An officer with lived experience of disability was invited to become chair of the Disabled Staff Network. They partnered with another staff member with lived experience, and together they drew on their shared passion to reach out to other staff and grow the network. Between them they were able to develop the network, increasing the scope and reach to grow membership and raise awareness and visibility of disabled employees at the council.
To increase uptake and encourage staff members across the council to join they created an information pack and an animation to circulate via the council’s internal communications team and worked with organisational development and inclusion colleagues to raise awareness of what the Disabled Staff Network can offer to staff.
They held presentations with different departments, talking openly about disability, busting myths and tackling misconceptions to enable more staff to feel able to join. They spoke about hidden disabilities, including neurodivergence and long-term health conditions, and how joining the network might help support staff.
Over time, they have been able to grow the network, creating an environment that supports many disabled staff across the organisation, including the introduction of a neurodivergent branch within the network. Members meet virtually and face to face. Originally meeting just once a month to discuss and solve practical accessibility issues, the network now also has fortnightly informal wellbeing drop-ins for members, which provides a vital forum for peer-to-peer support between staff with shared experiences.
The network has also run themed sessions around specific conditions, for example sessions that provided information, support and discussion for those with Attention Deficit Hyperactivity Disorder (ADHD), or who were on an ADHD diagnosis pathway or wanted to find out more information for themselves or someone they know. The sessions enabled staff from all parts of the organisation to work together and create an online interactive space for staff with ADHD to share their challenges, strengths, tips and helpful resources. This collaborative tool remains active, for staff to add to and share with others.
The network has also been able to influence policies and practices within the local authority, by working with the organisational development and Inclusion team on recruitment and retention issues as well as disabled parking policies. Network members have formed relationships and worked closely with system partners in the Integrated Care Board (ICB) to inform the development ADHD provision across the region, building on the work already undertaken around ADHD. They supported the creation of documents that outlined the impact of ADHD on council staff throughout their lives and shared these with commissioners.