The RCN’s equity, diversity and inclusion (EDI) strategy was launched in May 2024. This strategy commits us to advocating more clearly and more successfully for all people in our membership. It also works to improve EDI in workplaces for members. We promised to be more diverse in our leadership and governance and drive change forward.
A year on, we’ve published our first highlights and impact report, which is a reflection of the EDI work carried out so far, and a look forward to what’s next.
The strategy sets a clear direction of travel towards delivering EDI across the RCN Group and serves as a catalyst for change and reform; identifying five priorities for action.
In the report, RCN General Secretary and Chief Executive Professor Nicola Ranger said: “We believe that equity is not optional. It’s essential to delivering high-quality care and achieving better outcomes for patients. Our health and care systems can only thrive when they reflect, respect and actively engage the diversity of the people they serve – and the people who work within them.
“That’s why EDI is not a standalone issue. It’s the golden thread that runs through everything we do.”
This report outlines the many ways we are embedding EDI into the fabric of the RCN – not as a one-off initiative, but as a lasting commitment.
Our priorities to achieve this are:
- ensuring every leader takes accountability for EDI
- advocating more clearly and more successfully for all people in our membership
- diversifying our leadership and governance to better reflect and represent our membership
- fighting with conviction to change the working environments of nursing staff
- facilitating support and collaboration across all communities.
Since the launch of the strategy last year, there have been some milestones including: the EDI committee being established and a new chair appointed; eight workstreams developed; EDI briefings delivered to reps; and public policy research completed.
We also held our first annual EDI conference, which was an opportunity to upskill members with the knowledge and confidence to advocate for EDI in their workplace and improve working practices. The report also outlines ongoing activity and plans for the rest of the year. These include:
- positive action pilots – to be used by regional boards to improve governance diversity
- case management system enhancements
- anti-racism commitments – resources updated and embedded in training, policy and activism
- employment relations work – tools developed to address migrant worker exploitation
- member engagement, including an ongoing review of rep training
- policy advocacy – continuing to push for legislative change, including support for Equality (Race & Disability) Bill.
Nicola said: “There is more to do. I firmly believe we are on the right path – and that our diversity is one of our greatest strengths. Together, we will keep learning, listening and leading. Because equity is our clear ambition. Diversity is our underused asset. And inclusion is our future.”
