Refresh the Respect Charter.

Progress

We have begun a review of the RCN's current policies, procedures and guidelines around the theme of respect at work, exploring this from the perspectives of both staff and members raising concerns about the behaviour of staff, members, customers and external stakeholders. The staff disciplinary policy and member resolution and disciplinary policy have both been updated, and we are progressing with the managing unacceptable behaviour guidelines, the code of conduct, and Respect Charter itself.

There are 8 elements to this recommendation, 3 of which have been completed. All work on this recommendation is expected to be completed by December 2027.

Develop harassment policies and procedures.

Progress

The RCN is a signatory of the NHS Sexual Safety Charter and the Worker Protection (Amendment of Equality Act 2010) Act 2023 came into force in October 2024. 

This legislation introduces a new duty for employers to take reasonable steps to prevent sexual harassment at work, although employers already face liability for any harassment at work unless they can show that they have taken all reasonable steps to prevent this from happening, which includes having appropriate policies, training and ensuring incidents are addressed in an appropriate manner. The work on our policies and training will ensure compliance with the requirements of the Charter and this new legislation. 

For staff, the RCN Bullying and Harassment Policy was published in April 2026. For members, this has been incorporated into the Member Resolution and Disciplinary Policy, which was approved by Council in May 2026. The policy states that the Investigating Officer must consider all allegations within the ACAS definition of harassment and discrimination.

This recommendation is now complete.

Review and apply lessons from the decision-making of significant governance events (for example in Northern Ireland and Guernsey) and establish a ‘lessons learnt’ protocol to embed in future practice.

Progress

A ‘lessons learnt’ protocol for projects and programmes was developed by the Project Management Office (PMO) in November 2022 for projects and programmes which deliver against the RCN’s strategic activity. Our recent Fair Pay for Nursing activity underwent a thorough 'lessons learned' review using these standards and associated templates and guidance. 

Lessons Learnt is at the heart of programme and project methodology, and a version of this protocol, template and guidance has been rolled out to all directorates as part of the Operational (Ops) Planning reporting cycle – with quarterly updates on lessons learnt provided to PMO as a central repository. It is envisaged that these lessons will be used to inform future directorate Ops Plans / Strategies. Further discussions are underway as to whether further implementation and embedding of a deeper learning culture are required by the College (with ownership agreed). 

There were 4 elements to this recommendation, all of which are complete.

Make financial governance part of the integrated approach, promote financial literacy across the organisation and a collective sense of value for money assessment.

Progress

The Centre for Public Scrutiny report in April 2020 recommended that we “make financial governance part of the integrated approach, promote financial literacy across the organisation and a collective sense of value for money assessment”. Financial literacy is included in the rolling two-year L&D programme for Council, and is one of eight L&D modules that is currently being rolled-out for Committees and Boards. 

For staff, a quarterly newsletter and new finance calendar have been launched. An annual overview of finances is presented at the All Staff Live Q&A by the Chief Finance Officer. 

This recommendation is now complete.