Car parking at the hotel is free to all those attending the conference. Please make sure you type in your registration at the various screens in the hotel to register your car. Ask a member of staff if you need assistance.

There will be a group check in at the end of day 1 at 5.30pm. Those travelling by car are asked to keep luggage securely in their car boot until group check-in begins. For those traveling by any other mode of transport you can leave your luggage with reception upon arrival. Please collect your room key from the RCN Scotland registration desk in the downstairs lobby when directed to do so by the Conference Chair. You will not be able to check in prior to this, so please don’t attempt to check in at the reception of the hotel.

If you have not already done so prior to the conference, please notify staff at the registration desk on the ground floor if you have any specific requirements and we will do our best to accommodate you (for example – dietary needs, accessibility etc.).

Should you feel overwhelmed at any point of the day, we have provided a quiet space for you to take some time out. Please ask at reception desk, where staff will direct you to the room.

The RCN believes in lifelong learning and actively promotes continuous learning and development for all nursing and social care staff. This conference offers delegates the equivalent of 10 hours 45 minutes of participatory CPD/CPL learning.

For NMC registrants
The NMC revalidation process requires registered nurses, midwives and nursing associates to complete a minimum of 35 hours of CPD, of which 20 hours must be participatory learning. For the purposes of NMC revalidation, attendance at this conference counts as participatory learning.
https://www.nmc.org.uk/standards/revalidation/how-to-revalidate/ 

For SSSC registrants
The Scottish Social Services Council (SSSC) requires registrants to undertake and record Continuous Professional Learning (CPL) relevant to their role throughout their registration period. Attendance at this conference may be recorded as CPL and can contribute towards meeting your SSSC learning requirements. Registrants should reflect on the learning gained and record it within their professional learning portfolio. 
https://www.sssc.uk.com/supporting-your-learning/continuous-professional-learning/ 

Authorised RCN event certificates of attendance will be issued to all participants. This event is also subject to the RCN Events Quality Assurance Framework.

You should record what you have learned at this event and retain your certificate of attendance as evidence within your professional portfolio for NMC revalidation or SSSC CPL purposes.

Future dates: As a result of the planned redesign of the current representative training pathway, we are unable to confirm further programme dates at this stage. Revised dates will be communicated as soon as they are available and aligned with developments within the UK workstream.

Purpose of the Session:

This session is designed to help you connect with others in your area. You can share ideas and get involved.

Aims of the Session:

Building on previous success in RCN Scotland conference networking, this Patch focused version will facilitate networking of RCN Reps/Activists and invigorate critical prioritization and action planning in each Patch.

Link to RCN’s five-year strategic plan:

• 2.1 The RCN represents the diversity of its membership.
• 2.3 The RCN has and active and visible representative network and professional forums across all sectors.

Link to all Role Descriptors:

• Co-ordinating RCN presence in the workplace: Engaging with the RCN
• Hold regular meetings with fellow reps to co-ordinate efforts and ensure all members in your workplace are kept updated on RCN activity: Work with RCN officers and your region to share workplace insights.
  
   

Purpose of the session:

To build understanding of the influencing and the member critical role in driving the nursing voice to be heard. Encourage interest of existing reps / activists in applying for other RCN roles. Reduce uncertainty of approach in relation to NHS and Social care reform.

Aims of the session:

• Understand how representatives can engage members in RCN priorities and initiatives to build a stronger, more influential nursing profession.
• Understand how RCN governance roles contribute to building Nursing Power.
• Describe the RCN's role, priorities and have considered red lines in influencing health and care reform.

Link to RCN’s five-year strategic plan:

• 1.3 The RCN successfully influences public policy in matters affecting nursing across all four countries of the United Kingdom and internationally.
• 2.2 The RCN membership is central to Royal College and trade union activities.

Link to all Role Descriptors:

• Creating long-term change and improvements at work: Communicate national RCN campaigns to members and co-ordinate activities where relevant.
• Engaging with the RCN: Work with RCN officers and your region to share workplace insights.

Purpose of the Session:

With the impending changes coming from the NHS / Social care reform agenda, we know significant cultural challenges remain. This session focuses on how we address some of that, through increased understanding, strategic national influencing and local RCN action.

Aims of the session:

• Examine the member and patient safety risks associated with poor employment relations practise.
• Identify opportunities for stewards to influence positive workplace cultures and support sustainable reform.

