Newcastle upon Tyne Hospitals NHS Foundation Trust

 

Green Champions How to get involved – Flourish at Newcastle Hospitals

Green Champions is a network that consists of colleagues who play a crucial role in the Hospital achieving its Zero Carbon, Zero Waste, and clean air ambitions. There is no mandatory level of time commitment or training. Colleagues can become a Champion+ where training is provided, and colleagues can run and be funded for a sustainability project in their area and submit the case study for a Shine award. A newsletter is released every ‘season’ and regular emails with key sustainability messages. Members are also encouraged to sign up for the Shine Rewards App which rewards staff for saving energy, reducing waste, traveling sustainably, and taking part in other sustainable actions. It is accessed through a bespoke website and app, exclusively for Newcastle Hospitals, and there are monthly prizes and team charity donations available.

Pride Network/LGBT Pride Network – Flourish at Newcastle Hospitals

The Pride network enables LGBTQ+ staff to come together, share information, and ensure a comfortable and fully inclusive environment is maintained within the Trust. The network provides a forum for discussion and debate and acts as a driving force to promote continuous practice improvement. It is also a safe place for staff to raise concerns and receive support. There is a dedicated e- forum that provides up to date information on news and events. The forum enables members to ask questions and contribute ideas. Opportunity to network and provide/receive peer support.

Race Network/BAME Race Equality Network – Flourish at Newcastle Hospitals

One in five nurses, more than one in three doctors and one in six of all NHS staff identify as BAME. The BAME network at NUTH amplifies the voices of staff to help lead the trust to better address inequalities. The forum provides a place for staff to share experiences, support each other, develop new skills and make new connections.

The network meets fortnightly via teams and works closely with the Trust EDI team and contributes to the delivery of the Trust’s Workforce Race Equality Action Plan.

Enabled Network/Disability Enabled Network – Flourish at Newcastle Hospitals

The Enabled (Enhancing Ability, Learning from Disability) Staff Network aims to bring together members of Newcastle Hospitals who have a disability – including but not limited to physical disabilities, learning disabilities, mental health conditions, long-term conditions, learning difficulties and hidden disabilities – to help employees reach their full potential.

This network provides an open forum for disabled colleagues to share their experiences of the workplace in a supportive and safe environment. The network provides a ‘listening ear’ for disabled colleagues as well as seeking their views to help shape the Trust’s inclusion agenda and enable us to focus our efforts on actions that will make the biggest and most positive difference.

This network is a safe space to discuss improvements and adjustments whilst feeling comfortable doing so.

The disability staff network also supports staff who are carers and encourages staff with caring responsibilities to join. The staff network is committed to recognising and supporting carers bringing together colleagues with different caring responsibilities to provide a supportive network through which to share ideas, challenges and identify solutions.

Equality Champions Equality Champions – Flourish at Newcastle Hospitals

Champions are those of us who want to actively assist in ensuring inclusion for all. The aim is to have a network of Champions throughout the Trust from various backgrounds, roles and departments. Raising awareness, informing, and influencing change by sharing information with colleagues via regular team meetings and team briefs

All we ask of our champions is ‘visibility’ in your work area and a local champion for inclusion by:

  • promoting an inclusive workplace and raising awareness of equality and inclusion within service areas helping to ensure the diverse needs of staff, patients and carers are met.
  • raising awareness, informing and influencing change by sharing information with colleagues via regular team meetings and team briefs
  • acting as a conduit for information on equality issues and providing feedback to the central tea.
  • promoting good practice and ensuring a zero-tolerance stand against all bullying and harassment in the workplace.
  • raising concerns about any behavior that may undermine an inclusive workplace.
  • actively support and promote the Trust’s Equality Agenda and staff networks.
  • Acting as a conduit for information on equality issues and providing feedback to the central team.

“Flourish” at Newcastle Hospitals – overarching framework but ‘Developing Leaders’ and Prospectus Flourish at Newcastle Hospitals

#FlourishatNewcastleHospitals aims to support staff to liberate their full potential. It strives to enable everyone to be the best they can be to create an outstanding organisation together – a place where people are proud to work and want to be.

Flourish isn’t about what a small number of senior managers do in the organisation. It’s about the experience that every member of staff has every day. It’s about how it feels to come to work in your own teams.

