RCN Council virtual hustings

What does member led mean to you?

Carol Popplestone: I feel that member led means listening and acting on members' concerns and needs with insight and a shared understanding with an ability to deliver. I feel that Congress is one of the platforms which sets the agenda for concerns but we also need to be mindful of the day-to-day political climate and be able to respond to members' concerns which affect nursing and care. A high level of engagement is required to enable the organisation to fully understand what drives members to use our services. We need to be mindful of the differing factors which affect members and be diverse in our delivery.

Mathew Sidebottom: Member led means that there is clear accountability directly to the membership from the RCN governing bodies including regional Boards and Council. Elected members need to have frequent communication with their members and be contactable. To represent their members, Council members must be able to consult their members to decide on the best course of action where necessary and understand local and national issues.

Jane - Elizabeth Tooke: An excellent and continuously, two-way consultation between members, using the branch, Board and forum structure, in order to ensure ideas are communicated to the three committees e.g. Trade Union, Council and Professional Nursing Committee thereby avoiding duplication of work.

Paul Watson: Being member led for me , means we are able to involve all members in the organisation to whatever degree they feel they want to be involved . All organisations require strong and effective leadership - our members understand and expect this, I'm clear that such leadership must be robust , open and transparent and open to scrutiny and accountable to our members. Member led means that we move the organisation forward in the way our members wish it to. Being an organisation with over 400,000 members naturally means that some members will be content to remain silent members, whilst others will wish to be activists. What we must do is allow all our members to participate - that means we need robust communication processes and clarity of accountability. For me a good example of this is that we need to find a mechanism to encourage our members to vote in elections - whether they be for regional or national positions - we need to set trajectories to improve election turnouts so that people feel part of the RCN and that their voices are heard.

How would you work regionally to consult member on how to take forward the recommendations of the independent governance review?

Carol Popplestone: Working with regional Boards, branches and workplace representatives to communicate the findings of the governance review would enable members to be informed of the recommendations and decisions that are taken to address the concerns. Many members have busy working lives and we need to recognise that. Using a variety of platforms like social media, regional and branch newsletters, email and face-to-face contact. Members should feel confident that the recommendations are dealt with integrity, openness, honesty and transparency.

Mathew Sidebottom: I will work with the regional Board Chair to set up virtual consultation events using a range of technology due to COVID-19 restrictions such as social medial, Skype/Zoom virtual meetings and invitation for comments from members. This will then guide my view and actions on Council.

Jane - Elizabeth Tooke: I would utilise attendance at Board meetings, also offer to attend branch meetings in order to discuss, explain and feed back any comments to Council and the Regional Board.

Paul Watson: The independent governance review is perhaps a good example of member led and participation - this review came from a resolution passed by from the floor of Congress - we now need to ensure that everyone has the opportunity to see the outcome of the review and members are clear about the actions we all need to take as leaders to ensure it is implemented and that our members see progress at pace. As current Board Chair for Yorkshire & The Humber , I feel its really important that Boards and branches have the opportunity to respond formally to the review . I'll be asking our Board to consider a regional action plan to ensure that regionally and locally we harness the recommendations of the review and provide a clear sense of direction on how to take the recommendations forward. It's important we engage with the employed staff of the RCN - particularly Regional Officers and Comms teams to ensure we don’t have overlap and duplication. I'm also clear that the individual voice of every member is just as important as those of groups of activists - we need to ensure we reach those people and engage with them to ensure that they feel informed and involved. If elected I would certainly be setting myself some objectives to try to attend as many branch and forum meetings as I can so that people can also have to opportunity for face-to-face dialogue.

What key skills would you bring to the Council table?

Carol Popplestone: I feel that my key skills are communication, listening, negotiation as well as my personal attributes. I use these skills on a daily basis whilst representing members in the workplace acting with integrity and compassion, I will challenge directly and with honesty giving constructive suggestions to add value to discussion and decision working pro-actively to achieve best outcomes.

Mathew Sidebottom: I am a practising nurse which I think is essential to best represent Yorkshire & The Humber members on RCN Council. I experience the pressures of the front line and have a vested interest in positive changes to clinical practice and the working environment. I have a broad experience including in the NHS, independent sector and higher education and will champion the views of members wherever they work. As a Nurse Consultant I am able to bring senior clinical, research, education and leadership skills.

Jane - Elizabeth Tooke: I have a robust knowledge of governance and a wide knowledge of how the RCN works, as a result of my long-term involvement with Board, forum committees and the Agenda Committee. Also I have wide knowledge and skills in clinical practice in primary, secondary care and education.