Link to RCN's Five Year Strategy:

• 1.1 The RCN is the leading national and an international authority in representing the nursing profession, both in its activities as a Royal College and trade union.
• 1.3 The RCN successfully influences public policy in matters affecting nursing across all four countries.

Link to Role Descriptors:

Stewards

• Ensuring an equal and fair workplace and profession: Campaign for inclusive policies and cultures.

All

• Creating long-term change and improvements at work: Represent and negotiate for members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee, etc.)

Purpose of the session:

To upskill and enhance the knowledge base of reps in future case work.

Aim(s) of the session:

• Understand the legal considerations that inform RCN representative casework and member advice.
• Explore how legal duties relating to patient safety, health and safety, and professional practice apply to challenges such as corridor care and unsuitable care environments.
• Develop confidence in supporting members to take informed, lawful, and professionally accountable action when patient or staff safety is at risk.

Link to RCN’s five-year strategic plan:

• 2.1 The RCN represents the diversity of its membership.
• 2.2 The RCN membership is central to Royal College and trade union activities.

Link to Steward role descriptor:

• Tackling issues: Undertake casework and/or other representation of members (whether individual, group, or collective) on issues such as grievances, disciplinaries, conduct or capability, sickness absence and return to work, flexible working requests, and job evaluation, in line with the needs of your workplace.
• Ensuring an equal and fair workplace and profession: Represent members facing discrimination and unfair treatment.
• Engaging with the RCN: Maintain and develop your rep skills through ongoing learning and development.

Link to Learning rep role descriptor:

• Tackling issues: Carry out or take part in casework relating to access to training and learning, including capability assessments and supported improvement plans.
• Engaging with the RCN: Maintain and develop your rep skills through ongoing learning and development.

Link to Health and Safety Rep role descriptor

• Tackling issues: Raise health and safety concerns and issues with your employer and advocate for these to be acted upon.
• Tackling issues: Carry out or take part in relevant casework, such as cases around workplace stress or injury, working conditions or reasonable adjustments.
• Engaging with the RCN: Maintain and develop your rep skills through ongoing learning and development.

Purpose of the Session:

To look beyond an individual case and recognise where linking evidence / support can enhance advocacy to more widely represent RCN Scotland members.

Aims of the session:  

• Develop an understanding of how to increase organisational context understanding and identify underlying causes which can influence workplace issues affecting members.
• Explore practical tools to strengthen analysis, identify opportunities for influence, and support effective advocacy.

Link to RCN’s five-year strategic plan:  

• 2.1 The RCN represents the diversity of its membership.  
• 2.2 The RCN membership is central to the Royal College and trade union activities.

Link to Steward role descriptor:

• Tackling issues: Undertake casework and/or other representation of members (whether individual, group, or collective) on issues such as grievances, disciplinaries, conduct or capability, sickness absence and return to work, flexible working requests, and job evaluation, in line with the needs of your workplace.
• Tackling issues: Work with RCN health and safety reps and RCN learning reps on cases where relevant.
• Creating long-term change and improvements at work: Represent and negotiate for members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee, etc.).
• Ensuring an equal and fair workplace and profession: Monitor any disparities in pay, conditions and treatment between employees from different backgrounds and communities, and advocate for these to be acted upon.
• Co-ordinating RCN presence in the workplace: Hold regular meetings with fellow reps to coordinate efforts and ensure all members in your workplace are kept updated on RCN activity.
• Engaging with the RCN: Work with RCN officers and your region to share workplace insights.
• Engaging with the RCN: Participate in support and supervision with your RCN officer.
• Engaging with the RCN: Record rep activities on the RCN system provided.
  
   

Link to Learning rep role descriptor:

• Tackling issues: Carry out or take part in casework relating to access to training and learning, including capability assessments and supported improvement plans.
• Creating long-term change and improvements at work: Represent and negotiate for members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee, etc.).
• Ensuring an equal and fair workplace and profession: Promote equitable access to learning and monitor any disparities in this.
• Co-ordinating RCN presence in the workplace: Hold regular meetings with fellow reps to coordinate efforts and ensure all members in your workplace are kept updated on RCN activity.
• Engaging with the RCN: Work with RCN officers and your region to share workplace insights.
• Engaging with the RCN: Participate in support and supervision with your RCN officer.
• Engaging with the RCN: Record rep activities on the RCN system provided.

