support Anchor Hanover in promoting inclusion and actively addressing barriers or inequalities that may exist for BAME colleagues or residents.

In 2019/20, two members of the BAME Network are among those taking part in a pilot BAME Leadership Development Programme called ‘Moving up’. The hope is that this will help to identify any reasons for the comparatively small number of BAME colleagues in leadership positions. The BAME Network will help to evaluate the results and identify any actions needed.

BAME Network

The Disability Network is open to colleagues with disabilities and/or caring responsibilities. It aims to provide information and support to colleagues within an informal, confi dential, peer-run environment.

The network can play a key part in highlighting potential barriers to colleagues with disabilities and identifying possible solutions. For example, subtitles are now used much more widely on Workplace videos as a result of feedback.

Listeningand

Acting

Disability Network

The Rainbow Network is our group for lesbian, gay, bisexual, transgender and ‘+’ colleagues (the ‘+’ stands for all sexual orientations and gender identities which are not in the majority).

It provides support for LGBT+ colleagues and aims to increase understanding across Anchor Hanover of the challenges faced by LGBT+ colleagues and residents.

Some examples of activity delivered by the network include coordinating attendance at Pride events and supporting the design and delivery of Trans* and LGBT+ Awareness training. It is also supporting the introduction of the HouseProud Pledge Scheme in Anchor Hanover.

Rainbow Network

Inclusive Ambassadors act as role models and allies to others, challenging behaviour that isn’t inclusive and supporting others to do the same.

They support the EDI Manager and colleague networks by promoting network activity and highlighting successes and opportunities at their locations and across the wider organisation.

For example, promoting the #CountMeIn diversity data collection campaign, and coordinating National Inclusion Week Activity.

Inclusive Ambassadors

The EDI Steering Group is made up of the EDI Manager, exec sponsor, network chairs and other key stakeholders (eg, Organisational Development Manager and representatives from the Service Development and Customer Relations teams).

Organisation Lead

Network Chairs

Core Members

Network Members

E,D & IManager

BAMENetwork Chairs

Inclusive Ambassador

Chairs

EDI Steering Group

DisabilityNetwork Chairs

InclusiveAmbassadors

Core Members

BAMENetwork Core

Members

Disability Network Core

Members

Rainbow Network Chairs

Rainbow Network Core

Members

Rainbow Network

InclusiveAmbassadors

BAMENetwork

DisabilityNetwork

Equality, Diversity andInclusion and Inclusion NetworksColleague Network Membership

The below chart illustrates the structure which guides EDI activity in Anchor Hanover.

Network chairs

Any Core Network Members may nominate themselves to be a Network Chair, Co-Chair or Deputy Chair when the nomination windows open.

They are responsible for:

• Arranging approximately three Network meetings each year (mix of face-to-face and remote) • Attending EDI Steering Group meetings on behalf of the network• Maintaining the network’s individual project plan and reporting back

to the Steering Group• Gathering general feedback from their network to present to the

Steering Group• Maintaining the membership lists for the network and ensuring

members are engaged• Ensuring effective monitoring of the network email inbox

(responsibility may be shared with core members)

Core Members Core Members are active and visible members of the network.

They agree to:

• Attend a minimum of two network meetings/calls a year• Actively engage in delivering the network’s project plan• Engage in business wide activity on Workplace at events, etc

As there is an obligation to attend meetings, costs associated with their time and travel will be covered by Anchor Hanover.

Core Members must be on Workplace and have either a work or a personal email address they can use as part of their role.

Core membership must be approved in advance by the colleague’s line manager and their network activity will form one of their objectives as part of the appraisal cycle.

Core members have a tenure of two years, after which they must reapply.

In order to manage costs and ensure the core network remains a manageable size, we may need to limit the number of core members in a region.

Network Members

Network Members benefit from the peer support associated with the network and will be invited to join the relevant network groups on Workplace however, they have the freedom to be involved as much or as little as they like. They may or may not have access to internet and email and may choose to remain anonymous (only the Network Chair/Co Chair and/or Deputy will have their details - unless the members choose to share them elsewhere.There is no limit to the number of Network Members

Network Members:

• May choose to support the network’s project plan and engage in organisation-wide activity on Workplace

• May choose to attend network meetings. As attendance at meetings is not a requirement of a network member, authorisation to attend will need to be sought from a colleague’s line manager, who may not approve attendance. Costs of attendance will not be reimbursed.

The Colleague EDI Networks are being relaunched in January 2020 and we encourage applications for Core Members and Network chairs to be submitted by Friday 7 February 2020.

At this point, we will arrange for elections for Network Chairs/Co-chairs and will review any regions where there are a high number of applications to be a core member.

Applications for core membership received after this date will be accepted if there is a vacancy in the relevant region. If not, a place as a Network Member will be o� ered until there is a vacancy, or until the two year tenure is up (January 2022).

Applications for Network Membership will be accepted at any point.

If you have any questions about the networks, please don’t hesitate to make contact using the details at the back of this booklet.

Application forms for all the networks can be found on the Equality, Diversity and Inclusion pages on the Bridge, or by emailing ruth.petzold@anchorhanover.org.uk

Application Process

BAME NetworkBAMEnetwork@anchorhanover.org.uk Disability Networkdisabilitynetwork@anchorhanover.org.ukInclusive Ambassadorsinclusive.ambassadors@anchorhanover.org.uk Rainbow Network rainbownetwork@anchorhanover.org.uk

December 2019