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For most member enquiries in the workplace, our reps are the key to representation. They identify issues, are there for members when needed and lead complex and sometimes fraught negotiations with employers to improve the quality of the working environment for the benefit of our members and many health care professionals.

We must support our current reps and be ready to welcome many more into the roles of steward, learning rep or health and safety rep. The RCN’s Five-Year Strategic Plan commits us to increasing our rep numbers and that is necessary. To do this we must examine the RCN’s offer to those members who step forward to volunteer as a rep. We must invest in our rep community so that they are supported as individuals and collectively so that being a rep is a rewarding experience that results in lasting change for members.

One way to improve our offer to reps is to create better communication and networking opportunities. Previously, there were ways to do this and we should explore how we repeat and build on this, making the most of new technology where suitable. Reps need to be able to engage at different scales depending on the issue – for example at the level of their workplace, their branch, their region and UK-wide. What are the current success stories?

Investing in the knowledge and skills of our reps is paramount. Should we consider a route for reps to acquire relevant qualifications and certificates from external bodies, such as the Institution of Occupational Safety and Health for health and safety reps, and employment law diplomas for stewards? There is a review currently underway to improve the ongoing learning and development offer for all reps – how can we ensure that it is successful and provides the additional attention reps deserve?

Support and supervision also requires discussion. What would a more responsive and agile future look like to ensure reps are supported correctly and by their peers? As we increase our rep numbers, it is also critical that we don’t contribute to an unsustainable workload for RCN staff in the region and country teams.

The creation of the RCN Activism Academy is a fantastic opportunity to get this work right and it should be shaped by the views of RCN activists. What improvements do reps expect to see via the Activism Academy?

The reading list for this debate is available .

References

ÃÛÌÒÖ±²¥ (2023) A New Dawn for Nursing?: five year strategic plan 2023-2027, London: RCN. Available at: /Professional-Development/publications/rcn-five-year-strategy-uk-pub-010-891 (Accessed 18 March 2024).