缅北强奸幼女 has six staff networks, focused on race equality, LGBTQ+, gender, disability, menopause, and parenting and caring responsibilities.
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缅北强奸幼女 has six staff networks that provide support, raise awareness, and contribute to making the College a more inclusive workplace. Staff can find details on . For any questions, please email diversity (@gold.ac.uk).
缅北强奸幼女 Race Equality Group (GREG)
The 缅北强奸幼女 Race Equality Group (GREG) brings together Black, Asian, and Minority Ethnic (BAME) staff to promote positive change and ensure the College is a welcoming, inclusive, and just place for all.
Recent events:
Black History Month meeting with updates on anti-racism initiative
Reclaiming Narratives session led by Eddie Capone, followed by a network lunch and recognition ceremony at Deptford Town Hall
Representation: GREG highlights the views of BAME staff and engages directly with the Vice-Chancellor, who serves as Race Equality Champion, to ensure accountability and track progress.
Support and development: The network offers peer-to-peer support, career development opportunities, and signposting to relevant services. It also works with People and Organisational Development (POD) to help shape policy and improve staff experience.
Collaboration: GREG partners with other staff networks, trade unions, and the Students鈥� Union on BAME issues and wider equity initiatives.
LGBTQ+
The LGBTQ+ Network exists to empower LGBTQ+ staff by creating a positive, supportive working environment and raising the profile of LGBTQ+ issues across the College.
Recent events:
PhD Projects Unveiled 鈥� a showcase during LGBTQ+ History Month featuring research and personal perspectives from LGBTQ+ PhD students
Inclusivity: The 鈥�+鈥� represents minoritised gender identities and sexual orientations not listed in the acronym. The network celebrates intersecting identities and welcomes staff with multiple identities.
Representation: The network ensures LGBTQ+ voices are heard by decision-makers and represented at Senior Management Team (SMT) level through the LGBTQ+ Champion.
Collaboration: It works alongside other staff networks, trade unions, and the Students鈥� Union to advance LGBTQ+ equality and shared goals.
Women@缅北强奸幼女
Women@缅北强奸幼女 provides a safe and supportive space for discussion, advocacy, and networking, while promoting inclusive progression and learning for women through policy and practice.
Recent events:
Celebrating Women Entrepreneurs at 缅北强奸幼女 鈥� an event held in the RHB Great Hall as part of Women鈥檚 History Month, highlighting local women-led businesses and their stories
Representation and support: The network amplifies women鈥檚 voices, fosters professional connections, and supports inclusive career development.
Collaboration: Women@缅北强奸幼女 works with other staff networks, local businesses in New Cross, and the Students鈥� Union on gender-related issues and common interests.
(Dis)Ability Network
The (Dis)Ability Network promotes disability equality, raises awareness of neurodiversity, and empowers disabled staff at 缅北强奸幼女.
Recent events:
Making Disability Integral 鈥� an event during Disability History Month exploring how fashion, art, and design education can centre disability, featuring Dr Barry鈥檚 Cripping Masculinity project
Representation: The network advocates for disabled staff by ensuring their voices are included in institutional conversations, raising concerns with the Senior Management Team (SMT) through the (Dis)Ability Champion.
Support and visibility: It works to challenge stereotypes, increase understanding, and strengthen the visibility of disabled staff across the College.
Menopause Network
The Menopause Network provides a safe and supportive space for open conversations, aiming to reduce stigma and improve wellbeing for staff affected by menopause or perimenopause.
Inclusivity: The network supports staff of all gender identities who are experiencing menopause, as well as colleagues who want to learn how to provide support.
Representation: It raises the visibility of menopause-related issues and contributes to College policies and practices that support staff wellbeing.
Collaboration: The network works with HR, other staff networks, and relevant teams to ensure menopause is included in wider equity and wellbeing strategies.
Parents and Carers Network
The Parents and Carers Network supports staff balancing work with parenting and caregiving responsibilities, raising awareness of their needs and promoting policies that help.
Inclusivity: The network welcomes all types of parents and carers, including birth parents, step-parents, grandparents, and those fostering or adopting.
Support and focus: Discussions include updates on parental issues, relevant policies, and new initiatives to strengthen support for parents and carers.
Collaboration: The network works with HR, College leadership, and other staff networks to ensure caregiving responsibilities are recognised in wellbeing and equity strategies.