A strong RCM delegation made up of midwives, maternity support workers (MSWs) and RCM staff attended the TUC’s Annual Congress in Brighton this week. The RCM used this year’s congress as another opportunity to shine a light on the issues affecting its members, with motions around inclusivity in maternity services, equitable pay for NHS bank workers and calls to make to make flexible working the default in every NHS Trust across England.
The RCM says more and more NHS employers are using staff on bank contracts to plug the gaps created by staff shortages. It also understands that many have been driven to work in this way due to a lack of access to flexible working and the working patterns they need to support caring responsibilities and work life balance.
Commenting, RCM’s Director for Employment Relations, Alice Sorby said:
“Our concern for our members working bank shifts is that the flexibility they are receiving comes at a cost. There is no requirement for employers to mirror Agenda for Change pay and terms and conditions for those on bank contracts, so pay rises awarded to NHS employees do not automatically apply to bank staff. Also, staff on bank contracts don’t get the same opportunity to access training and development as their colleagues directly employed by the NHS. So, this was a really important issue for the RCM to shine a light on at Congress.”
MSW Chrissy Walsh moved this motion for the RCM and called on the TUC to support the RCM and all other health unions to negotiate pay and terms and conditions for bank staff across the NHS. on the TUC to join with the RCM in our campaign for fair pay for extra hours worked in the NHS.
Another key RCM motion was on inclusivity in maternity services, which was delivered to Congress by midwife Emma Sarson on Tuesday. Building an inclusive maternity workforce is critical to ensuring midwives and MSWs, and the women and people they care for, feel safe and listened to says the RCM.
Across the UK there are growing numbers of neurodivergent healthcare professionals, says the RCM, with the true figure unknown due to fear of discrimination and lack of diagnosis. In response to this it recently launched a first-of-its-kind neurodivergence toolkit to help neurodivergent midwifery students to navigate undergraduate courses, and empower educators to support them.
In addition to this, the RCM says further investment in healthcare and trade union education that supports and widens acceptance of neurodivergent individuals in the NHS workforce is needed. Congress has called for a campaign for mandatory neurodiversity awareness training for all NHS staff as part of their EDI mandatory training.
Alice added:
“The RCM wants to encourage people from a range of backgrounds and neurominorities into the profession. This is vital as midwives help mothers and families from a range of backgrounds and neurotypes and they deserve to be cared for by people who understand the challenges they face.”
The RCM also seconded two key motions on wellbeing in the workplace and the need to invest in NHS buildings from the Royal College of Podiatry. Josephine Oamen, an RCM Health and safety representative, spoke about the huge difference that reps can make to health, safety and wellbeing by advocating for better working environments and conditions. She echoed the RCM’s calls for safe staffing levels and encouraging a culture where staff feel safe to voice their concerns about stress and burnout.
Meanwhile, RCM activist and steward Marie Creighton highlighted the need for investment in NHS estates and why meaningful consultation with trade unions when changes are being proposed is crucial. While welfare facilities for midwives and MSWs should be considered integral to any refurbishment or new build, including access for shift workers and community-based staff.
More details on the TUC can be found here.
