Our colleague inclusion networks

We are proud of our five colleague networks: Race Equality; Women’s; Equality, Diversity and Inclusion Champions; Disability and Long Term Conditions; LGBTQ+. These networks act as the critical friend to the organisation and hold the mirror up to us on our journey to inclusion and belonging. They carry the voice of our colleagues and influence decisions at all levels of the organisation to create sustainable change.

The network co-chairs provide a safe space for our colleagues to share their experiences and for allies to listen and learn in order to challenge harmful assumptions and stereotypes. Our co-chairs demonstrate passion and determination to create an environment that their members can belong in.

As a Trust we have invested a £20k yearly budget to support the work of our networks and provide co-chairs with a choice of a yearly bonus paid monthly or half a day protected time per week. We recognise that real change takes investment. Our colleague networks also directly feed into our reporting, action planning, strategy development and interventions across the Trust.

Women's Network

The Women’s Network is underpinned by a shared passion for raising the profile of women within the Trust, female empowerment and creating a supportive, aspirational and motivational space for female colleagues at all stages of their career.

Over the last 12 months the network has focused on their key priorities which include taboo women’s health topics, wellbeing and safety.

Women's Network achievements

  • Following the networks successful sanitary product pilot, which provided free products at six sites across the Trust, we received overwhelming positive feedback. The Women's Network chairs developed a business case to extend the pilot to 38 of our core sites to support approximately 4000 female employees across the organisation. The business case was presented at the Finance Investment Group in January and was approved subject to gathering some further funds.
  • The Women’s Network continues to support the workforce sexual safety group to implement the 10 core principles of the NHS Sexual Safety Charter and ensure we are complaint under the new duty of the Equality Act.
  • The Women’s Network is on a mission to break the taboo on conversations around women’s health and promote wellbeing within the workplace; sessions have taken place around menstrual health, fertility, domestic violence and eating disorders.
  • The network has identified the need to integrate all ongoing work around women’s health and wellbeing and is in the process of developing Lancashire and South Cumbria's first Women's Wellbeing Strategy. The Network has worked closely with health and wellbeing colleagues and other key stakeholders to agree on the first priorities which are: menopause, gynaecological and menstrual health and conditions and, mental wellbeing. The small working group devised a questionnaire to complete an impact assessment on our policies, support and, understanding of these key areas. The feedback has been collated, and a report is being prepared to further understand staff experiences develop an action plan.
  • The network celebrated our first face-to-face event for International Women’s Day on the 7 March 2025 in Clitheroe with 100 colleagues in attendance. We were joined by guest speaker Wendy Bowers who spoke about women in leadership and progress since the 1970s and the ongoing fight for gender equality. Wendy held a panel discussion with our Executive Team around creating a workplace place culture where women can achieve. Later in the morning Abigail Harrison, Executive Director of Digital, Infrastructure and Improvement shared her experience of perimenopause and the impact on her health and career. We enjoyed lunch and spent the afternoon engaging in activities including pottery, yoga and mindfulness.

Women's Network long term plans

  • Review the Trust’s services and current support relating to the Breastfeeding at Work Policy and private areas for colleagues to express within working hours.
  • Complete phase one of the Women's Wellbeing Strategy and commence phase two.
  • Review the Trust’s new gender pay gap report, although there has been an improvement in the gender pay gap for those staff working under Agenda for Change, there remains a significant gap within the medical field. The network plans to support the Trust alongside other key colleagues to outline a realistic action plan to address the disparities.

Equality, Diversity and Inclusion Champions Network

The Equality, Diversity and Inclusion Champions Network is committed to providing a space for its members that reflects on the broader Trust inclusion and belonging programme. Giving members the opportunity to develop, challenge and respond to initiatives across all equality strands and driving the importance of intersectionality.