Link to Health and Safety Rep role descriptor:

• Tackling issues: Raise health and safety concerns and issues with your employer and advocate for these to be acted upon.
• Tackling issues: Carry out or take part in relevant casework, such as cases around workplace stress or injury, working conditions or reasonable adjustments.
• Creating long-term change and improvements at work: Represent and negotiate for members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee, etc.).
• Ensuring an equal and fair workplace and profession: Monitor any disparities in health, safety and wellbeing between employees from different backgrounds and communities and advocate for these to be acted upon.
• Co-ordinating RCN presence in the workplace: Hold regular meetings with fellow reps to coordinate efforts and ensure all members in your workplace are kept updated on RCN activity.
• Engaging with the RCN: Work with RCN officers and your region to share workplace insights.
• Engaging with the RCN: Participate in support and supervision with your RCN officer.
• Engaging with the RCN: Record rep activities on the RCN system provided.

Policy and Member Engagement Officer, RCN Scotland

Jennifer undertakes a wide range of policy work including producing briefings, responses, consultation responses, and undertaking research on a wide range of nursing and associated topics, and also carries out proactive member engagement, ensuring the voice of members is represented in the organisation’s policy work. Jennifer has more than 10 years’ experience working in public health policy roles. Prior to joining the RCN, Jennifer worked on obesity and alcohol policy at the Royal College of Physicians and Surgeons of Glasgow and the Royal College of Physicians of Edinburgh respectively, and on active travel policy for an active travel charity. Jennifer is also a member of the Board of Health Creation Scotland (formally Voluntary Health Scotland). 

Policy Manager, RCN Scotland

Andrew co-manages the RCN Scotland policy team. He has worked in policy and public affairs in Scotland for 25 years, including a three-year secondment to Scottish Government in a national role. He is also a trained community worker and a qualified lawyer.

Partner, Anderson Strathern

Chris McDowall is a Partner in the Employment team at Anderson Strathern, based in Glasgow. He specialises in employment and discrimination law and has extensive experience advising on workplace disputes and employment tribunal litigation. Chris is also the Lead Partner for RCN and has worked with the organisation and their members for over 20 years, advising on a wide range of workplace issues and representing individuals in employment disputes. He has particular experience in discrimination, whistleblowing, unfair dismissal and complex employment tribunal claims. He enjoys working closely with RCN representatives and understands the important role that reps play in supporting members, resolving workplace problems and identifying when legal input may be required.

Associate Director – Nursing, Policy and Professional Practice, RCN Scotland

Eileen leads the professional arm of the RCN in Scotland, a role which requires and overview of all education, policy, regulatory and professional practice issues which impact on nurses and nursing, This involves extensive influencing and collaborating at a strategic level. Eileen has extensive experience as a senior nurse leader in Scotland working at Associate Nurse Director level in a territorial NHS Board with responsibility for standards of nursing practice across acute and primary care services. Eileen has also worked as a General Manager, managing complexity and leading service development and change and has experience of developing policy within the CNO Directorate of Scottish Government. 

Chair of Council, RCN UK

Carmel is a nurse practitioner working in the Greater Liverpool area.  Joining the Liverpool Archdiocesan Pilgrimage to Lourdes, led her to pursue a nursing degree. Carmel has held nursing positions in Trauma and Orthopaedics and Acute and Urgent Care. In 2025 she commences her role as Chair of RCN Council, having previously held chair roles in her branch and regional board.

Executive Director, RCN Scotland

Colin took up his post of Scotland Director in 2022. A registered nurse for over 30 years, Colin has been a key member of the RCN Scotland team for many years, most notably as a Senior Officer and as Associate Director for Pay, Terms and Conditions. Colin has also worked across the UK and spent time working as an Associate Director in RCN Northern Ireland just before the pandemic as well as operationally leading the RCN UK Pay Programme supporting the RCN’s Fair Pay for Nursing campaign.

Associate Director – Employment Relations, RCN Scotland

Norman Provan is Associate Director of RCN Scotland with the portfolio for employment relations including responsibility for ensuring the RCN in Scotland has the capacity and capability to provide comprehensive employment relations services including standard representation, regulatory representation and legal advice. Norman represents the RCN at a number of key NHS Scotland partnership groups ensuring the RCN is well positioned to influence the development of policy and partnership working for nurse members in Scotland. In addition Norman is responsible for the provision of legal services to RCN members in Scotland and manages the contract and relationship with RCN Scotland’s external legal providers.

