Royal College of Midwives Annual Review 2012 Strengthening and maintaining our position as the voice of midwifery
Contents Introduction Introduction 2 Membership 4 from strength to strength The State of Maternity 6 Services Local care, global influence 8 Personalised learning 9 at work or at home Maternity Support Workers 10 Increasing learning 11 opportunities for members Pay, Pensions and Agenda 12 for Change Landmark research shows 14 benefits of midwife-led care Examining the postnatal 16 challenges England engaging and 17 organising Northern Ireland, Scotland 18 and Wales representing you RCM fit for future 20 About us 22 The RCM Alliance 24 Financial Statement 25 Dear member, It is with enormous pride and grateful thanks that I am able to present to you a review of the RCM during 2012. 2012 was certainly a challenging year. With changes to the NHS promising wholesale reorganisation of services in England and the threat of cuts and NHS cost savings starting to bite on the frontline, we ve been hard-pressed to stand up for members and the women and children you all care for. We ve also had to stand up to repeated attacks on members pay, terms and conditions and changes to NHS pensions, not to mention sustained attempts by some NHS trusts to break away from national pay bargaining, which would render Agenda for Change meaningless. I am confident in saying we have fought hard on all these issues and striven to uphold the values and beliefs of our members. It is the values of ordinary midwives and support workers who form the core of the RCM. The stories which are presented here do not represent everything we have achieved, but they give an example of the breadth of issues and challenges we take up on our members behalf. I would like to thank you for your continued membership and support. I am sure the challenges will continue through 2013, particularly as the role midwifery has to play in new NHS structures becomes more apparent but we will remain strong and continue to support our members both collectively and individually. We will continue to highlight the need for more midwives to meet the on-going shortage and are putting more efforts into bringing attention to the need for better continuity and joined up care for women in the postnatal period. I hope you enjoy the review and I would welcome your feedback. You may notice that each story links to one of our strategic objectives below this is to help you understand the strategic direction the RCM is taking and how our activities fit into it. Regards, Professor Cathy Warwick, CBE Chief Executive 2 RCM Annual Report 2012 RCM Annual Report 2012 3
Membership from strength to strength 2012 saw another year of growth for the RCM, maintaining the upward trend in membership which has continued for the last five years. Today, you are a member of the strongest RCM since the organisation began over 130 years ago, representing more midwives, student midwives and increasingly maternity support workers than ever before. Our strength in numbers gives us a powerful position from which we can ensure our campaigns, lobbying and negotiation hit home to the heart of government and the NHS. In 2012 your voice was part of the thousands who actively campaigned on maintaining Agenda for Change which protects the pay and conditions of midwives throughout the UK. Our strength also lies in our representation. Remember, the RCM is the only organisation where midwives represent midwives in the workplace, standing up for the interests of maternity teams and all who work in them. You can play an active part in this by helping to recruit in your workplace or by becoming a steward. Being an RCM rep/steward not only gives you a sense of satisfaction in giving you the opportunity to support your colleagues and help them get a fair deal it can also be an important way to evidence the skills you might need to advance your career, such as leadership, negotiation and people management. Visit rcm.org.uk/workplacereps to find out more. We are only ever as strong as our members so thanks to you, we are all able to stand together and approach what could be uncertain times for healthcare and the NHS with the confidence of knowing we have a strong and effective organisation behind us. Membership growth graph 50000 40000 30000 20000 10000 0 2007 2008 2009 2010 2011 2012 41,376 RCM Members (%) Full Members 70.7 Full (Newly Qualified Rate) 3.2 International 0.2 Maternity Support Workers 1.2 Other 3.7 Retired 7.8 Student Midwives 13.1 To strengthen and increase the membership base and ensure services meet the needs of members 4 RCM Annual Report 2012 RCM Annual Report 2012 5
State of Maternity Services Report 2012 Compiling evidence from across the UK, we launched the second annual State of Maternity Services report highlighting the latest facts and statistics on NHS maternity care. Strengthening and maintaining our position as the voice of midwifery, this report enabled the RCM to paint a clear picture of the lack of resource available to maternity services and point to the pressures midwives are under. Simply by presenting the factors that have caused shortages, we have been able to project your voice to the heart of government demonstrated through the report launch in the Houses of Parliament and to the core of the British public with over 75,000 people signing our Epetition calling for more midwives in the UK. 22% increase in babies born in England between 2001 and 2011 We want to ensure the views of our membership are represented on a national and local basis it s vital we are able to represent midwifery to the highest degree possible. An example of how we successfully achieved this was by securing maternity pledges from the Government in May 2012. Included were commitments to increase continuity of care, choice, 1:1 midwifery care in labour and support for women experiencing bereavement or postnatal depression. 