A person is defined as BAME (Black, Asian and Minority Ethnic) if they are African, East Asian, South Asian, South East Asian, Chinese, Caribbean, Latinx or self-define as belonging to a minority ethnic group. 

The Black, Asian and Minority Ethnic (BAME) Staff Network has been established by the University of Nottingham for all staff regardless of grade, job family, or contract length. 

Regular meetings are held, which are open to all members, however, members do not have to attend meetings to remain members.  Members can communicate with the group through the BAME staff network Microsoft Teams site, which is a members' only space. 

Flexibility in our approach is key to ensure all staff who wish to be involved can be, this includes those colleagues who work shift patterns. 

Membership of the network remains confidential.

A carer is someone who is responsible for the care of a friend, relative or neighbour who may be ill, frail, have a disability, is mentally distressed or is suffering from substance misuse.

A Carers’ Staff Network has been established at the University of Nottingham and this is available for all University staff who are carers. Meetings are held via Microsoft Teams, to which all network members are invited. Individuals do not have to attend meetings to remain members of the network. Some are informal gatherings and some more structured with invited speakers.

The network provides a forum for carers to provide mutual support and exchange information and ideas. It also acts as a mechanism for communication with the University, in particular Human Resources, and raises issues of policy, practice and procedure. The network is supported by Professional Development and Human Resources.

A Carers' Staff Network workspace is available to members

The Disabled Staff Network (DSN) was created in early 2007 with a view to unite disabled staff from the University and provide a safe meeting place and a mechanism through which the University could consult directly with disabled staff members. The DSN works with the EDI Committee, Human Resources and other University functions for the greater good of all disabled employees.

Communications are by bcc emailing list to preserve anonymity.

We have a new Disabled Staff Network Team! This team is for those who are comfortable self-disclosing being disabled and generally being more 'visible' within our university.

We are keeping Mahara for those who wish to remain anonymous. Resources shared by members are available in mahara.nottingham.ac.uk. Email DSN to access these resources.

Membership of DSN is confidential - but not SECRET! We aim to become visible (on our own terms)!

Declaration of disability at the University is rising, we would like to improve this.

To join DSN please email dsn@nottingham.ac.uk

The LGBTQIA+ Staff Network is exists to support lesbian, gay, bi, trans, queer, intersex, asexual employees within the University of Nottingham and create a more LGBTQIA+ inclusive work environment.

The LGBTQIA+ Staff Network recognises that people have a number of identities and can face challenges associated with their gender, ethnicity, disability, religion and age alongside their sexuality. The Network has been set up to welcome people from a diversity of backgrounds. The LGBTQIA+ Staff Network is run by people from the LGBTQIA+ community and is supported by the EDI Committee.

The LGBTQIA+ Staff Network is coordinated by two co-convenors and meets regularly throughout the year in addition to its Microsoft Teams group.

The purpose of the network is to:-

1. Provide mutual support and representation for all LGBTQIA+ staff regardless of their job family or whether they are on a permanent or temporary contract of employment.

2. Facilitate LGBTQIA+ staff experiencing difficulty due to their gender identity and sexuality to access confidential advice and support.

3. Participate information and organise social activities to encourage participation of LGBTQIA+ staff in the University community.

4. Assist with policy development on LGBTQIA+ issues within the University of Nottingham by providing advice and feedback to the EDI Committee and Human Resources.

5. Increase university wide understanding of LGBTQIA+ issues by organising information-sharing events and advising on staff training.

6. Strengthen the diversity agenda of the University of Nottingham by supporting initiatives to improve the recruitment and retention of LGBTQIA+ staff.

This network provides an informal forum for debate and raising awareness, ensuring that women are not unfairly disadvantaged in order to promote diversity and equal opportunities both within and outside the institution.

The Women’s Staff Network was launched on 2 February 2009 and the first meeting was held in May 2009. Self-organised groups of interested women meet at regular intervals to provide a supportive forum for the discussion of equality and diversity issues, share experiences and also to act as a voice for staff from across all aspects of the university.

The Women's Staff Network acts as a mechanism for communication with the University including raising issues of University practice and procedure. Membership of the network remains confidential to the group such that anonymity is retained whilst ensuring that there is a forum in which women can raise matters of concern and/or interest to them. The Women's Staff Network is supported by the University’s EDI Committee, to which they formally report general issues of interest or concern, and also, where appropriate, Human Resources.

Wendy Brennan

Jo Hancock

WSN