General Secretary and Chief Executive, RCN UK 

Professor Nicola Ranger joined the RCN in December 2022. She was previously Chief Nurse and Executive Director of Midwifery at King’s College Hospital NHS Foundation Trust in London. Before that, she held Chief Nurse posts at both Brighton and Sussex University Hospitals NHS Trust and Frimley Health NHS Foundation Trust. She has also held several senior nursing roles at University College London Hospitals NHS Foundation Trust and Surrey and Sussex Healthcare NHS Trust. Earlier in her career, she worked at America’s George Washington University Hospital in Washington and at Mount Sinai Medical Centre in New York.

Chair, RCN Scotland Board

As a registered nurse for over 30 years, Julie has worked in main theatres on qualifying and stayed there for seven years. After this she worked in maternity theatre for 21 years, being the SCN for the past four years. Julie has been an RCN steward for 12 years and a board member for five years and this is her third term as Chair. Despite the challenges she still really enjoys nursing. When not working she enjoys walking, occasionally running and is always working to improve this. She loves spending time with family and friends and going on holiday. To help relax she likes to knit baby hats for her theatre deliveries.

RCN Rep

Linda Rumbles is a Mental Health Nurse and long-standing representative and Steward with over 21 years supporting RCN members. Based at St John's Hospital, Linda supports members throughout NHS Lothian.  In March of this year, she received the RCN Award of Merit - the organisations highest honour in recognition of her dedication, knowledge and support of member across Scotland.

Policy Manager, RCN Scotland

Ross jointly leads the RCN Scotland policy team, with a focus on Public Sector Reform, assisted dying and palliative care and the Independent Sector. In his role he supports and coordinates activity including on consultation responses, stakeholder engagement and influencing, as well as providing policy input as part of wider cross team work. Ross has worked in both policy and public affairs roles at RCN Scotland, starting in late 2019. Prior to that, he worked in the Scottish and UK Parliaments gaining ten years’ experience in political research, communications and legislative scrutiny. 

Senior Officer, RCN Scotland

Ricky has worked for the Royal College of Nursing for 5 years and been involved with the college for over 15 years starting as a steward in Greater Glasgow and Clyde.  Ricky was active in the Greater Glasgow branch as committee member, treasurer and branch chair at various points.  He was seconded to Royal College of Nursing in 2012 working within the Forth Valley and Lanarkshire patch at this time.  He then returned to an officer role in 2021 for Greater Glasgow and Clyde, Dumfries and Galloway and NHS 24.  Ricky has a varied background in clinical practice, starting off within the Plastic Surgery Unit in Glasgow, before moving on to Surgical Receiving and ultimately working as a Charge Nurse in Critical Care in the Queen Elizabeth Hospital in Glasgow. 

John Sturrock KC graduated from the University of Edinburgh with a First Class Honours degree in Law in 1980 and also holds the degrees of LLM and LLD. Following a successful career in litigation at the Scottish Bar, where he established the Faculty of Advocates’ world-leading advocacy skills programme, and training as a mediator and in negotiation at Harvard in 1996, John Sturrock moved into the field of conflict resolution and mediation in the early 2000s.
 
He is the founder and senior mediator at Core Solutions (www.core-solutions.com) and is recognised as a pioneer in mediation and as one of the leading mediators in the UK, with an international reputation. He has been identified as a Global Elite Thought Leader by Who’s Who Legal, and is a Distinguished Fellow Emeritus of the international Academy of Mediators and a Fellow of the Royal College of Physicians in Edinburgh.
 
Over the years, in addition to his work as a mediator, John has worked extensively as a coach, consultant and facilitator with parliaments, government officials, business leaders, professional firms and world class sport, particularly in the lead up to the 2012 London Olympics and Paralympics.  He was a member of the Stewarding Group of the first Citizens Assembly in Scotland. In 2019, John conducted a well-received review for the Scottish Government into allegations of bullying in NHS Highland.  He continues to be active in many aspects of health and social care in Scotland.
 
