Ofgem - Embrace Group

Ofgem - Embrace Group

Embrace is Ofgem’s staff initiative that seeks to create a workplace culture where race diversity, equity and inclusion is understood and embedded in the workplace. We recognise that the work of a “diversity” network is more than just about achieving equality in terms of measurable numbers and targets. We believe it is vital that we also take practical steps to create an inclusive organisational culture where staff feel included, supported and encouraged to excel in the workplace whatever their racial or ethnic background.

Vision

A culture that demonstrably embraces race, diversity and inclusion, where equality of opportunity is embedded in workplace practices.

Purpose

• To empower staff to bring their authentic self to work; empowered people feel included and happy, supported and encouraged to excel in the workplace. • To facilitate an open non-judgemental dialogue about race. • To understand the drivers for differences in outcomes and opportunities across race. • To remove organisational barriers that disadvantage people because of their race.

To contact Ofgem Embrace Network by email - Embrace@ofgem.gov.uk

Return to index

OFSTED - Ethnic Equalities Network

Aims

• To ensure, where relevant, Ofsted has a clear focus on reducing the employment gap in senior posts. • To encourage staff to tackle discrimination in the workplace and embrace diversity practices. • To ensure staff perspectives and considerations are kept high on the agenda.

Objectives

The Ethnic Equalities network provides a forum to: • provide support, informally and where appropriate formally, including networking opportunities to members of the network;

• identify best practice and share information, experiences, concerns and aspirations consistent with the statement of intent; • influence decision making in policies and strategy, and promote best practice in equality of opportunity within Ofsted and in inspection practices; • enable effective initiatives, good practice and relevant training within the Civil

Service to become routine practice within Ofsted; • combat prejudice, discrimination, bullying, harassment and victimisation based on race, colour, ethnic background or heritage and to provide an arena for staff to raise concerns in a safe and confidential environment • ‘Inform’ the wider organisation on issues being faced by BAME children and learners.

You can contact the network at edi@ofsted.org.uk.

Return to index

Passenger Services – BAME Network

The Passenger Services (PS) BAME Network is a staff Network at Department for Transport. It was initiated in mid-June 2020 following the tragic events in the USA that saw George Floyd lose his life. A safe and confidential space was then created in which colleagues could express their feelings was, understand the issue at hand and discuss actions that could be put in place to improve our work environment.

Following this time, we run sessions on a bi-weekly basis to discuss a variety of topics that cover the lived experiences of BAME colleagues, intersectionality and Diversity and Inclusion.

Our vision

Our vision is to promote Diversity and inclusion by increasing awareness to the lived experiences of BAME colleagues. In addition, drive change to attitudes, understanding and behaviours to ensure that we have an environment that is truly inclusive for all.

The PS BAME Network aims

• Continue to create a safe and confidential space for colleagues to speak candidly on topics linked to diversity and inclusion, lived experiences and intersectionality. • Remove barriers to progression faced by BAME colleagues. • Improve wellbeing of BAME colleagues.

We do this by:

• Continuing to create a safe and confidential space for colleagues to speak candidly on topics linked to diversity and inclusion, lived experiences of

BAME colleagues and intersectionality. • The monitoring of the outputs of the RSSG Diversity and inclusion Action plan, DfT RACE action plan and DfTc Inclusion and Wellbeing Action plan. • Collaborating with other Networks on joint Diversity and Inclusion objectives. • Feeding into strategic planning and senior level decision making in the

Diversity and Inclusion sphere. • Close engagement with DfT HR, Inclusion and Wellbeing working group and

PS Capability hub. • Providing opportunities for colleagues to gain skills to elevate, such as delivery of skills workshops, courses, mentor relationships, application and interview support, shadowing etc. • Carrying out outreach activities at schools, universities etc to encourage a more diverse pool to the Department.

To find out more about us, please email PSBAMENetwork@dft.gov.uk.

Return to index

The National Archives – Racial Equality Network (REN)

The Racial Equality Network was established in July 2020 with the purpose of promoting racial equality and inclusion for people of colour throughout The National Archives, with a focus on the experiences of people of colour who work in the organisation. The Racal Equality Network aims to create a community who feel supported to talk about personal and workplace experiences through the lens of their identity as a person of colour. While we encourage members to embrace the network as a safe space, the network should not be considered as a forum to raise formal grievances or treated as an alternative to Human Resources and Trade Unions.

Objectives

• To support The National Archives to be an inclusive workplace that is committed to listening and taking action to ensure that racially diverse colleagues are represented and create clear channels of communication across departments on issues pertinent to racial equality specifically and inclusion at large.

• To enable colleagues to exercise a collective voice to highlight barriers to inclusion at The National Archives for racially diverse staff. To support initiatives for retention of racially diverse staff by providing opportunities for training, communication, corporate influence and a sense of belonging and inclusion.

• To engage with HR and Senior management on developing mechanisms and support for the Racial Equality Network to develop a consultative function in, particularly in the areas of staff training, corporate strategy and public/ sector engagement.

Return to index

UK Health Security Agency – Race Equality Network

The Race Equality Network provides a safe, supportive and proactive environment at the UK Health Security Agency (previously Public Health England) that allows staff to discuss issues relating to ethnicity, celebrate ethnic diversity and support minority ethnic colleagues in overcoming barriers relating to race.

It aims to:

• Raise awareness of minority ethnic colleagues’ barriers across UKHSA and wider society • Promote diversity through inclusive and open networking with minority ethnic and minority ethnic UKHSA colleagues • Provide networking opportunities for minority ethnic colleagues • Organise events that celebrate ethnic diversity • Promote equality for minority ethnic colleagues through involvement and consultation on UKHSA plans, strategies, policies, organisational change exercises and guidance • Raise internal and external cross-sectoral awareness of the Race Equality network, race equality and cultural diversity at UKHSA • Influence UKHSA on employment issues for minority ethnic colleagues including recruitment, ethnicity pay gap, talent and career progression • Act as a communication channel between minority ethnic colleagues and senior management via the diversity and inclusion team • Empower minority ethnic staff to enhance their skills, be ambitious and develop themselves • Provide learning and development opportunities about ethnicity issues

You can contact the UKHSA Race Equality Network at BAME.Network@phe.gov.uk and Nhstt-Racenetwork@dhsc.gov.uk

Return to index