The Concise National Health Service Human Resources and Equality Diversity Survey, 2018-2019

This research aims to offer better understanding of how lesbian, gay, bisexual and transgender (LGBT plus) employee networks are run and what they can do to improve relationships between colleagues, and ultimately, improve the wellbeing of LGBT employees. In doing so, the research focuses on LGBT employee networks within the NHS in nine different institutions by administering surveys, interviewing network members and taking part in network activities. The National Health Service Human Resources and Equality Diversity and Inclusion survey (NHS HR & EDI Survey) is an online survey of the organisational culture and workforce structure at NHS trusts in England. The survey required one response per trust from Human Resources (HR) staff and/or Equality, Diversity and Inclusion (EDI) leads working in NHS trust in England.<p>In recent years, the British workplace has become more diverse. Lesbian, gay, bisexual and transgender (LGBT) individuals form an important part of this diversity. Most large organisations have established LGBT employee networks to support gender and sexual minorities and run training programs to inform employees about equality and diversity related matters. Despite this, we still know little about LGBT networks and why adversity against this group of employees has not yet been stamped out.

To address this problem, this project aims to offer better understanding of how LGBT networks are run and what they can do to improve relationships between colleagues, and ultimately, improve the wellbeing of LGBT employees. In doing so, we focus on LGBT employee networks within the NHS in nine different institutions by administering surveys, interviewing network members and taking part in network activities. To achieve our research aims, the following objectives have been set:

1) Establish baseline understanding of how LGBT employee networks operate;
2) Map network membership and explore ways of addressing insufficient representation of different groups within the networks;
3) Explore what support is in place to achieve network's vision and what barriers exists to realise this vision;
4) Examine ways of using LGBT employee networks to address negativity towards sexual and gender minorities more effectively.

With support from our research partners, NHS Employers; Stonewall; Employers Network for Equality & Inclusion (enei); a theatre production team and through our academic networks, the results of the research will be published, debated and applied to target LGBT employees in and outside of the NHS, HR practitioners, policy makers, and scholars in the field of diversity in organisations, and gender and sexualities studies together with the general public. Research outputs include an APP connecting LGBT employee networks, practitioners report and academic journal articles. They further include a dedicated website hosting discussion forums and social media activities, on the road regional workshops, national and international conference presentations, a press conference and a theatre production. Project outcomes will further help to shape programs delivered by enei to public, private and third sector organisations, and to support ongoing campaigns on behalf of Stonewall to improve work experiences of LGBT employees.</p>

本研究旨在深入理解女同性恋、男同性恋、双性恋及跨性别群体（LGBT+）员工网络的运作模式，以及这些网络如何改善同事关系，最终提升LGBT员工的福祉。为此，研究聚焦英国国家医疗服务体系（National Health Service，简称NHS）内九个不同机构的LGBT员工网络，通过开展调查、访谈网络成员及参与网络活动等方式推进。

英国国家医疗服务体系人力资源与平等、多样性及包容调查（NHS HR & EDI Survey）是针对英格兰地区NHS信托机构组织文化及劳动力结构的在线调查。该调查要求每个信托机构由一名人力资源（Human Resources，简称HR）人员和/或平等、多样性与包容（Equality, Diversity and Inclusion，简称EDI）负责人提交一份回应。

近年来，英国职场的多样性日益提升。女同性恋、男同性恋、双性恋及跨性别群体（LGBT）是这一多样性的重要组成部分。多数大型组织已建立LGBT员工网络，以支持性别及性少数群体，并开展培训项目向员工普及平等与多样性相关议题。尽管如此，我们对LGBT员工网络的运作机制，以及为何针对该群体员工的歧视尚未根除仍知之甚少。

为解决这一问题，本项目旨在深入理解LGBT员工网络的运作方式，以及其如何改善同事关系并最终提升LGBT员工的福祉。研究将聚焦NHS内九个不同机构的LGBT员工网络，通过开展调查、访谈网络成员及参与网络活动等方式推进。为达成研究目标，本项目设定以下具体任务：1）建立对LGBT员工网络运作模式的基础认知；2）梳理网络成员构成，探索解决网络内不同群体代表性不足问题的路径；3）分析现有支持措施是否有助于实现网络愿景，以及愿景落地过程中存在的障碍；4）探讨如何利用LGBT员工网络更有效地应对针对性别及性少数群体的负面态度。

在研究伙伴（英国国家医疗服务体系雇主组织、石墙组织、平等与多样性包容雇主网络（Employers Network for Equality & Inclusion，简称enei）、某戏剧制作团队）及学术网络的支持下，研究成果将面向NHS内外的LGBT员工、人力资源从业者、政策制定者、组织多样性领域学者、性别与性研究学者及公众进行发布、讨论与应用。研究产出包括连接各LGBT员工网络的应用程序（APP）、从业者报告及学术期刊文章；此外，还涵盖一个包含讨论论坛及社交媒体活动的专属网站、区域性巡回研讨会、国内外会议报告、新闻发布会及戏剧制作。项目成果将进一步助力enei为公共、私营及第三部门组织设计相关项目，并支持石墙组织持续开展提升LGBT员工工作体验的运动。