To receive an update from the Enfield LGBT Network.
To update the Board on the following action:
· Create an LGBT inclusive workplace by delivering training encouraging an active LGBT staff network and running a “LGBT allies” programme, which means non-LGBT staff can identify themselves as supportive individuals.
Minutes:
Tim Fellows (CEO Enfield LGBT Network) provided an update on how the LGBT Network came about, highlighting the following:
(i) Enfield Council called the first meeting in June 2003 and the Network became a charity in September 2005.
(ii) The two main functions for the Network are social support and representation.
(iii) The Network now receives some funding from the Local Authority with other sources coming from elsewhere.
(iv) Social support is provided to the following groups:
· HIV+ Men’s group
· Women’s Group
· Youth Group
· Tuesday Group (held in local pubs)
· Counselling Service
· Trans Information and Support
· Hate Crime and Domestic Abuse reporting and support.
(v) The Network represents LGBT+ people on many groups and boards, namely 23 Enfield Boards and 4 Pan London Boards.
(vi) These boards cover areas such as Policing, Community Safety, Health, Sexual Health, Faith, Social Care, Voluntary Sector and Equalities.
(vii) The Network facilitates training sessions on LGBT awareness, Trans awareness and HIV awareness.
(viii) The Network provides most of its services from the Lancaster Centre and it also manages the centre for the use of many other VCS organisations in the borough.
Following Tim’s update the following comments/questions were raised:
1. Councillor Orhan thanked Tim for his interesting update and asked if any of this invaluable work was covered within schools.
Tim explained that the organisation is mostly for over 18s with counselling support being offered to this age group. However, support is available for parents wishing to support their children, therefore guidance and advice can be provided on the best way to do this. The main youth work is carried out by The Proud Trust and Enfield Children and Young Persons’ Service (ECYPS). The Proud Trust meet regularly in two different youth centres across the borough and these sessions are very well attended.
In conclusion Tim advised the Board that young people from within the LGBT Community have a much higher suicide rate hence why LGBT mental health needs to be a priority.
The Chair thanked Tim for his update and said how encouraging it was to hear of the wonderful work undertaken by the Enfield LGBT Network.
Tinu Olowe (Director of Human Resources & Organisational Development) and Glyn Drew (Head of Employee Experience) provided a further update on the work to create an LGBT inclusive workplace by delivering training to encourage an active LGBT staff network and running an ‘LGBT allies’ programme, which means non-LGBT staff can identify themselves as supportive individuals. This supports the culture of change that the Local Authority are trying to embed across the organisation.
Enfield Council joined
Stonewall Diversity Champions in 2020 and have already benefited
from their expertise in developing our HR policies and
re-establishing our LGBTQ+ Staff Network.
The LGBTQ+ staff network has grown and developed over the past year with support from the Employee Experience Team and Stonewall. These staff-led network groups act as staff representatives for the council and help to make sure decisions are properly informed by diverse and representative points of view. The groups are run by their members and meet on a regular basis to inform policies, processes and training, and help all of us celebrate our diversity with events throughout the year.
Enfield Council is currently working towards the Stonewall UK Workplace Equality Index, however due to COVID 19, Stonewall have changed the normal annual submission and benchmarking index and have replaced it with a comprehensive series of Workplace Equality Index Support for 2021. This has enabled us to use this period to prepare our first submission for Stonewall accreditation during 2022.
Glyn Drew provided further information highlighting the following:
(i) Equality is a golden thread through all the Council’s learning and development starting with the corporate induction for all new recruits right through to the Leadership Development Curriculum.
(ii) In addition to the Equality Awareness learning programmes and workshops a number of modules have been implemented specifically centred around LGBTQ+ topics. Awareness campaigns are also undertaken through Staff Matters and Culture Matters- Enfield Council’s two staff magazines.
(iii) The Council has recently launched a refreshed mentoring programme which includes a Network Mentoring stream for staff from different backgrounds to form one-to-one mutual mentoring relationships in order to gain a better understanding of cultural differences or challenges, such as LGBTQ+, disabilities, ethnicities etc.
(iv) HR policies and processes have been reviewed in collaboration with Stonewall to identify potential for unconscious bias and make good practice improvements. HR continues to advertise job roles on LGBTQ+ job boards.
(v) Initiatives delivered by the network include:
· Incorporating the new LGBTQ+ flag into the Network logo and flying the flag outside the Civic Centre
· Active Intranet and Yammer pages
· A refresh of the LGBTQ+ magazine- Prism
· LGBTQ+ webinars open to all staff
(vi) A well-attended workshop was delivered by Stonewall as part of the relaunch of the LGBTQ+ staff network and to create an ‘Allies’ programme. An LGBTQ+ Ally badge has been introduced and used across the council.
(vii) Promotion of pronouns to be voluntarily used within staff email signatures with a micro internet site set up explaining what pronouns are and why they are used.
Further to the updates provided, Councillor Orhan raised the following questions/comments:
· How does the work taking place in Enfield link into the Government’s LGBT Action Plan?
· With regards to HR policies and procedures is there a caption that encapsulates Health and Wellbeing and is there also a policy around Mental Health and self-referral for staff?
· Really excited to hear about the Qualities Index. Can this come to the Board as soon as it is ready?
Officers responded as follows:
(i) Work has just started with Stonewall to look at policies and procedures, and feedback will be provided to the Board in due course.
(ii) Stonewall Equalities Index will be available in February 2022 and again this will be shared with the Equalities Board.
(iii) Acutely aware of the importance of staff support with regards to Mental Health and Wellbeing, especially in relation to Occupational Health provision etc. Officers are looking to strengthen this area with a strategy around Mental Health and Wellbeing.
(iv) Training in equalities is always ongoing with staff and management teams. Bevin Betton (Enfield Race Equality Team) felt that Contractors and Sub-Contractors should also be trained with the relevant information written into contracts.
(v) Harriet Potemkin (Head of Strategy & Policy) advised that a new Sustainable & Ethical Procurement Policy was in the process of being developed.
The Chair thanked Officers for a great presentation and commented how proud she was of the work taking place in Enfield.