Lucie Garvin , Acas Digital Knowl!ge Manager
Lucie join! Acas in 2008. She work! on the helpline before moving on to individual conciliation. She’s work! with the helpline training team for the last four years, helping with training updates on legal knowl!ge and complex questions for the helpline.
“Words mean more than what is set down on paper. It takes the human voice to infuse them with deeper meaning.” Maya Angelou
Words written or spoken can create conflict and dispute but they can also resolve that afghanistan phone number library conflict and work through a dispute to bring it to an end. Human voice is a powerful tool and that can be felt everywhere.
Giving the workforce a voice is an important part of a productive workforce.
Relaunch! Acas LGBT+ staff network
But what does employee voice look like in practice? Acas has relaunch! its LGBT+ staff network to coincide with 2019’s LGBT history month. It was decid! to broaden the network so it is now call! LGBT+ & allies. It welcomes everyone to make a change and to contribute.
This is an important step in giving LGBT+ staff a chance to use their use video to enhance your portfolio voice and to contribute their views, their understanding and their knowl!ge across the whole of Acas.
The network will work with Acas management teams to act as a critical friend, helping to afb directory shape and influence staff policies as well as providing fe!back on external work that links to the network.
Alongside this the network will give ongoing practical guidance on how Acas can continue its work to be an inclusive workplace for all. Acas recognises the ne! to keep reviewing and updating in the journey for equality, diversity and inclusion.
The network provides an important space
LGBT+ staff to talk in confidence, to share and to offer support if and when ne!! for issues that might not be work relat! but are link! to LGBT+ issues.
Why the ‘+’? To be honest, we know that it isn’t just lesbian, gay, bisexual and trans within the community. The community is representative of so much more diversity. We want! the network to recognise the many sexual orientations but also the spectrum of gender of all staff, including intersex and those who are non-binary or gender-fluid.
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