The Flourish framework is built around three connected domains, which work in parallel to

facilitate the liberation of staff potential. It includes the following three areas outlined in the diagram below:

  • Developing our leaders to build healthier and stronger teams.
  • Having a strategy and governance framework to organise and guide our day-to-day work.
  • Dynamic networks of activity led by empowered staff.

 

Newcastle University

 

NU Carers’ Network People Services – Carers’ Network (sharepoint.com)

This network​ aims to provide a space for members to meet up every two months to ask questions. The meetings are informal, and members can share as much or as little information as they want. The network also has a list of useful contacts and external support services as well as emailing members a newsletter.

Disability Interest Group(DIG) Equality, Diversity and Inclusion – Disability Interest Group (DIG) (sharepoint.com)

The Disability Interest Group (DIG) is for anyone who wants to help promote a positive, safe and respectful environment for disabled students, staff and visitors. It is a joint network, open to all disabled and non-disabled staff and students at Newcastle University. The DIG​​ provides a base for disability-related discussions to take place; where ideas can be shared and issues affecting the University can be raised.​

They aim to:​​

  • ​Promote accessibility and inclusion.
  • Encourage good practice in all the University does.
  • Promote positive attitudes towards disability.​​
  • Provide a forum for sharing ideas, experiences and expertise.
  • ​Influence University decision-making and policy development​.

The DIG’s focus is on the social model of disability – disability does not reside within an individual but emerges from an interaction between a person with an impairment and an environment poorly suited to their needs. Applying this social focus ensures that we are actively looking at ways to remove the barriers that restrict life choices for disabled staff and students within the University. ​The DIG meets once a term, and for special events during the year (most of which are open to anyone interested). They have a mix of formal and informal events, designed to share information, provide mutual support, and address issues.

NU Women Network Equality, Diversity and Inclusion – NU Women’s Network (sharepoint.com)

NU Women – The networked community for women at Newcastle University (ncl.ac.uk)

NU Women is the network​ for all women working, in all roles and positions, at Newcastle University, for all women postgraduates, and for male allies. NU Women runs an annual programme of events and opportunities that reflect the various interests and career needs of its members. ​

Aims of the Network

  • To support women working at Newcastle University in their careers.
  • To be a voice for women and feed into institutional structures.​
  • To raise awareness around gender and diversity issues.​
  • To build active communities and networks for women.

NU Parents Network Equality, Diversity and Inclusion – NU Parents’ Network (sharepoint.com)

Our network aims to build and oversee an interactive and supportive network for all parents at Newcastle University, and to be a voice for parents with children of all ages at an institutional level. In support of Newcastle University’s vision to become a family friendly centre of excellence. The network will have regular events for its members, such as:

  • Social activities: Such as casual coffee meets, to give parents a chance to relax, share experiences and offer mutual support.
  • Informative events: To inform parents about relevant information (for example, a talk on applying for schools, or a first aid course).​

They also intend to have events that will look critically at University policy and influence it. They played a large role in feeding into the Newcastle University Parenting and Childcare Review, and hope to influence policies, such as that on flexible working, in the future.

NUREN – Newcastle University Race Equality Network Race Equality – Who we Are – Newcastle University (ncl.ac.uk)

Join NU-REN (ncl.ac.uk)

The ‘Newcastle University Race Equality Network’ (NU-REN) is an inclusive, cross-faculty, collective space that serves as a community of support and a platform of institutional engagement for all Newcastle University’s staff PhD, MPhil students and/or Postgraduate Researchers minoritized on the grounds of ethnicity.

The network is underpinned by the firm belief that for every university employee to reach their full potential, there must be no fear of discrimination, victimisation or prejudice; and that career opportunities, progression and experiences of work must not be predetermined by ethnicity or skin colour.

North-East Together Collaboration  https://www.ncl.ac.uk/kite/social-renewal/north-east-together/#about

The North-East Together Initiative aims to facilitate inspiration, collaboration and mutual support among leaders for social change.