Paul Watson: I've been a nurse for nearly 40 years - along that journey I've acquired really good communication skills and for me the most important of these is the ability to use your mouth and ears in the proportion you were born with - i.e. to listen twice as much as you speak! (I confess I often fail!) I have been very privileged to have worked in acute trusts, primary care, the independent sector and in commissioning - hence I have a good understanding of the needs and pressures our members face in all of these sectors. I am also a non-exec director of a social enterprise delivering fantastic community and social care services. I liken being on Council to being on a Board - you have to be confident , balanced , supportive and an ambassador for the organisation - but you must also have the skills to digest complex pieces of information so that the decisions you make and informed , transparent and accountable. I also believe you should have the courage to challenge where required, and have the confidence to always speak up for the people you represent. I believe I have those skills and I'm asking you to invest your trust in me and elect me as your Council member, so that I can use those skills on your behalf.

How will you engage with members to ensure their views inform the decisions taken by RCN Council?

Carol Popplestone: Engagement with members can be difficult at times since the branches merged and became widespread but the advancements in technology have made this easier. Using a variety of platforms like social media, email, newsletters and face-to-face contact. Working alongside the Trade Union and Professional Nursing Committees will enhance engagement also, creating trust, loyalty and commitment. I will act as a conduit for members in ensuring their views are pivotal in the decisions made by Council.

Mathew Sidebottom: I will ensure that I am contactable by phone and email and respond to queries and concerns swiftly. I will hold monthly surgeries virtually throughout the COVID-19 pandemic in lieu of face-to-face meetings to connect with the membership locally to help guide my role on Council.

Jane - Elizabeth Tooke: I am a firm believer in two-way communication between Council members, branches, Boards and the regional forums. I would prioritise attendance at all Board, and branch meetings and the regional forum groups, as often as possible, to ensure a network of communication.

Paul Watson: I've already touched on this in my response to the second question above - its all about engagement, participation and communication and finally accountability, if you miss any of these key themes, it is likely that members become disenfranchised and feel they are not listened to! It's about keeping people in the loop and constantly updating and informing - we may not always like the message but if we understand its context and purpose we are more likely to accept it . I'm also a great believer in using technology to communicate - it's fast and cheap and most people are adept at its use - we need to create an environment within the organisation that encourages every member to feed up their ideas and opinions so that they feel that they matter and they are listened to. I also like to think I will be able to visit as many workplaces where our members are so they have the opportunity to see me face-to-face - the visibility of Council and Board members is an important issue and I don’t always think we do this well!

What is your vision for the future of nursing?

Carol Popplestone: My vision for the future of nursing is to have a diverse and equitable profession with equal opportunities that rewards staff for the work they do by giving salaries that are commensurate with knowledge and skills. Work alongside universities to create local nursing courses for local students. Safer working environments which encompasses the health and wellbeing of staff but importantly a profession that treats healthcare professionals with the respect, dignity, fairness, equality and inclusion it so rightly deserves.

Mathew Sidebottom: Nursing has seen significant changes in the last few decades. I am keen to support nurses to develop services and competencies which best meet patient need. The key question when considering advances in nursing practice must be ‘how does this improve patient care?’. Nurses have become skilled in providing the right skills, to the right patients, at the right time and place.

Jane - Elizabeth Tooke: The future of nursing depends entirely upon the recruitment and the need for a living bursary for students, and the retention of not only registered nurses but all categories of support workers who are employed in the NHS, independent sector and social care. This vision must include the “right” of ALL, to become more skilled practitioners, in whatever category they work, by protecting CPD time.

Paul Watson: Phew - big question ! I think the future of nursing can only be shaped by the thousands of us that are proud to hold that title - it's important to recognise that nursing is a broad church - its huge congregation made of up of registered nurses , nursing associates and healthcare assistants - they are the backbone of healthcare that we are all rightly proud of. The recent challenges of COVID-19 have really tested each and every one of us - and whilst it's brought huge pressures and for many, huge stresses and sadness, it's also galvanised us as a profession. Now, more that ever we have the support of the public. I believe that with both of these things we can find the collective strength to take our professions forward. For me I'll summarise the five things I believe can shape our profession in the coming years.

