Let’s be honest: inclusion doesn’t happen because it’s written in a policy. It happens because people make it happen. People who speak up. People who show up. People who keep pushing, even when they’re tired. That’s what staff networks do every single day.
Tomorrow is the National Day for Staff Networks—14 May 2025—we’re not just celebrating their existence. We’re spotlighting their power. Because staff networks aren’t “nice to have.” They’re essential to driving inclusive workplace culture from the inside out.
And if you’re just discovering their importance, it’s time to dig deeper. Visit the official Staff Networks Day website to explore this year’s theme—#ReadyForChange—which reflects the essential role staff networks play in responding to the changing workplace landscape.
The 2025 theme emphasises how staff networks are evolving to meet the challenges of our time—from shifting approaches to DEI, to navigating the rise of AI and digital transformation. Networks are being asked to do more, adapt faster, and stay resilient in increasingly complex environments. And they’re rising to the challenge.
Not Just a Safe Space—A Strategic Force
Staff networks, also known as employee resource groups (ERGs), are employee-led communities built around shared identity or lived experience. Whether it’s race, gender, sexuality, disability, faith, mental health, social background or caring responsibilities, networks offer more than just community—they are catalysts for systemic change.
When resourced and respected, networks provide frontline insight into what it’s really like to work in your organisation. They contribute to strategy by highlighting barriers to progression, supporting wellbeing, and strengthening a sense of belonging. They play a crucial role in retention and help shape policy to better reflect the needs of all staff.
They connect across silos. They support recruitment by offering visible proof that inclusion is taken seriously. And they help create a workplace culture where difference is recognised, respected, and celebrated.
Staff Networks Help People Stay—and Thrive
There’s a reason people talk about “belonging” in the workplace. It’s not just about comfort—it’s about visibility, safety, and potential. When someone feels that they’re part of something, that they matter, they are more engaged, more productive, and more likely to stay.
For marginalised employees, staff networks often provide that first point of connection. A place where they don’t have to explain or justify themselves. Where the emotional load is shared, not carried alone. Where someone says, “I’ve been through that too—and here’s how I got through it.”
These aren’t soft benefits. They’re real interventions with measurable outcomes. Retention improves. Confidence grows. People step into leadership roles they may not have considered possible. Staff networks become both refuge and runway.
Recognition Isn’t Just a Thank You
Let’s name it: staff network leads are doing a second job. They organise events, respond to incidents, consult on policy, and represent their peers in spaces where tough conversations happen. Often, they’re also mentoring, supporting mental health, and driving change—without any reduction in their usual responsibilities.
Recognition must go beyond words. It should be embedded in structures and systems. That means protected time, inclusion in performance reviews, access to professional development, and visible sponsorship from senior leaders. It means valuing their work not as a voluntary extra, but as a core part of shaping a better workplace.
Recognition also means resourcing. Not just a small budget for snacks or speaker fees, but consistent investment that allows networks to operate with impact and ambition. If inclusion is truly a priority, then staff networks deserve the same strategic support as any other part of the business.
Staff Network Leadership Is Leadership
The leadership skills developed through staff network roles are invaluable. Chairs and committee members learn how to manage projects, build influence without authority, lead change, and navigate complex conversations with empathy and credibility.
This work fosters exactly the kind of leadership that organisations say they want: collaborative, inclusive, and strategic. Yet too often, it’s overlooked.
That needs to change. Line managers should champion network involvement in 1-to-1s. HR teams should incorporate it into talent frameworks. Executive sponsors must stay actively involved—not just turning up for photo ops, but engaging with issues, removing roadblocks, and pushing the agenda forward.
If You Lead a Network—We See You
To everyone already leading, organising, and supporting networks: your work matters. You are building trust. You are holding systems accountable. You are showing what leadership looks like when it’s rooted in purpose.
You may be working behind the scenes, but your impact is front and centre. You’ve held the space when others didn’t. You’ve spoken up when it was easier to stay quiet. You’ve supported colleagues when the organisation didn’t know how.
Take this moment—14 May—to breathe. To reflect. And to know that this movement doesn’t go unnoticed.
If You’re Not Involved Yet—Now’s the Time
If you’ve never engaged with a staff network, there’s never been a better time. You don’t have to identify with a particular group to attend an event, offer support, or show up as an ally. Staff networks need visible champions at every level of the business.
Start by listening. Ask how you can support. Share their updates. Recommend their involvement to others. And most importantly, back their work publicly and privately.
This is about partnership. Inclusion isn’t about being perfect—it’s about being present.
What Happens Next Is Up to All of Us
The theme this year is #ReadyForChange. But readiness isn’t passive. It’s a verb. It means being prepared to do the work. To shift power. To trust those closest to the issues.
If your networks are growing, make sure they’re supported. If they’re tired, ask why. If they’re quiet, find out what’s stopping them from being heard.
Inclusion doesn’t live in strategy documents. It lives in relationships, trust, and the ability to act on what staff are telling you.
Final Reflections
Staff networks are not an add-on to organisational life. They are at the heart of it. They’re part of what makes work feel like community. They are proof that inclusion is more than words—it’s action.
So don’t just mark the National Day for Staff Networks. Make it a turning point.
Start listening more closely. Start resourcing more generously. Start supporting more consistently.
To learn more, find resources, or get involved, visit the official site: www.nationaldayforstaffnetworks.co.uk