RAINBOW@NCL, The LGBTQIA+ Network Equality, Diversity and Inclusion – Rainbow@Newcastle (sharepoint.com)

Rainbow@Newcastle is a staff and PGR network, established by and for members of the university community, with the purpose of challenging heteronormativity, supporting LGBT+ staff and students, and promoting the inclusion of people of diverse genders, sexualities, and relationships. We act as a voice for LGBT+ staff and PGRs. We work upwards and outwards through the community and University to support individuals and change structures and systems that do not support them. Our steering group meets every month to facilitate the Network’s agenda and review actions, and several working groups meet regularly to facilitate agenda items. The network’s main aims are to provide:

  • Advocacy and Education. Supporting and shaping the transformation of curriculum, programmes and pedagogy to make them inclusive, and active in the challenge of prejudice and discrimination.
  • Celebration and Promotion of diversity and inclusion. Influencing University policy on all matters relevant to LGBT+ inclusion. Distributing over 2000 rainbow lanyards and raising the LGBT+ flag at key points of the year.
  • Support. Being a contact for community support and combatting bi/homo/transphobia. Providing a range of events throughout the year to support LGBT+ staff and PGRs and build an active community and Network.
  • Challenge and Transformation. Transforming University practice so that LGBT+ issues are embedded. Transforming culture and perceptions to reduce and eliminate everyday bi/homo/transphobia. Reviewing existing policy and practice so that it can be revised where necessary, acting as an institutional critical friend.

TechNet – Network for Technical Colleagues Equality, Diversity and Inclusion – NU TechNet (sharepoint.com)

Following the Employer Champion award, Bill Saint led an initiative to build a Technician’s network. A network run by Technicians, for Technicians ‘NU TechNet’.

NU TechNet has several functions and is a major part of identifying and driving some of the Technician Commitment initiatives. NU TechNet events are held three times a year. The events are led by the NU TechNet Steering Group, as well as several active Working Groups

 

Cumbria, Northumberland,Tyne and Wear NHS Foundation

 

Cultural diversity staff network- Cultural Diversity Staff Network – Thrive @ CNTW (thriveatcntw.co.uk)

The Trust is committed to creating a fair and diverse workplace. The Cultural Diversity Staff Network actively engages and contributes towards ensuring equality, acceptance and inclusion within the Trust.

The aim of the staff network is to:

  • Provide a place for staff to come together to share experiences and receive support.
  • Promote a work environment in which all staff feel supported, valued, and can be themselves.
  • Enable staff to achieve their potential.
  • Challenge discrimination and to positively promote equality.
  • Ensure that good practice and initiatives are promoted, shared and embedded within the Trust.
  • Provide a forum for discussion and debate which draws on knowledge and experience.
  • Act as a driving force to promote continuous practice improvement.
  • Provide a place for staff to receive peer support i.e., raise concerns and ideas in a safe and confidential environment.

Disabled staff network Disabled Staff Network – Thrive @ CNTW (thriveatcntw.co.uk)

We are committed to creating a fair and diverse workplace. The staff network actively engages and contributes towards ensuring equality, acceptance and inclusion within the Trust. The aim of the staff network is to:

  • Provide a place for staff to come together to share experiences and receive support.
  • Promote a work environment in which all staff feel supported, valued, and can be themselves.
  • Enable staff to achieve their potential.
  • Challenge discrimination and to positively promote equality.
  • Ensure that good practice and initiatives are promoted, shared and embedded within the Trust.
  • Provide a forum for discussion and debate which draws on knowledge and experience.
  • Act as a driving force to promote continuous practice improvement.
  • Provide a place for staff to receive peer support i.e., raise concerns and ideas in a safe and confidential environment.

LGBT+ staff network- LGBT+ Staff Network – Thrive @ CNTW (thriveatcntw.co.uk)

The LGBT+ network aims to promote a working environment where all LGBT+ staff feel supported, valued and to challenge discrimination.

The Trust is committed to creating a fair and diverse workplace. The staff network actively engages and contributes towards ensuring equality, acceptance and inclusion within the Trust. The LGBT+ Network aims to ensure that the following values, practices and initiatives are promoted, shared and embedded within the Trust:
​​​​​​​

  • Promote a working environment where all LGBT+ staff feel supported, valued and can be themselves without fear of prejudice.
  • Enable staff to achieve their potential.
  • Challenge discrimination and positively promote equality and acceptance.
  • Provide a forum for discussion and debate which draws on knowledge and experience.
  • Act as a driving force to promote continuous practice improvement.
  • Provide a place for staff to share experiences and receive peer support and raise concerns and ideas in a safe and confidential environment.
  • Improve the lives of service users and their families.
  • To provide education and advice for all staff so they can respond to service user needs.
  • To be a catalyst for change
  • To become confident in supporting people
  • To develop positive working relationships with other Trust networks

Armed Forces and Veterans Staff Association- Armed Forces and Veterans Staff Ambassadors – Thrive @ CNTW (thriveatcntw.co.uk)

The group aims to ensure the Trust provides support for staff who are connected with the armed forces. The group aims to ensure the Trust provides support for staff who are connected with the armed forces. It is key to helping the Trust fulfill its duties under the Armed Forces Covenant and the requirements of being a Veterans Aware organisation.

