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CLCH Diversity and Inspire Network Terms of Reference

CLCH Diversity and Inspire Network Terms of Reference

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Published by Lawrence Perry

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Published by: Lawrence Perry on Oct 06, 2012
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05/13/2014

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 THE DIVERSITY & INSPIRE NETWORKVISION
To improve the working lives of Black and Minority Ethnic
(BME) staff by empoweringthem and ensuring that their rights are respected. To enhance the quality of service toBME communities by assisting Central London Community Healthcare NHS Trust indelivering better services for all.
AIMS
The network aims:
To provide an open and transparent forum for.
To support, encourage and actively promote the professional and careerdevelopment of BME staff.
To increase BME staff representation at senior levels in CLCH and wider NHS.
To influence and make responses to CLCH employment strategies, policies,procedures and practices in relation to race equality.
To tackle racial harassment and discrimination and support BME staff who areexperiencing racial discrimination.
To develop training and mentoring schemes to improve the promotion anddevelopment of BME staff.
To help develop solutions and share ideas to assist in solving problems thatadversely affect BME staff.
To assist the Trust in bringing about cultural change whereby BME staff are valuedthrough ‘good news stories’.
To empower BME staff to recognize and maximize their full potential.
To support the CLCH in recruitment and retention of a diverse workforce whichreflects the community it services.
To act as a communication and information resource for BME staff.
MEMBERSHIP
Membership will be open to all CLCH staff who sign-up to the aims of the network andare interested in assisting in the identification of problems and solutions facing BMEstaff. The BME Staff Network can be attended in two ways either has an active memberor interested member. Members can self select and be involved in different parts of theBME Staff Network.The membership will be two fold:
BME refers to all staff who define themselves as Black & Minority Ethnic as per the 2001 ONS codes.The definition of ‘Black’ does not refer to skin colour. The emphasis is on the common experience anddetermination of the people of African, African-Caribbean and Asian origin to oppose the effects ofracism.
 
 
Active members- will attend regularly meetings and be committed to the on-goingdevelopmental activities.
Interested members,-will support the activities of the network, be informed ofprogress and attend some events.
Active members
will be committed to take part in the list of commitments below andhave endorsement from their manager. They will maintain their personal portfolio ofcareer development, which will link into the Knowledge & Skills Personal Developmentprocess.Active member’s commitments
Act as a representative for the network.
Attending and involvement in network meetings.
Contributing comments for official response to CLCH employment strategies,consultations etc.
Involvement in mentoring and training schemes.
Help to develop solutions to workforce problems that adversely affect BME staff.
Support staff experiencing racial discrimination / harassment.Interested member’s commitments
Act as an advocate for the network.
Attend and contribute towards events.
Take part in training and mentoring schemes.
Receive information and updates on the network.
Have access to information from NHS Institute Breaking Through Programme &Master classes
ACTIVITIES
To be determined by the wider group but may include:
Devising and delivering training and mentoring schemes.
Providing effective role models to build confidence and inspire individuals throughtalks by speakers of BME origin who have had successful careers.
Representing BME staff on relevant external and internal forums and partnershipsand at other meetings and conferences.
COMMUNICATION
Network business will be conducted both in face-to-face meetings and by e-mail,telephone, and other forms of communication.
The activities of the Network will take place during work time and will be widelypublicised to enable managers to give staff time to attend.

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