Equality, diversity and inclusion
The RCM is fully committed to equality, diversity and inclusion, both within the RCM and in supporting members in their own workplaces.
Equality, diversity and inclusion are important for providing high-quality care for women and their families. To be able to provide a truly inclusive service and an NHS which treats all service users with respect, dignity and compassion, the NHS workforce needs to be treated in the same way.
Equality is about creating a fairer society where everybody has the opportunity to achieve their potential. Diversity is about recognising and valuing difference in its broadest sense. Inclusion is about an individual’s experience within the workplace, and in wider society, and the extent to which they feel they belong.
The RCM is a member of the NHS Staff Council Equality, Diversity and Inclusion Group (EDIG) which works in partnership and prepares an annual work programme which is agreed by the executive of the NHS Staff Council.
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The RCM has produced guidance for its members and local workplace representatives to support them to request flexible working. It aims to ensure you understand both your statutory rights and the rights that apply under the NHS Terms and Conditions of Service Handbook Section 33: Balancing Work and Personal Life – for those members employed by the NHS. It is also intended as a guide to help you to negotiate an arrangement that meets both your needs and those of your employer and the maternity service.
Tackling racism is a challenge of many layers and complexities – conscious, unconscious, implicit bias. As part of our Race Matters programme, we are working to be a positive force for global majority midwives and maternity support workers and the women they care for, as we actively seek to eliminate racial slights, microaggression and make the RCM our RCM; an inclusive membership organisation for all midwives and maternity support workers. We will also ensure that our staff and activists are trained to recognise and challenge racist behaviour and that the RCM is representative at every level of the membership we serve.
The menopause is an occupational health issue that is growing in importance. This is particularly the case in midwifery given that at any one time over a third of the maternity team could be experiencing symptoms of the menopause and suffering in silence. This publication looks at the symptoms of the menopause, the age profile of midwives, the effects of the menopause on work and what employers and workplace representatives can do to help.
Maternity services should be the most supportive place to be a pregnant or breastfeeding staff members, but we know this isn’t always the case. This publication highlights the significance of pregnancy discrimination and explores how this can affect victims’ health and their pregnancy, and how RCM members can help provide support.
The decolonising midwifery education toolkit has been designed for midwifery educators and supporting stakeholders involved in student recruitment, curriculum development and practice education to ensure education is inclusive and addresses the diverse maternity care needs of women and birthing people from the global majority and help improve the experiences of global majority students.
