Our staff networks

JRF/JRHT is committed to policies and services that embrace diversity and promote equality of opportunity.

As a service provider, it is essential that we recognise and accommodate the wide range of needs and aspirations of our staff, residents and customers.

Our networks here at JRF and JRHT are available to all staff to provide an open, positive, flexible and informal support and information share-point. The networks include:

  • LGBT Plus Network
  • Disability Staff Network
  • Menopause Support Group
  • BAME Staff Network
LGBT Plus Network

LGBT Plus Network

LGBT Plus network logo and the group marching in York Pride 2017

The LGBTPlus Staff Network exists to steer, support, lead, champion and celebrate our LGBT colleagues within JRF and JRHT. We work to continually develop and uphold a culture of inclusion, acceptance and understanding allowing all staff to be themselves at work and fulfil their potential, regardless of their sexual orientation and gender identity.

By opening the network up to all colleagues across the organisation we hope to eliminate any sense of segregation and ensure that colleagues work cohesively in their efforts to make positive change and impact.

The network's aims are to:

  • Identify and highlight specific needs of LGBT staff and how to meet these;
  • Provide a voice for LGBT colleagues specifically around future work, policies and language;
  • Educate and inform staff;
  • Encourage and promote positive conversation in the everyday culture of our workplace;
  • Challenge and call out unacceptable behaviour;
  • Provide a safe environment in which to raise issues experienced by LGBT staff;
  • Raise awareness of and celebrate significant events in LGBT culture and history;
  • Develop links with external LGBT communities, groups and organisations, to learn from others work and share best practice;
  • Promote good relations between LGBT and non-LGBT staff, as well as maximising opportunities to include and engage with residents.
  • Provide support, advice and information on LGBT matters to all staff, exercising confidentiality as and when appropriate.

The network is coordinated by the Head of Diversity and Inclusion and supported by the Chair and secretary who are appointed annually.

The networks senior champion is Angela Dearing, Director of Housing and Communities who sits on the network. and overall sponsor comes from the Director of Corporate Services Claire Townson,

The network will focus on overseeing the objectives as outlined above, meeting once a quarter and governing the yearly schedule of events and activities. Project groups will form to deliver the work and report into the network each quarter.

Membership of the Network is open to all staff, regardless of their sexual orientation and gender identity – straight/cisgender allies are encouraged to join. In addition from 2018, the network agreed to invite LGBT community members to join the network in order to widen understanding of community issues faced by LGBT people.

Disability Staff Network

Disability Staff Network

Members of the disability staff network

The Disability Staff Network operates an open membership to any member of JRF/JRHT who has an active interest in the inclusion of disability within the workplace. The group is an open, positive, flexible and informal support and information share-point, for any employee who wishes to discuss disability. It is a safe environment where personal/individual conversations can take place. The Disability Staff Network Group also works to influence work culture and promote positive messages and images of disability within JRF/JRHT; overall encouraging the ethos of being yourself at work.

Menopause Support Group

Menopause Support Group

Members of the menopause support group

The Menopause Support Group was created in Spring 2017, after requests from staff for a forum where women could support each other and share experiences and information. ​

The menopause affects as many as 13 million women in the UK and although the average age is 51, some women experience it as early as their 30s. Symptoms vary and can be individual, so some women find they are misdiagnosed or undiagnosed and don’t get the treatment they need. Many women also feel unsupported when their symptoms affect them at work.

The group welcomes anyone interested in, or affected by, the menopause. 

Anne Mwangi, Head of Diversity and Inclusion explains 'This is a really positive support group, but it also aims to raise awareness of the effects of menopause on women at work and to ensure it’s recognised  - everyone is really welcome, female and male’.​​

The group aims to:

  • Support women in the workplace who are going through the menopause
  • Raise awareness and provide information for colleagues and managers working alongside women experiencing the menopause
  • Ensure that the menopause is considered and included in HR policies
  • Making sure the menopause is something it's OK to talk about

JRF and JRHT operates across many varied sites, including offices and care homes, and staff are encouraged to start their own informal local support groups.

To celebrate World Menopause Awareness Day, JRF/JRHT welcomed academics from the University of Leicester to talk about the research they have conducted on the impact of menopause on women in the workplace. You can watch the video below, or see the full version which features a Q&A session on our YouTube page.

Our event taking place on the 18th October 2017, presenting research conducted by academics at University of Leicester.

BAME Network

BAME Network

The BAME network promotes inclusivity, it steers, leads and champions the understanding of BAME issues within JRF and JRHT in line with our organisational values. It allows us to celebrate and learn more about the strengths and expertise our BAME colleagues bring to the organisation. In addition, we learn about the challenges they experience living in a culture that does not always appreciate the issues they face in the work place, and in the wider community. We will continually develop and uphold a culture of inclusion, respect, acceptance and understanding allowing all staff to be themselves at work and fulfil their potential, regardless of their heritage.

The network’s aims are to:

  • Identify and highlight specific needs of BAME staff and how to meet these.
  • Support existing and new BAME members coming into the organisation.
  • Provide a voice for BAME colleagues specifically by contributing to relevant policy consultations, language used and representation in relevant groups or future work, such as the Staff Council.
  • Provide advice to the organisation on the recruitment of BAME staff.
  • Encourage and promote positive organisational culture by raising knowledge and awareness of BAME issues (including intersectional issues).
  • Challenge and call out unacceptable behaviour.
  • Provide a safe environment in which to raise issues experienced by BAME staff.
  • Raise awareness of and celebrate significant BAME events such as Black History Month.
  • Develop links with external BAME communities, groups and organisations, to learn from others and share best practice.

All staff are positively encouraged to join the network, whether they have a BAME background or simply an interest in these issues and want to support BAME staff; this helps colleagues work together to make positive change and impact.