Equality, Diversity and Inclusion Champions Network achievements

  • Increased numbers of membership past 100 with high numbers of collective engagement and shared support across other colleague networks.
  • Different communication channels established to encourage communication between meetings and support those who couldn’t attend.
  • Supported development of the organisation wide zero tolerance approach and a shaped zero tolerance statement to be included within policies.
  • Engaged with the Sexual Safety Charter.
  • Continuation of the LSCFT book group – special guest Prof Sunny Singh FRSL attended South Asian Heritage Month Book Group. Future events to be scheduled.
  • It was a difficult year for many staff with anxieties around racism and transphobia particularly foregrounded and the champions offered support to those in need both as a network and as individuals. 

Equality, Diversity and Inclusion Champions Network long term plans

  • Finding ways to engage champions with each other and their communities to support the focussed networks in their projects.
  • Develop attraction strategies to support the building of memberships across all colleague networks.
  • Draft guidance to team leaders about the role and importance of champions and networks explaining how they can benefit teams.
  • A revised meeting schedule is to be developed to support involvement of our many committed and passionate members who find it hard to attend meetings.

Race Equality Network

The Race Equality Network continues to play a pivotal role as a critical friend to the Trust in supporting the successful implementation of the Race Equality Transformation Programme. Our commitment remains steadfast in challenging existing systems to foster racial equity and inclusion. Over the past year, we have engaged in numerous discussions and initiatives to address key issues, including staff wellbeing, lived experiences, bystander intervention, the utilisation of Freedom to Speak Up, increasing diversity within Freedom to Speak Up ambassadors, recognising intersectionality within the race agenda, and promoting career development.

Race Equality Network achievements

  • Active 1:1 support for colleagues: We have established a robust framework for active 1:1 interaction with staff members, creating a transparent two-way communication channel. This initiative has significantly contributed to fostering an inclusive work environment where staff feel both valued and supported, not only in their clinical roles but also in their personal and social wellbeing.
  • On the 12 June 2025, we hosted a professional development conference to celebrate the contributions of our BAME staff. The event brought together over 120 members of our nursing teams for a day of learning, inspiration, and recognition. We were thrilled to honour more than eight BAME colleagues with awards for their outstanding care and dedication. Throughout the day, our nursing staff at different stages of their careers shared inspiring stories about their journeys in healthcare. We were also privileged to hear from three outstanding guest speakers: Chen Shoko, Forensic Nurse Consultant at Mersey Care, Dr Arnold Gangaidzo, CEO and Principal Dentist of Lancashire Smiles and, Simon Browes, Regional Director of the Royal College of Nursing. Their words encouraged us to keep growing, keep supporting each other, and keep pushing for excellence in all we do.
  • Leadership Academy: We have facilitated access to valuable resources provided by the North West Leadership Academy to support staff development. These resources are designed to empower staff members to develop their leadership skills and foster personal growth.
  • Challenging barriers to regional development programmes: The Network has actively challenged and addressed barriers preventing staff from accessing regional development opportunities. By advocating for greater inclusivity and access to these programs, we ensure that all staff, regardless of their background, have equal opportunities to advance in their careers.
  • Combatting racial discrimination toolkit: We have continuously utilised the resources from the combatting racial discrimination toolkit to engage in vital discussions about the importance of speaking up. This toolkit has been an invaluable resource in raising awareness of racial discrimination and empowering staff to address such issues proactively.
  • We carried out a series of site visits across various locations within the Trust to engage with colleagues and provide targeted support. These visits were part of our ongoing commitment to leadership development and ensuring alignment with the Trust’s values and vision.
    • Guild Lodge: We visited Guild Lodge on four separate occasions - 31 March, 14 April, 28 April, and 31 May. During these visits, we engaged with a total of 43 colleagues.
    • Chorley: Site visits took place from January to March, during which we connected with 27 colleagues.
    • Whalley: We visited Whalley on the 7 of April, meeting with 10 colleagues.
  • In addition to these visits, we also provided one-to-one support and consultancy to matrons and ward managers at several sites, including Guild Lodge, The Harbour, Ormskirk, Chorley, and Pendleview. This support focused on empowering leadership teams to better manage and support their workforce, helping ensure that day-to-day practices reflect the Trust’s values and strategic vision.
  • Collaboration with staff networks: We have maintained strong and collaborative relationships with other staff networks within the Trust. This ongoing collaboration ensures that race is embedded in all our initiatives and that the Race Equality Network remains central to driving organisational change.
  • We remain dedicated to building a more inclusive and equitable workplace for all colleagues. Our work continues to evolve as we address emerging challenges and strive towards achieving meaningful progress in racial equality and inclusion across the Trust.