1. Safe and effective staffing in every workplace that healthcare is delivered, underpinned by legislation.
2. A clear modern pay structure that rewards and retains staff and pays them their worth!
3. The abolition of tuition fees - how can we encourage anyone to enter public services that are essential to everyday life, whilst saddling them with tens of thousands of pounds debts for the pleasure of doing it!
4. Strong, clear robust nursing leadership - locally, regionally and nationally - one thing I have noticed over my 40 years is that the higher people progress up the career ladder the less visible they become!
5. The provision of safe places to work - that means the right people have the right equipment and resources to deliver care that they would be proud for their own loved ones to receive. Our work places should also be a place we feel valued, safe and have equity of opportunity.

The role of Council member is taken on in addition to a day job and other commitments in your personal life: how will you balance your time to make sure you look after your own health and wellbeing?

Carol Popplestone: As a previous Council member I am aware of the commitment this position requires. I manage my own diary and workload and I am very aware of the need to maintain good health and wellbeing. Working as a Steward has enabled me to recognise the need for downtime and the commitment needed for these roles is not underestimated. I have a good supportive network of family and friends and devoting time to these people is important to give me the enthusiasm, commitment and drive to fulfil the role as a Council member.

Mathew Sidebottom: I have been allocated time within my role to take on my Council duties. I am under no illusion however how much time is needed to engage with members as I would like. I will ensure that I set time aside to plan my workload with my employer and my family to ensure expectations of me from all sides are realistic. Now more than ever, rest and relaxation is important too!

Jane - Elizabeth Tooke: I have the full support of my employers and I have the guarantee that I shall be allowed time off for all my Council and Board work. As I work flexibly I can ensure that the balance of work and home commitments will not cause problems.

Paul Watson: Being a Council member comes with huge responsibility - whoever is elected from the four able and capable candidates will remain accountable to you - our members. I think they key to this is time management - I'm quite used to managing my busy and complex diary - I work as a part-time site manager in an acute trust, as I've said above, I'm also a non-exec director, and I also practise as an independent celebrant conducting non-religious funerals. All of these roles require spot-on time management as well as good organisational and communication skills. I think that in relation to Board and Council meetings you have to absolutely put in some protected time to read through papers so that you are well-prepared in advance of meetings so you are informed of what is being asked to enable you to reach a balanced and informed decision. The devil is always in the detail , so I'm already used to managing my time so that I see that detail! Work life and family life require me to make sure I use my time effectively and proportionately - in addition to my roles, I'm also someones dad, grandad, family member and friend - hence it's important to take regular breaks and down time to avoid that feeling of being over-burdened. I will assure you of one thing - if elected I will do my absolute best to represent you all to the best of my ability - a vote for me is a voice for YOU!

What do you think the RCN should be doing to achieve genuine equality and diversity in both the RCN itself, and the health and social care system?

Carol Popplestone: As professionals we are accountable for our own actions and behaviours. It is not acceptable to ignore equality and diversity, everyone should be treated with the same professional courtesy and respect. The RCN is a large, diverse organisation and we should use and embrace the knowledge, skills and expertise of its members to educate and bring change. Within health and social care, trade union representatives play a pivotal role working with employers to ensure policies are fit for purpose. Working in partnership they should be reviewed and monitored. Cultures and behaviours need to be addressed, representatives should act as advocates so that experiences of vulnerable staff and patients are not ignored. We all have a duty of care. Equality impact assessments need to be done so that policies and practices are fair, without prejudice and reprisal. Change takes time but awareness can be immediate.

Mathew Sidebottom: The populations we serve include a diverse mix of races, cultures, genders, disabilities/abilities, sexual orientations and it is our duty as a College and as a profession to ensure we are able to respect each And every person as an individual. Our workforce should reflect the diverse populations we serve and where this is not the case, appropriate recruitment and retention schemes need to be in place to help us to work towards a diverse workforce. In my clinical role, I care for vulnerable asylum seekers, refugees and homeless people. My patients come from a range of cultural and ethnic backgrounds and one of the biggest challenges I face day-to-day is to challenge stigma and prejudice not only from the general population but worryingly, from my colleagues in health and social care. I feel we need a campaign to encourage challenging such thoughts and behaviours where we find them and the creation of diversity champions in every team

Jane - Elizabeth Tooke: I believe that the aim of the RCN should be to show visible diversity in both its staffing, policies and leadership role for its members. To challenge inequality of any description wherever it may be encountered, using its significant influence on all aspects of health and social care and also to engage the national governments of the four UK countries, to ensure that fair and even policies of a non-discriminatory nature is seen to be used in both legislation and governance. Also, working within the public health arena, to influence inequalities in lifestyle, housing, health and social care and other aspects of day-to-day living, those are areas that are well within the RCN’s sphere of influence. The Equality Act of 2010 engenders this. The COVID-19 pandemic has highlighted the impact of all the above on health care and social. All policies, whatever they are, should be non discriminatory and gender neutral and should also be systematically updated.