It is open to staff who are part of the reserves or cadets, who have served within any branch of the armed forces, and those with family or partners who are currently serving or veterans.

Staff with responsibilities for the Trust’s specialist services for veterans are also involved.

The Trust signed the Armed Forces Covenant in February 2021.  The Covenant seeks to remove disadvantages so that veterans get the same access to services as the civilian community. It also recognises the value that the armed forces and their families bring to the organisation, and our country.

CNTW was accredited as a Veteran Aware Trust by the Veterans Covenant Healthcare Alliance (VCHA) in 2021, in recognition of its commitment to improving NHS care for veterans, reservists, members of the armed forces and their families. CNTW also holds a Silver Award under the Defence Employer Recognition Scheme (ERS).

The Armed Forces and Veterans Staff Association also aims to:

  • Ensure that any Trust staff who are mobilised (and spouses/partners of the mobilised or deployed military) receive specific support and regular communication.
  • Enhance non-military staff’s understanding of the armed forces.
  • Assist in formulating new, and reviewing existing, Trust policies and procedures which relate to the armed forces.

Mind, Health and Wellbeing Community – Mind, Health and Wellbeing Community – Thrive @ CNTW (thriveatcntw.co.uk)

The Mind, Health and Wellbeing community is a safe space for people to come and talk about how our wellbeing is affected by work and how our wellbeing affects us at work too.

Our meetings are open to all staff, students and apprentices within the Trust.

Our identifier (elephant) is called Emma.  You will see Emma on our members’ signature block and communications.

Emma stands for: motional Wellbeing M ental Health M indfullness A happy life

We have regular meetings where we talk about our plans and share ideas to support each other, ensuring our voice is heard by the Trust.

We often have guest speakers to share their expertise or to talk about the support they’re offering to staff. Meetings are the last Thursday of every month 11 am-1 pm (so bring your lunch!). At the moment, meetings are all virtual via MS Teams.

The three main aims of our community group are:

  • Communication
  • Provision of cafés
  • Creating psychological safety within the Trust

About EMMA

You might wonder why we chose a blue elephant as our identifier. It was chosen for several reasons; for some, the elephant represents ‘the elephant in the room,’ because we are always fighting to reduce mental health stigma. For others, it represents ‘there is only one way to eat an elephant: a bite at a time,’ because our feelings can often feel overwhelming, but we can achieve anything if we take it a little at a time. For some, the elephant represents the parable of the Blind Men and an Elephant, which reminds us that we can all experience the same thing in different ways and to respect and give time to others’ perspectives.

We chose the colour blue, because this was also meaningful, again for several reasons. Firstly, it represented that low mood is sometimes termed ‘the blues.’ Additionally, there is a nod to the Trieste Model, who have a blue horse as their logo. For others, the colour blue represents feelings of calmness, stability and serenity.

Cafés

The cafés are our pride and joy! They often have a topic or an activity but are designed to give people space to connect with others for peer support.  We celebrate good mental health and allow space and support for those who are struggling.  You are welcome to attend as many or as few of the events and cafés as you like.

Our cafés include:

  • Meditation Café (weekly)
  • Good Mood Café
  • Discussion Space
  • Poetry Café
  • Craft Café
  • Men’s Health Café
  • Book Group

We have both regular and casual members so there is no pressure to be involved any more than you would like to be.

Menopause toolkit and cafes – Menopause Support Resources – Thrive @ CNTW (thriveatcntw.co.uk)

The toolkit has been designed to support staff who are experiencing or are affected by perimenopause or menopause symptoms.

Staff Carer Support Group

The group supports staff who have family members or friends who have disabilities, mental health problems or additional needs.

Newcastle City Council

 

The Council has established groups where employees can meet to share information and raise awareness. These include the Black and Minority Ethnic staff network, the Disabled employees’ network and the Lesbian, gay, bisexual and transgender staff network.

Newcastle upon Tyne Hospitals NHS Foundation Trust Logo
Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust.
Newcastle City Council Logo
Health Innovation NENC logo
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