Ministry of Defence Police (MDP) - Race Ethnicity and Cultural Heritage (REACH) Staff network

Met Office - Black, Asian and Minority Ethnic (BAME) Staff Network

Our mission is to empower BAME staff at the Met Office to achieve their potential by identifying and removing barriers to equality and creating positive change.

Our key priorities are: • Supporting and Challenging: the network offers a safe space for BAME colleagues to share experiences and learn from one other. • Engaging and Representing: the network may be used to provide help and advice to BAME colleagues to make their voices heard on panels, groups, and other committees related to the delivery of Met Office services. Where appropriate to do so, the network will facilitate BAME representation on external-facing events. • Influencing and Impacting: the network is a key resource in unlocking the Met Office transformation agenda. By raising awareness and fostering collaboration with other staff networks, its outcomes will enable the organisation to meet its strategic actions from a BAME perspective but for the benefit of everyone.

Contact: Misha.khan@metoffice.gov.uk (Misha Khan, BAME Network Lead)

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Ministry of Defence Police (MDP) - Race Ethnicity and Cultural Heritage (REACH) Staff network

The REACH Staff Network will support, inspire, and consult with its members and all police and civilian staff to help them achieve the best they can be and improve their Lived Experience. It will also strive to stay current through effective engagement, whilst influencing MDP strategies and policies, Celebrating the power of equality and inclusivity and highlighting the MDP and MOD as an inclusive employer.

The network’s guiding principles include: • Support– Supporting staff by being the mechanism to alert D&I teams on matters affecting them and providing a forum for discussion on matters of interest to the REACH community whilst contributing to MDP and Defence strategic priorities which impact upon staff members; • Inform – To raise awareness of racial equality and cultural diversity within the MDP and across wider Defence communities;

• Celebration – To celebrate key dates in the race equality and cultural heritage calendar, and recognise the contributions and achievements of ethnic groups and individuals; • Consultation – Acting as a collective voice for all staff in relation to developing strategies, policies, procedures and data insight; • Inspiration – Providing inspiration to all staff in feeling confident to progress their careers including seeing themselves in roles where minority groups have been traditionally underrepresented and encouraging staff to be visible role models; • Engagement – Developing relationships with community groups and other communities of practice to promote the MDP as an inclusive employer and play an active role in recruitment and retention of staff; • Staying Current – To create space for discussion and engagement in response to current affairs, advising the Chief Officer Group (COG), on the

Lived Experience of individuals from ethnic groups and the REACH community.

You can contact the network at mdp-reachstaffnetwork@mod.gov.uk

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Ministry of Defence - Race Network

The MOD Race Network acts as an umbrella network to help the Ministry of Defence become institutionally inclusive: making race equality matter.

Our ultimate goal is for everyone, regardless of their ethnicity or where they were born, to feel that they are welcome in MOD, to authentically contribute to the work we do and have a long thriving career in the Department. We want all staff to take responsibility to improve the Department’s reputation and position and create a truly diverse and inclusive place of work.

Our main goals are for the Network's Committee, Members and Allies to: • Drive improvement of the Lived Experience for staff across Defence; • Champion an inclusive culture where staff feel listened to, supported and empowered throughout their career; • Challenge unacceptable behaviour and create opportunities to educate and highlight cultural differences and celebrate diversity; • Support, plan and host community engagement activities that will contribute to Defence's reputation and recruitment goals; and, • Identify, influence and improve systems, policies and processes that create barriers for ethnic minority staff or that can be enhanced to progress the Department's position on race equality matters or representation at all levels.