This month has seen the publication of the independent review into RCN culture by Bruce Carr KC which was commissioned in 2021 following serious concerns being raised by members and staff.
The report is a very difficult read. It includes testimonies from both members and staff who demonstrated great courage in expressing and revisiting these situations. On behalf of the RCN, and as your President, I would personally like to extend an unreserved apology to every person affected by the findings in this report. I would like to acknowledge and give thanks to those who provided brave testimonies and reach out to them with the deepest compassion.
An independent and confidential help and support line is available to any members or staff who have been affected by issues related to the Carr Review: 0800 783 1157. The line is open every day of the week, 24 hours a day. This line is being managed by the Validium Group, which is highly regarded and experienced in support line provision, with strict policies and procedures to ensure confidentiality.
Should any member wish to report anything of concern they have experienced whilst engaged in RCN activities or events, they may still do so on 0800 028 2511. Calls are handled by Safecall which specialises in helping organisations establish safe and confidential reporting systems.
Members are also encouraged to contact Bruce Carr KC directly with further information at RCNreview@devchambers.co.uk
The RCN is committed to taking immediate action and wholly supports further investigations by Bruce Carr KC and the NMC. In addition, we are committed to developing and driving through a large-scale programme of transformational change which responds directly to the findings and issues raised within this report to ensure that these types of behaviour are never again witnessed at the RCN.
Transformational change
Developing and embedding a learning culture that supports meaningful, lasting change requires a commitment from everyone. I’m an advocate of learning from the restorative justice approach when considering the process of change. A range of resources are available to support us on this journey.
The work of Rafferty, Oates & Dekker (2022) is helpful where they have shared their own journey of culture change based upon a restorative justice approach, which asks us to consider who is hurt or impacted, what their needs are and whose obligation it is to meet those needs.
The study also highlights that restorative justice practices aim to involve participants from the entire community in the resolution and repair of harms to create a sustainable just, restorative culture.
The Carr report gives us a strong mandate for immediate transformational and cultural change, and it is the duty of the leadership of the RCN to take action to respond to this report. It is essential for senior RCN leaders to work in partnership with you, our members, to take the necessary steps together to respond to this challenge and move forward to achieve the scale of change required.
What is needed now is a comprehensive transformational plan which will be driven by principles of co-production and co-design, working with a wide range of stakeholders to develop consensus on a shared vision, purpose, aims and objectives to help shape the RCN for the future. This requires a compassionate leadership response from us all, which pays particular attention to the importance of inclusive leadership, civility and kindness to each other across the whole membership.
RCN Council will bring to the general meeting in November some options outlining how the membership may wish us to take this forward and I invite you to be actively involved in these discussions, both at the meeting and afterwards. It is important that any transformational plan includes you, our members. Stakeholders across the whole RCN will be given a voice in these plans and a view on how we take things forward.
Shared purpose
Whilst we are driving forward the transformational change we need, we are also facing the most critical shortage in the nursing workforce we have ever known. When I gave evidence to the Health Select Committee earlier this year, the group, chaired by the now Chancellor Jeremy Hunt, acknowledged the sheer scale of this challenge. Safe staffing and the retention of our nursing workforce has never been so urgent. Currently the RCN is undertaking a ballot, which is asking for your vote on a decision to strike. This is to address the issues of fair pay and safe staffing to keep our patients and our workforce safe. This is an historic opportunity to have your voice heard; please use your vote.
There is also another important vote for you to consider: my term of office as your President comes to an end in December 2022 and the voting period for your next President opens on November 3. The role of the RCN President is one of significant leadership, vital to work with you to help steer the RCN through the forthcoming transformational change. Please get involved, engage with the upcoming hustings, and ensure you use your vote.
The scale of the challenges for nursing has never been greater. We must navigate the need to urgently address acute nursing shortages alongside developing the plan in response to the Carr review, to ensure our Royal College is fit for purpose to address current and future challenges.
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