{"id":76,"date":"2017-09-21T09:58:46","date_gmt":"2017-09-21T08:58:46","guid":{"rendered":"http:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/?page_id=76"},"modified":"2018-08-07T07:40:30","modified_gmt":"2018-08-07T06:40:30","slug":"pulse-terms-of-reference","status":"publish","type":"page","link":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/pulse-terms-of-reference\/","title":{"rendered":"Pulse Terms of Reference"},"content":{"rendered":"

TERMS OF REFERENCE UoS Pulse LGBT+ NETWORK<\/strong><\/h1>\n

1. AIM
\n<\/strong><\/h1>\n

1.1\u00a0<\/strong>The aim of the UoS Pulse LGBT+ Network is:<\/p>\n

\u201cTo promote a work environment in which LGBT+ employees feel supported and valued, enabling them to fulfill their potential and to contribute fully to the benefit of the University.\u201d<\/p>\n

2.<\/strong>\u00a0\u00a0\u00a0 TERMINOLOGY<\/strong><\/h1>\n

2.1 Hereon in the following terms will be used to mean the following:<\/p>\n

2.1.1 The network – meaning the UoS Pulse LGBT+ Network, which consists of those University LGBT+ colleagues who take an active interest in matters affecting the LGBT+ community;<\/p>\n

2.1.2 Members – meaning those University LGBT+ colleagues who take part in the Network;<\/p>\n

2.1.3 The Committee – meaning those Members elected, or co-opted, to the positions listed in paragraph 4;<\/p>\n

2.1.4 UoS E,D&I Staff – meaning colleagues from the UoS Equality, Diversity and Inclusivity Team.<\/p>\n

3.<\/strong>\u00a0\u00a0\u00a0 OBJECTIVES<\/strong><\/h1>\n

3.1 The objectives of the Network are:<\/p>\n

3.1.1 Advising UEB about the effects of policy on LGBT+ employees and working with UEB to foster a positive image of inclusion within UoS;<\/p>\n

3.1.2 Providing confidential advice and peer support;<\/p>\n

3.1.3 Enabling mentoring of LGBT+ employees;<\/p>\n

3.1.4 Hosting networking events to introduce role models and to gauge\u00a0the effects of policies on LGBT+ employees;<\/p>\n

3.1.5 Providing general advice on policy and career opportunities;<\/p>\n

3.1.6 Visibly demonstrating its commitment to equality and diversity through attendance at events including Pride;<\/p>\n

3.1.7 Maintaining a website with advice on careers, health, networking events and signposting to Bullying and Harassment policies, and any other relevant HR policies;<\/p>\n

3.1.8 Hosting a private, members only Facebook group for peer support;<\/p>\n

3.1.9 Running a Twitter feed with LGBT+ information and news;<\/p>\n

3.1.10 Providing encouragement and advice<\/p>\n

3.1.11 Providing confidential advice to employees about LGBT+ issues<\/p>\n

3.1.12 Organising regular LGBT+ meetings to promote LGBT+ inclusivity and activity<\/p>\n

3.1.13 Identifying expert speakers for training events and opportunities for UoS engagement<\/p>\n

4.<\/strong>\u00a0\u00a0\u00a0 NETWORK ORGANISATION<\/strong><\/h1>\n

4.1 The Committee will be drawn from a broad cross-section of employees, including from the different LGBT+ groups, sexes, grades, and ages<\/p>\n

4.2 The Committee will consist of the following positions:<\/p>\n

4.2.1 Chair<\/p>\n

4.2.2 Vice Chair<\/p>\n

4.2.3 Secretary<\/p>\n

4.2.4 Social\/Events<\/p>\n

4.2.5 Others as deemed necessary by the Committee;<\/p>\n

4.3 The Chair will represent the network; will organise and chair meetings; will oversee the running of the Committee;<\/p>\n

4.4 The Vice Chair will deputise for the Chair as required; will manage the network attendance at Pride; will assist with work relating to Stonewall Benchmarking; and will work on matters pertaining to recruitment, and public relations;<\/p>\n

4.5 The Secretary will collate and disseminate information from, and between, E & D Staff, the Committee, Members and outside organisations; will actively recruit new Members; and will help organise meetings of the network;<\/p>\n

4.6 The Social\/Events person will organise regular events in line with the E, D & I Diversity calendar, working with the committee and network to establish what’s required, and estimate budgetary requirements<\/p>\n

5.<\/strong>\u00a0\u00a0\u00a0 CONFIDENTIALITY<\/strong><\/h1>\n

5.1 Committee members in posts identified in Para 4.2 will be publicly identified on network communications in line with the network\u2019s stated desire to provide visible role models to employees. Employees in other temporary posts or providing advice or guidance to the network shall not be identified without out prior consent. Such consent can be withdrawn on request;<\/p>\n

6.<\/strong>\u00a0\u00a0\u00a0 ADMINISTRATION<\/strong><\/h1>\n

6.1\u00a0The network will meet quarterly each year, with at least 2 meetings being held at different campuses. Other meetings can be held at locations suggested by the Chair. Additional meetings and working groups may be held as required<\/p>\n

6.2 E, D & I colleagues will be invited to attend meetings, or parts of meetings, of the network by invitation of the Chair as well as the deputy-chair, other forums<\/p>\n

6.3 The Committee will be selected from Members who voluntarily nominate themselves for the roles in paragraph 4.2. A simple discussion between the Chair and Vice-chair will be taken to elect members of the Committee;<\/p>\n

6.4 Positions on the Committee last two years and may be renewed by the stipulations in paragraphs 6.3;<\/p>\n

6.5 Should a position attract no nominations the Chair shall be responsible for co-opting a suitable candidate;<\/p>\n

6.6 The Terms of Reference of the Forum will be reviewed annually and may be changed by the Chair at any time with network consultation.<\/p>\n","protected":false},"excerpt":{"rendered":"

TERMS OF REFERENCE UoS Pulse LGBT+ NETWORK 1. AIM 1.1\u00a0The aim of the UoS Pulse LGBT+ Network is: \u201cTo promote a work environment in which LGBT+ employees feel supported and valued, enabling them to fulfill their potential and to contribute fully to the benefit of the University.\u201d 2.\u00a0\u00a0\u00a0 TERMINOLOGY 2.1 Hereon in the following terms […]<\/p>\n","protected":false},"author":2143,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/pages\/76"}],"collection":[{"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/users\/2143"}],"replies":[{"embeddable":true,"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/comments?post=76"}],"version-history":[{"count":5,"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/pages\/76\/revisions"}],"predecessor-version":[{"id":557,"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/pages\/76\/revisions\/557"}],"wp:attachment":[{"href":"https:\/\/generic.wordpress.soton.ac.uk\/lgbtpulse\/wp-json\/wp\/v2\/media?parent=76"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}