Gender Network

The Gender Network advises and supports initiatives on all matters relating to gender.

This includes:

• part-time and flexible working
• making gender-related issues better known within the FCO  
• communicating and exchanging best practice with other government departments, and the private and not-for-profit sectors
• mentoring and coaching
• encouraging role-models and improving the representation of women at all levels of the organisation
• supporting specific issues overseas

The Gender Network was created in 2007 taking over from the Gender Advisory Group which was created to improve the representation of women at all levels in the FCO.

The new Network has a broader remit covering flexible working, mentoring, coaching and role models. We work with the Flexible Workers Network and the Senior Women’s Network to achieve specific objectives and exchange best practice.  

During 2008, the Gender Network will focus on encouraging role models, mentoring and encouraging women to seek promotion by developing necessary skills and expertise.  

Flexible Workers Network

The Flexible Workers Network offers support and informal advice to those people who work flexible hours and promotes the right to request flexibility. It also supports those who manage flexible workers.

During 2008 the Flexible Workers Network aims to:

• lobby for clearer and consistent guidelines on flexible working
• lobby for a flexible working policy to be embedded in the FCO psyche
• hold an event to promote flexible working also showcasing the new F3G technology (FCO's IT network).

FCO Lesbian & Gay Network (FLAGG)

FLAGG is a staff support group for all gay, lesbian, bisexual and transgender (LGBT) staff at the FCO, whether UK-based or locally engaged overseas. It was set up in 1998 to provide advice and advocacy for LGBT staff. It now has more than 175 members based in the UK and overseas.

FLAGG wants to add value to the FCO's policy agenda, particularly in the field of human rights affecting members of the LGBT community. The group also holds regular social events and provides a social and supportive network for staff with particular problems or queries.

In 2008 FLAGG hopes to:

• make progress on LGBT human rights issues by holding two workshops on the subject
• celebrate its 10th anniversary with a high-profile speaker and an evening reception
• widen its contact with similar organisations in like-minded Foreign Ministries and other Government departments
• increase promotional activity both inside and outside the FCO
• maintain its role as a supportive network by holding regular social events throughout the year.

Disability Action Group (DAG)

DAG provides an environment at work where disabled colleagues can show their full potential and feel safe declaring their disability.  

DAG is the first stop for advice on disability issues and dealing with concerns for disabled colleagues, their line managers and FCO colleagues who have questions on the subject. At present, DAG has 75 members covering London, the FCO’s Hanslope Park buildings and Overseas. It is one of the largest diversity groups in the FCO.  

It is exploring other ways to make the FCO more aware of disability issues. Courses for the line managers of disabled colleagues and our members acting as mentors to disabled staff who have recently joined the FCO, are just two examples.

Initiatives planned during 2008 include:

• networking with other disability action groups in other Government Departments for best practice and joint ventures
• holding a disability event at the FCO’s site in Hanslope Park
• arranging a series of lunch-time seminars highlighting a wide range of  different disabilities, featuring expert guest speakers
• investigating if there is a demand for a dedicated newsletter
• playing an active role in ensuring the FCO’s Disability Equality Scheme and Action Plan is in line with the needs of disabled staff.

Ethnic Minority Action Group (EMAG)

The EMAG was created more than 10 years ago and was the first diversity group to be set up in Whitehall. Focusing on issues such as equal opportunity, diversity and inclusion, it is involved in issues affecting the FCO's ethnic minority staff in the UK and overseas.

Diversity for EMAG members is not just about the numbers of minority staff, but about how all staff deal with diversity issues.

The EMAG continues to share best practices to improve recruitment and progression of minority ethnic staff. The Group continues to liaise with the Civil Service Race Equality Network (CSREN) about joined-up Government policies.

During 2008, EMAG plans to:

• work with the diversity team monitoring data from the staff survey and help find the best solutions to take things forward
• monitor, with HR, the FCO statistics on employment as required under the Race Relations Amendment Act
• host lunch-time seminars to promote the  diversity and the race agenda in the FCO
• continue to mark the achievements of former heroes and leaders during Black History Month.

FCO Secondees Group

The FCO Secondees' Group was set up in January 2007 to act as an informal support network for secondees from other government departments and the corporate sector. There are approximately 100 members, in the UK and at Post, and numbers are growing all the time. The Secondees’ Group has a distribution list on the FCO’s global e-mail system which means that members can raise issues of concern, find buddies (for new entrants), and ask for advice from other secondees.  

During 2008, the Group plans to hold an informal networking event for FCO secondees and those who work with them.  It will include short talks from past and present secondees and a discussion of the pros and cons of transferring to the FCO following a secondment, and returning to a home department.  

Global Diversity Network (GDN)

The GDN helps Posts to locally promote diversity and equality, share best practice and increase workplace culture change. The first GDN was created in autumn 2007 and now operates across 260 Posts. One of the key aims for 2008 is to expand the network.