John co-chaired an Expert Group which produced a report in 2019 entitled “Bringing Mediation into the Mainstream”. He is founder of Collaborative Scotland (www.collaborativescotland.org), an initiative to bring respectful dialogue to Scottish politics and public affairs. He has published two volumes of his book, A Mediator’s Musings, both of which are available on Amazon.

Professional Learning and Development Lead, RCN Scotland

Allan has been the project lead for the RCN Scotland Reps / Activist Conference for the past four years. In his role working closely with job share partner Margaux Lobban, he has had the privilege of supporting many new reps through the reps development pathway. He co manages the Professional Practice Learning and Development team. Having held multiple member facing roles over the past 16 years, Allan has developed significant employment relations experience supporting member cases and picked up the baton to support the Band 5 Review, wider strike support and RCN Fair Pay for Nursing campaigns at every opportunity. 

RCN health and safety reps understand and champion safe working practices and environments, for both mental and physical wellbeing. They do this by building strong relationships in their workplace to identify health, safety and wellbeing issues, and by actively  engaging with their employer to enact changes needed. 

RCN health and safety reps have specific rights under The Safety Representatives and Safety Committees Regulations 1977 and the Health and Safety (Consultation with Employees) Regulations 1996. These entitle them to time off to carry out their duties, and access to  workplaces and information to enable them to do so. 

As a health and safety rep, your role may include the duties below. 

Engaging members:

• Regularly visit members and colleagues in your workplace to identify their health and safety concerns.
• Carry out regular workplace inspections to identify health and safety risks.
• Link in with student ambassadors and other student representatives to check the employer is ensuring the health, safety and wellbeing of students on placement.

Tackling issues:

• Investigate potential health and safety hazards and examine the causes of accidents in the workplace.
• Investigate member concerns relating to health, safety or welfare at work.
• Raise health and safety concerns and issues with your employer and advocate for these to be acted upon.
• Act as the RCN point of contact with your employer during consultations relating to health and safety, and advocate for them to meet their legal duty to consult with their workforce on health and safety issues. 
• Carry out or take part in relevant casework, such as cases around workplace stress or injury, working conditions or reasonable adjustments.  

Creating long-term change and improvements at work:

• Represent and negotiate for members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee, etc.)
• Communicate national RCN campaigns to members and co-ordinate activities where relevant.
• Run local and workplace specific campaigns and activities to create health and safety improvements where needed.

Ensuring an equal and fair workplace and profession:

• Review and challenge workplace policies and impact assessments to ensure they are inclusive and non-discriminatory.
• Ensure your workplace inspections are inclusive and unbiased.
• Monitor any disparities in health, safety and wellbeing between employees from different backgrounds and communities and advocate for these to be acted upon.
• Ensure RCN meetings and communications reflect the diversity of the workforce.
• Promote allyship and challenge exclusionary behaviors in the workplace and in RCN spaces.
• Engage with staff EDI networks and/or leads, self-organised groups and RCN  networks.
• Ensure RCN reps and members are supported and encouraged to contribute to workplace EDI initiatives and policies.

Co-ordinating RCN presence in the workplace:

• Hold regular meetings with fellow reps to co-ordinate efforts and ensure all members in your workplace are kept updated on RCN activity. 
• Serve as a contact point for RCN activists such as student ambassadors and voting volunteers.
• Make sure your RCN contact details and availability are clear to all members.
• Keep noticeboards and intranet updated with RCN materials and meeting information.
• Recruit and support new reps and members, including student members.

Engaging with the RCN:

• Attend branch meetings and AGMs when possible.
• Work with RCN officers and your region to share workplace insights.
• Participate in support and supervision with your RCN officer.
• Maintain and develop your rep skills through ongoing learning and development.
• Record rep activities on the RCN system provided.

Please note that members who are stewards, health and safety reps or learning reps, and who hold principal governance committee roles within the RCN, may be unable to carry out the full remit of the role due to their additional governance responsibilities.

Additionally, to be clear, representatives elected into principal governance roles such as the RCN Trade Union Committee, RCN Professional Nursing Committee or RCN Council should not be placed on hold where they are fulfilling their national governance duties and  responsibilities.

Learning reps ensure that members have fair access to the learning and training they need to do their jobs well and progress in the profession. They bargain for skills. Where a member needs and wants, learning reps help them access support and resources and challenge barriers that might be getting in their way.

