Hearing thoughts and ideas from our colleagues, about how and where we can improve, is key to us being a great place to work. It is central to our equality, diversity and inclusion work.
We’re beyond proud that our staff are from 109 countries and a variety of diverse backgrounds, and we want to make sure everyone has a voice.
We benefit from having staff networks to engage with us regularly, provide feedback on reports, policies, interventions and scrutinise our work. Click the tabs below to read more about them.
All our networks have a chair and a deputy chairs in place to support their development. They all have a budget to allow them to grow, develop activities, training and learning practices to help us as an organisation to become better.
If you work for us, visit your intranet for more information about the networks, chairs, and meetings.
Our Race Equality Network plays a vital role in helping us become an anti-racist organisation, following our public statement to this affect earlier this year. The network is also looking into developing a work programme.
Our Positive Ability (disability) Network helps us to come together and understand the experiences of disabled colleagues, so we can implement changes that will improve working lives. A key area of focus is to understand the barriers and challenges colleagues face in sharing disability information with us, ensuring we work towards a more inclusive environment which supports our disabled colleagues.
Our LGBT (lesbian, gay, bi and transgender) network and our allies’ network are working on supporting us to meet the criteria of the Stonewall Work Index. This essentially means embedding actions to ensure we are a great place to work for colleagues who identify as LGBT+.
If you work for us, you may wish to join the LGBT Staff Network Facebook group.
Our Women’s Network has become extremely popular. A core element of the group will be to analyse, review and evaluate our gender pay gap reporting and helping us develop our journey forward. As well as this, the network will play a pivotal role to help us become a menopause friendly organisation.
Our Men’s Wellbeing Network is an informal platform for our male colleagues to discuss areas they are concerned with, to listen, connect, provide peer support, and signpost to other services.
Our faiths and beliefs network is a collaboration with the chaplaincy services we provide. The network has been developed to provide support and guidance, and to celebrate and empower people who believe in different faiths and spirituality practices.
Our carers network is open to all colleagues who care for a family member or friend, who due to illness, disability, mental health problem or addiction, cannot cope without your support.
We want Pennine Care to be a great place to work for neurodivergent people, free from shame or stigma. Our neurodivergent staff network was recently established to promote acceptance and understanding of neurodivergence in the workplace, and is a place for colleagues to connect, share experiences and support each other.