Paul Watson: Thank you for asking this really important question – now more than ever we need to ensure that the equality and diversity agenda is woven both into the fabric of the RCN and more widely the health and social care systems – it's a huge agenda but its ALL our responsibility to challenge prejudice and inequalities whether it be the BAME agenda or LGBTQ+. I don’t always feel we have a strategic way of doing this and reporting back to our members on the progress made – personally Id like to see the RCN spearhead an Equality Task Force. It would need to be member-led with good representation from within these groups and local branch, regional Board and Council members. We must remember that as the world’s biggest nursing union we have a huge responsibility to carry this work forward to ensure that both the organisation and wider health and social care systems have a clear blueprint for the future that encompasses our diverse workforce.

Would the candidates say what they think would be a good role for retired members so that after many years of service to the RCN they can feel valued, with genuine equality and respect?

Carol Popplestone: Thank you for your question. In my experience as an active representative within the branch I feel retired members can play a pivotal role within the organisation. They have a wealth of knowledge, experience and skills. Some of the essential roles that they could encompass include help to run campaigns alongside other members of the organisation; raise awareness and profile of the RCN; signpost members to the services on offer. They can also play a supportive role within branches supporting and offering encouragement to new members and students whilst acting as a role model/mentor using their knowledge and skills to facilitate new reps. I wouldn’t expect retired members to be involved in work based areas i.e. job evaluations as they are not employed within organisations.

Mathew Sidebottom: Retired members can have a significant degree of experience and where they would like to continue to serve the RCN and its members they should be enabled to do so. A career in nursing means that we are always learning and adding to our knowledge and experience and I would like to see more retired members taking up role in the forums for this reason.

Jane - Elizabeth Tooke: Equality is giving everyone the same thing or amount, regardless of circumstances. Fairness is giving everyone what they need and deserves. Is this important? People are who are treated fairly and equally are better able to contribute to enhance growth and, in this instance, support a forward-looking organisation. Depending upon how retired is defined? As many people take their pension and continue to work. A retired member in the RCN, does not mean they cannot be a branch or regional Board official and can continue to be involved in branch and Board activities, their experience should not be left to wither on the vine. Retired members have a vast wealth of experience to participate as a co-opted member on “Task and Finish Groups”. As, stewards. safety reps learning reps and forum activists, also as previous branch, Board and Council members they have garnered a wealth of skills and experience in negotiation, education, clinical nursing as well as leadership roles.

• They could be invaluable to members new to activities such as: branch, Board and forum positions.
• A great support for campaigns both nationally and regionally.
• Supporting people at Congress and AGMs.
• Retired Members could attend CCG meetings and feedback information to branches and regions.

An example as to how retired members can become activists within the retired members section. Within Yorkshire & The Humber region there is a very active retired members' group and they are always looking for new members. It is an official RCN group and deals with all aspects that may affect retired members, it is affiliated to the RCN’s National Pensioners Convention Network and two of the executive committee members of this group are from the Yorkshire & The Humber region. These two members along with one from Wales and another from the South East of England sit on the National Pensioners Convention National Committee, each person have their own roles on that committee. The two members from Yorkshire & The Humber region sit on Trade Union Committee, National Transport Committee, National Pension Committee and I.T. Committee respectively. There is also an annual conference for retired members, an RCN national pensioners facebook group also a Yorkshire & The Humber RCN national pensioners facebook group.

Paul Watson: Thank you for your question regarding retired members - personally I don’t think our retired members get nearly enough recognition! It would be great if we could establish a retired members' forum and use some of the activists who have retired to act as mentors for our more recently-joined activists. When I think of people like Betty Kershaw, June Clark, John Hill and our beloved Zeba, we absolutely must capture their experiences and memories in a way that benefits the wider membership. Perhaps at Congress next year we could have a day celebrating our senior members - maybe a fringe event or Question Time type panel would, I am sure go down really well. I'm sure after 30 or more years’ service we could also consider a special commemorative badge for them too!

To find out more about the candidates, including watching short video presentations, visit the election web page.

If you're a nurse member in Yorkshire & the Humber you'll receive a ballot paper shortly after 15 June. Please return it as soon as possible.