They do this by building strong relationships in their workplace to identify needs and wants and working to ensure these are met. This may be signposting to existing resources, organising training with RCN support, or working to ensure the employer provides education and is meeting their contractual obligations regarding training.

As union representatives, RCN learning reps have the right to time off to do their duties, detailed under the Trade Union and Labour Relations (Consolidation) Acts 1992.

As an RCN learning rep, your role may include the duties below.

Engaging members:

• Carry out regular visits to your workplace area to meet members and colleagues, and identify learning and development needs. 
• Take part in orientations for new starters, including students.
• Be an RCN point of contact for your employer’s learning and development staff.

Tackling issues:

• Carry out or take part in casework relating to access to training and learning, including capability assessments and supported improvement plans.
• Co-ordinate and support the delivery of learning events which meet member needs, with the local RCN region or country.
• Monitor and advocate to make sure that employers fulfil contractual obligations regarding training and development requirements.
• Support members and their colleagues in appraisal preparation.
• Support members and their colleagues in revalidation preparation.
• Direct members to learning and development resources.
• Connect students with experienced staff or peer mentors where needed, to ease transition into clinical practice.
• Advocate for protected time and reasonable workload to allow for supervision.

Creating long-term change and improvements at work:

• Advocate for learning needs to be incorporated into discussions about organisational change, policy development and workplace culture on staff representation and negotiation groups.
• Engage with education and other relevant teams in your organisation to inform their strategy development.
• Represent and negotiate for the collective interests of members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee).
• Communicate national RCN campaigns to members and co-ordinating activities where relevant.
• Run local and workplace specific campaigns and activities to improve learning and development policies and practices, where needed.

Ensuring an equal and fair workplace and profession:

• Promote equitable access to learning and monitor any disparities in this.
• Challenge workplace culture and policy to ensure learning is equitable regardless of any protected characteristic.
• Campaign for inclusive policies and cultures.
• Ensure RCN meetings and communications reflect the diversity of the workforce.
• Promote allyship and challenge exclusionary behaviours in RCN spaces.
• Engage with staff EDI networks and/or leads, self-organised groups and RCN networks.
• Ensure RCN reps and members are supported and encouraged to contribute to workplace EDI initiatives and policies.

Co-ordinating RCN presence in the workplace:

• Hold regular meetings with fellow reps to co-ordinate efforts and ensure all members in your workplace are kept updated on RCN activity.
• Serve as a contact point for RCN activists such as student ambassadors and voting volunteers.
• Make sure your RCN contact details and availability are clear to all members. 
• Keep noticeboards and intranet updated with RCN materials and meeting information.
• Recruit and support new reps and members, including student members.

Engaging with the RCN:

• Attend and update branch meetings and AGMs.
• Work with RCN officers and your region to share workplace insights.
• Participate in support and supervision with your RCN officer.
• Maintain and develop your rep skills through ongoing learning and development.
• Record rep activities on the RCN system provided.

Please note that members who are stewards, health and safety reps or learning reps, and who hold principal governance committee roles within the RCN, may be unable to carry out the full remit of the role due to their additional governance responsibilities.

Additionally, to be clear, representatives elected into principal governance roles such as the RCN Trade Union Committee, RCN Professional Nursing Committee or RCN Council should not be placed on hold where they are fulfilling their national governance duties and responsibilities.

When members face difficult employment issues, RCN stewards ensure that they feel empowered to speak up and engage in formal processes. Stewards also represent them when needed. 

RCN stewards build strong relationships in their workplace to identify individual and collective issues and engage with employers to advocate for needed changes being made and fair processes being followed.

UK trade union stewards have legal protections, including protection from unfair dismissal for trade union activities and the right to paid time off for union duties and training.  These rights are outlined in UK law, detailed under the Trade Union and Labour Relations (Consolidation)  Acts 1992. 

As an RCN steward, your role may include the duties below. 

Engaging members:

• Ensure you make regular visits across your workplace to meet members, including student members, and identify issues which may need raising with management.
• Take part in orientations for new starters, including for students.

Tackling issues:

• Undertake casework and/or other representation of members (whether individual, group, or collective) on issues such as grievances, disciplinaries, conduct or capability, sickness absence and return to work, flexible working requests, and job evaluation, in line with the needs of your workplace.
• Work with RCN health and safety reps and RCN learning reps on cases where relevant. 