Disability and Long-term Conditions Network

We are particularly proud of the way we have come together to support one another, ensuring that everyone has the opportunity to thrive. Participation in our network meetings, training sessions, and initiatives has made a real difference.

Disability and Long-term Conditions Network achievements

  • Disability History Month: From 14 November to 20 December, we celebrated Disability History Month with a series of impactful activities and sessions to promote awareness, support, and inclusivity for disabled staff and managers. This year’s theme, Disability, Livelihood, and Employment highlighted the importance of creating inclusive workplaces and ensuring equal opportunities for disabled individuals to thrive in their careers.
  • New initiatives and resources: We are excited to see the launch of the Reasonable Adjustment Central Hub, designed to assist staff inquiring about reasonable adjustments related to disabilities. Additionally, the recruitment and diversity and inclusion teams have introduced the inclusive recruitment toolkit to help address disparities in recruitment. This toolkit includes good practices, policies and five new mandated elements to ensure a fair and inclusive recruitment process, such as proactive reasonable adjustments and diversity on interview panels.

Looking ahead, we have exciting plans and opportunities to continue our work. We encourage you to stay engaged, share your ideas, and support each other as we move forward.

LGBTQ+ Network

LGBTQ+ Network achievements

  • Monthly hourly lunchbox sessions to offer ongoing support.
  • Quarterly network meeting (with agenda).
  • LGBT+ History month presentations including:
    • LGBT parenting
    • Conversion practices
    • Ace/Aro identities
    • Awareness on intersex
    • Author Jackie Kay
    • History month celebration day
  • Discussed effectiveness of LSCFT representation at Pride.
  • Ongoing support for colleagues affected by transgender high court ruling.
  • Ongoing support and signposting for colleagues across the Trust.
  • Discussion on Lancashire transgender health needs support showing inequalities.
  • Sharing of personal LGBT experiences at LSCFT Pride event.
  • Ongoing training on LGBT offered throughout the Trust.

LGBTQ+ Network long term plans

  • Continue with quarterly two hour network meetings.
  • Continue with monthly lunchbox sessions for ongoing support.
  • Discussion/presentation on use and importance of pronouns.
  • Ongoing support for colleagues affected by High Court transgender ruling (listening group and a small working group have been created).
  • Proud To Be Me inclusive multi-network gathering.
  • Ensuring ongoing support and signposting for colleagues who need it.
  • Ensuing ongoing training is available as needed.

The Alphabet (service user LGBTQ+ group, forensic inpatients Guild Lodge)

It’s been a busy and enjoyable year at Guild Lodge – especially in the occupational therapy department.

In October last year as part of Black History Month we set up an event based on the theme of “reclaiming narratives”. This entailed BAME staff telling their stories and experiences living and working in the UK (printed in a booklet), as well as some staff relaying this live at the event. Narratives are so powerful! As part of this a service user and Mark Love (occupational therapist) worked on a piece of art celebrating the Bamber Bridge Riots (this has been on display at the University of Lancashire in May and currently at the Haworth Gallery, Accrington).

We have had two service users attend LGBTQ training facilitated by Lancashire LGBT – a first for us – and brilliant we can get service users out in the community.

In February as part of LGBT+ History Month we held an event based on the theme, “Activism and Social Change”. The Alphabet designed posters based on who they admired as activists – including our chief executive! We presented these at the event as well as displaying a timeline covering a wall of important dates in LGBTQ+ calendar, asking everyone to write comments on it. We feel it is so important to educate and engage with others- and events enable this.

In addition, we are still adding to our narratives from both staff and service users in our booklet “Our Stories - Your Stories” who are LGBTQ+ or our allies. In September for the first time, we are organising attending Preston Pride, again making links in the community.

CEO Chris Oliver speaks at an event.
Handwritten timeline on a wall (unreadable).