National Inclusion Week at Macmillan

The disabled employees network is for disabled colleagues or those with long-term health conditions (physical and/or mental health).

This network is for all colleagues who have or have had a cancer diagnosis.

The goals of the Network are:

• to act as a source of support for employees with lived experience of cancer in a psychologically safe place
• to provide and raise awareness of ongoing support available to employees in the workplace including reasonable adjustments
• maximise opportunities for the network to influence internal and external policy
• ensure the voice of people with lived experience of cancer is represented and shapes the work we do in Macmillan.

Some of the Networks achievements include:

• a safe space for colleagues diagnosed with Cancer to speak freely about their personal diagnosis and experience
• an away day with some interesting and relevant guest speakers at a venue selected for it’s relaxing environment
• successfully growing network members following recommendations and featuring guest slots on Macmillan wide events.

"I joined the network as a result of my own experience and to allow me to support others. I feel the shared goal will be enhanced from the insight and diverse experiences faced by the network members. This will increase the impact of our work in supporting cancer patients." - said Shaeen Dalvi, network co-chair.

The gender equality network is for any Macmillan employee interested in seeing gender equality at the organisation.

One achievement the network has accomplished is the availability of free sanitary products in Macmillan's office bathrooms.

The network also hosts regular discussions and meetings to discuss topics related to gender inclusivity.

The LGBTQIA+ network is for colleagues that identify as members of the lesbian, gay, bisexual, transgender, queer and questioning, intersex, asexual, plus community.

The network was responsible for the launch of Macmillan's Transitioning at Work policy and guide earlier this year. Both resources were developed in collaboration with:

• Stonewall
• LGBTQIA+ network
• Macmillan's Equity, Diversity and Inclusion team
• Macmillan's HR team.

The policy covers everything from recruitment to transitioning or coming out as trans, gender non-conforming, or non-binary at work. It also includes Macmillan's zero-tolerance approach to discrimination, harassment, and bullying. The Network was also involved in introducing gender-neutral toilets at Macmillan’s London office.

In addition, the network and other Macmillan staff also attend Pride Month parades. This is to show solidarity and support for the LGBTQIA+ community. In addition, the network want to highlight how Macmillan can support LGBTQIA+ people affected by cancer.

The mental health network is for any Macmillan employee interested in advancing mental health support and understanding. The network is open to those with a lived experience, but also those who are interested in listening and learning from those with a lived experienced.

The neurodivergent network aims to create a safe community for neurodivergent colleagues. They champion neuro-inclusion for employees, healthcare professionals, volunteers and people living with cancer.

Josie Ray, co-chair of the network, said: "I joined the network after a late discovery of my own neurodivergence, which is common for our members. I wanted to talk to people who share similar experiences, and can provide understanding and support in a work context."

The network advocated for neurodiversity assessments through employee health insurance.

"There are so many barriers to diagnosis, with NHS waiting lists as long as 5 years. This means that many people have lived into adulthood without this understanding of themselves or how they might access support. So this has made a significant difference to many members of this network," said Josie.

The network also advocated for interview questions to be given before interviews. This way candidates can prepare for the interview and are reviewed based on their experience.

Step McLean, co-chair of the network, said: "Macmillan is on a journey with a change of culture within the organisation. The network will continue to drive for neuro-inclusion for colleagues as the immediate priority.

"True inclusivity is elusive. It doesn’t have to be. It takes work and you as an individual, team, directorate, and company must commit to it.”

If you are an employee at Macmillan and interested in joining the network, email neurodiversity@macmillan.org.uk.

The Working Families and Carers' employee network advocates for working parents and carers. They drive change across the organisation to ensure Macmillan is a fair and equitable place to work. Members of the network support one another, share experiences, and raise issues that are important to them.

There are currently over 300 members of the network.

Working with Macmillan's People Services, the network developed and launched the new Support for Starting and Growing Your Family toolkit.

"Inclusion in the workplace is so important. We want everyone to feel they belong and are respected and valued for who they are and the experiences that they bring. If we can represent the people who we support and who support us then we will reach more people. They will know that we are an organisation they can trust," said Teresa Hughes, network co-chair.

If you are an employee at Macmillan and interested in joining the network, email workingfamilies@macmillan.org.uk.

Besides to our colleague networks, Macmillan has several support groups led by colleagues. The groups offer a safe, non-judgemental space for people to come together to give and get support.

Macmillan employees are encouraged to join a support group, or even start a new one. All of the groups are supported by Macmillan's EDI team.