Creating long-term change and improvements at work:

• Represent and negotiate for members and the workforce on staff side and in partnership forums (eg, Joint Consultative Negotiating Committee, Health and Safety Committee, Learning and Development Committee, etc.)
• Communicate national RCN campaigns to members and co-ordinate activities where relevant.
• Run local and workplace specific campaigns and activities to win positive change for members where needed.

Ensuring an equal and fair workplace and profession:

• Represent members facing discrimination and unfair treatment.
• Campaign for inclusive policies and cultures.
• Monitor any disparities in pay, conditions and treatment between employees from different backgrounds and communities, and advocate for these to be acted upon.
• Ensure RCN meetings and communications reflect the diversity of the workforce.
• Promote allyship and challenge exclusionary behaviours in the workplace and RCN spaces.
• Engage with staff EDI networks and/or leads, self-organised groups and RCN networks.
• Ensure RCN reps and members are supported and encouraged to contribute to workplace EDI initiatives and policies.

Co-ordinating RCN presence in the workplace:

• Hold regular meetings with fellow reps to coordinate efforts and ensure all members in your workplace are kept updated on RCN activity. 
• Serve as a contact point for RCN activists such as student ambassadors and voting volunteers.
• Ensure your RCN contact details and availability are clear to all members.
• Keep noticeboards and intranet updated with RCN materials and meeting info.
• Recruit and support new reps and members, including student members.

Engaging with the RCN:

• Attend and update branch meetings and AGMs when possible.
• Work with RCN officers and your region to share workplace insights.
• Participate in support and supervision with your RCN officer.
• Maintain and develop your rep skills through ongoing learning and development.
• Record rep activities on the RCN system provided.

Please note that members who are stewards, health and safety reps or learning reps, and who hold principal governance committee roles within the RCN, may be unable to carry out the full remit of the role due to their additional governance responsibilities.

Additionally, to be clear, representatives elected into principal governance roles such as the RCN Trade Union Committee, RCN Professional Nursing Committee or RCN Council should not be placed on hold where they are fulfilling their national governance duties and responsibilities.

Board members fulfil a vital role in helping the board to achieve its purpose, representing the RCN and its members within the context of wider health and social care developments impacting upon nursing and patient care.

Role summary

Board members act in a governance capacity which, in summary, means they:

• are accountable for the areas set out in the board’s terms of reference
• contribute to strategic thinking and policy development
• act as a critical friend to the RCN, and as an advocate and representative of members in your region or country
• champion and promote the RCN as well as nursing and its contribution to health and wellbeing,  wherever and whenever you can.

The role:

Being an RCN board member provides an invaluable experience with plenty of personal career development opportunities. It also allows RCN members to represent nursing, speak out about the issues that matter, and influence the work of the RCN.

Key responsibilities:

• Advise and support the director and the rest of the board on matters relating to your region or country.
• Support the director to achieve the objectives in the strategic, operational and financial plan.
• Ensure that the priorities set by RCN Council are actioned in your region or country.
• Liaise with, and act as, advocates for members in your region or country and ensure that the board, as well as RCN Council and its committees, are aware of and understand members’ views, ideas and concerns.
• Share your expertise and experience with the RCN and help identify others who may assist the work of the board.
• Represent the views of the RCN and act as an advocate for the RCN’s aims and objectives.
• Foster good relations with, and between, RCN branches, forums, networks, and workplaces.
• Assist the RCN in developing constructive and lasting partnerships with policy and decision makers, other professional bodies, the wider public and the media.
• Influence the development of nursing, health and social care in your region or country in line with RCN strategy and policy.
• Contribute to, or lead on, delegated projects and working groups as necessary.

Board members have:

• A passion for nursing and wanting to make a difference.
• A sound understanding of nursing and health issues within the country or region.
• An understanding of, and commitment to, the RCN, its purpose and its work.
• The ability to listen to, and speak up for, members in the country or region.
• Strategic vision and the ability to focus on practical issues.
• Objectivity, fairness, independence of mind, wisdom, discretion and good judgement.
• Integrity and commitment to act in the best interests of the RCN.
• Awareness of how the world is changing politically, economically and socially.
• The capability to give direct, honest opinions and constructive suggestions.
• A readiness to take and be accountable for decisions.