At the RCN, we value our people. They are, without question, our greatest asset and we are proud of our commitment to enable them to take their careers in any direction they wish to. By focusing on behaviour, we encourage our staff to develop both personally and professionally for the benefit of themselves, our members and our business. Dignity, customer service and the following six core behavioural competencies provide the foundation of our internal culture.
Our diversity is our strength, so we developed our Dignity Charter to outline the rights and responsibilities of every member of RCN staff. You will hopefully have noticed we carry the Two Ticks logo on all our recruitment advertising. This means we are committed to employing people with disabilities and promoting a culture that is positive about disabled people. We are also a member of the Stonewall Diversity Champions programme, which enables us to work with Stonewall and other members to embody and promote lesbian, gay and bisexual equality in the workplace.
The truth is that we couldn’t hope to do what we do without our diverse staff. We believe it is therefore our duty to provide and maintain a supportive culture for all of our employees and that is why we have a number of employee support groups. These groups provide peer support as well as provide the RCN with information on how we can improve our performance on diversity, equality and human rights issues.
We have three staff support groups, namely:
- Lesbian, gay, bisexual and transgender (LGBT) staff network
- Race and culture network for BME staff
- Access and inclusion staff network for staff with disabilities.
Both our staff and our members have received recognition in the Health Service Journal (HSJ) top 50 list of black and minority ethnic (BME) pioneers. The HSJ supplement celebrates the outstanding contributions of health care professionals from BME backgrounds.
Armed Forces Corporate Covenant
The RCN are part of the Armed Forces Covenant which sets out the relationship between the nation, the nation, the government and the armed forces, with current exception to Northern Ireland. The covenant recognises that the whole nation has a moral obligation to members of the armed forces and their families, and establishes how they should expect to be treated.
We are committed to honouring the Armed Forces Covenant and supporting the Armed Forces Community. We will take action to meet the commitments required of the Armed Forces Covenant regarding employment, granting leave and offering support to our local cadet units.
One of those commitments is to seek to support the employment of veterans young and old and strive to support the employment of service spouses and partners.
If you are interested in a career with us that’s full of possibilities, check out our opportunities and get on board.
What does it take to be a manager at the RCN?
Firstly, be yourself. Be someone who cares about the team they lead. Be someone who challenges the way we do things with new ideas and fresh perspectives. Be someone who is committed to our mission.
But most of all, be the person you want to be led by.
Watch our managers profile and discover what it takes to be a manager at the RCN.