1. Building dignity: focus on rights and responsibilities
Wendy Irwin Head of Equalities
Royal College of Nursing

3. Too posh to wash, too clever to care?
The RCN Dignity Campaign was launched in 2008 as a response to some of the critical issues facing the nursing profession in the face of hospital acquired infections, abuse and neglect in care environment as well as the introduction of more stringent rules on accessing nursing as a career.

4. What it means
Providing dignity in care three key elements: respect, compassion and sensitivity. In practice, this means:
Respecting patients' and clients' diversity and cultural needs; their privacy - including protecting it as much as possible in large, open-plan hospital wards; and the decisions they make
Being compassionate when a patient or client and/or their relatives need emotional support, rather than just delivering technical nursing care
Demonstrating sensitivity to patients' and clients' needs, ensuring their comfort.
The RCN believes that every member of the nursing workforce should prioritise dignity in care, placing it at the heart of everything we do. Yet while dignity is clearly a vital component of care, the RCN is concerned that it is beginning to be lost.
When dignity is absent from care, people feel devalued, lacking control and comfort. They may also lack confidence, be unable to make decisions for themselves, and feel humiliated, embarrassed and ashamed.

5. Dignity Charters
Launched separately for RCN employees and RCN members in 2009 and 2010 respectively.
Focus on rights and corresponding responsibilities
Employee charter outlines the rights and responsibilities of all staff and has particular roles for managers which echoes the staff competency framework

6. Dignity Charter: members
RCN members have the right to: • be communicated with in an open, honest and transparent manner • be spoken to politely, in a courteous and respectful manner not be stereotyped, labelled or subjected to discrimination • be treated equitably and fairly • have their confidentiality respected and preserved • have their individuality recognised and their contribution acknowledged • be given feedback in a supportive and respectful manner • not be attacked personally (verbally or non-verbally) or insulted • express their views and have those views listened to. RCN members have the responsibility to: • communicate in an honest, polite, courteous and respectful manner • not stereotype, label or subject people to discrimination • value and respect other members and staff in all their diversity • respect and preserve confidentiality • acknowledge the contribution of others • provide feedback in a supportive and • not attack anyone personally (verbally or non-verbally) or insult them • respect and abide by organisational decisions and procedures.

7. Employee Dignity Charter
The purpose of the Dignity Charter is to create a positive guide to encourage effective working relationships at all levels across the organisation.
Clarify what constitutes appropriate or inappropriate behaviour .
Develop constructive processes for informal and formal mediation.
Reduce the potential for friction, conflict and complaints in relation to working relationships within the RCN.

8. Detail
The dignity charter for staff sets out expectations across seven areas
Accountability My organisation
Community Respect and consideration
Diversity Work-life balance
Employee role

9. Diversity It is my responsibility to I have the right:
treat everyone as an individual whilst recognising and respecting difference
recognise and challenge discrimination
be consistently fair in all my dealings and contact with people
I have the right:
not be stereotyped or labelled
be treated equitably and fairly as a valued member of the team
work in an environment that is free from unlawful discrimination.

10. Implementation Consultation, consultation, consultation
Training and ongoing support of a cadre of Dignity Advocates across the UK
Finding common ground with existing employee voice mechanisms