The Value of Employee Networks and how to

The Value of Employee Networks and how to make them work. Vikki Tatnell (Magnox) & Alan Rankin (Sellafield Ltd)

Overview of the Workshop • • • Introductions Zoom Poll Breakout #1 “Setting up Employee Networks” Breakout #2 “Maintaining & Developing networks” Top Tips & Take-Aways Personal Journey of a Network Lead Close

Setting up employee networks • • • The principles (Employee Led, HR Supported, Executive sponsored) How to initiate a network – purpose and drive Launch – communication and engagement Roles and Terms of Reference – simple but structured Senior Sponsorship – role and benefit Co-ordination of networks – working together

Principles of a Network Employee Led - Driven by members HR Supported - HR/D&I teams Executive sponsored -Escalation and barriers Evolution and pace will vary – that’s okay. Size and scope will vary – that’s okay. One size does not fit all. Executive Sponsored HR Supported Employee Led

Starting and launching a network • Pace should always dictated by the group. • A simple Terms of Reference to guide them. • A logo/brand for identity (within organisations rules). • A Vision and Annual Action Plan (including communications) • A leadership structure and key roles which spreads the load. • Work with 3 rd sector groups or charities. • Some access to funding.

Maintaining and developing networks • Maintaining interest – keeping things fresh – accessibillity (remote working) • The Covid experience for new starters • "It's as well as my day job“ - line manager engagement & support. • Annual Action Plans – monitor delivery and celebrate successes. • Alignment of consistent messaging across the business – D&I ambassadors. • Sharing the Load – not too onerous or seen to be a hobby project. • External support & training (“Radius” Programme & 3 rd sector groups) • Challenges and opportunities for SMEs with lower numbers/resources.

Top Tips & Take-Aways • Need passionate and driven individuals to start and maintain. • Need to give them time and space to build and develop. • Need senior level buy in and support. • Need only light touch governance – but some basics. • Need freedom to operate – within the plan. • Recognise & promote achievements – great to build momentum. • They make a massive difference. . . .

Personal Journey of a Network Lead Arun Khuttan, Magnox, Lead for the Young Persons’ Network

Close Thanks for attending. . . What are you going to do as a result of today? What do you need from NSSG that would help you?