4,976 shortage of midwives in England in 2012 Whilst there are more midwives now than ever before numbers of births have been rising steeply and they are more complicated. We know many women are not currently getting one-toone midwifery care in labour or choice of place of birth. We also know many women do not always get the best care after the birth of their baby. The RCM has been saying for a long time that without real and sustained investment in midwives change is hard to achieve. The RCM s assessment is that in order to deliver the high quality care proposed by the Government we need 5,000 more midwives. Professor Cathy Warwick CBE Chief Executive To ensure the RCM, through its leadership, is the voice of midwifery 6 RCM Annual Report 2012 RCM Annual Report 2012 7
Local care, global influence Personalised learning at work or at home The RCM Global Midwifery Twining Project is an exciting venture which seeks to enhance our role as a worldwide influence on maternity services. In 2012 we secured funding for a three year project to improve the status and position of midwifery in three countries which have high maternal and perinatal mortality. The project is designed to build capacity and strengthen midwifery in each country at association and individual midwife level. This project is funded through The Health Partnership Scheme, which is funded by the UK Department for International Development (DFID) for the benefit of the UK and partner country health sectors. The RCM was twinned with midwifery associations in Cambodia, Nepal and Uganda to strengthen and support them to develop systems and structures, and build on their leadership, advocacy and campaigning. It also aims to improve midwifery practice capacity and capability. The core of the project involves midwives volunteering to spend time overseas and throughout 2012 we were inundated with members who wished to take part in the venture. GMTP in numbers: 70 midwives recruited as part of the programme in 2012 Workshops held in the UK and in the project countries Five volunteers placed in Cambodia Five volunteers placed in Nepal Six volunteers placed in Uganda 2012 was a hugely successful year for the RCM s online learning platform i-learn which now has 4,500 members registered which is 10% of our membership. I-folio has been equally successful with over 2,000 portfolios set up since its launch in 2011. More members are accessing learning resources from work or from home or even from the coffee shop with free wi-fi! 2400 courses were completed on i-learn 90% increase in registered users in 2012 Over 30 CPD certificated modules all free to members 10 new modules released in 2012 including Growing Midwifery Careers, Health and Safety, Lone Working and Nutrition in Pregnancy. RCM i-learn and i-folio have both been funded by the England ULR project I-learn provides opportunities for all members to access a range of e-learning courses that can build towards their CPD. All courses are certificated and can be recorded in i-folio which also provides a reflective journal and CV builder. Feedback from members has been very positive: Just to say I am really enjoying the i-learn content thank you. Visited i-learn today I have only spent 10 minutes but I m already addicted. This is an excellent way of keeping updated. This is fantastic! Thank you RCM for putting this together and for helping us to keep up-to-date the modern way. This is excellent. I do already have a portfolio, however I am really excited about this and can t wait to start. We are dedicated to providing members with the opportunity to engage and learn online. See how you could benefit by registering for i-learn today. Already registered? Don t forget to visit i-learn frequently as new courses are being added on a regular basis. www.rcm.org.uk/ilearn To ensure the RCM, through its leadership, is the voice of midwifery To improve the RCM s financial position and to effectively market products, services and partnerships 8 RCM Annual Report 2012 RCM Annual Report 2012 9
Maternity Support Workers Increasing learning opportunities for members Recognising the vital roles played by Maternity Support Workers, in 2012 we focussed on improving the resources available to our MSW members. We ensure MSWs are properly recognised and rewarded for the roles they perform within the midwifery team and can now access guidance on Pay Banding and Job Evaluation practical resources, giving members tools to help improve their pay, terms and conditions of work. The RCM strengthened our commitment to improving members access to learning resources and opportunities with successful Union Learning Fund bids for England, Wales and Scotland. The successful bids have enabled our members to gain greater access to learning opportunities and have assisted in developing a life long learning culture for members in the workplace. As a direct result of over 100 events organised by Union Learning reps in 2012, over 2,400 members were able to access learning opportunities. In addition to the successful bid in England and Wales, we received funding of 27,492 to assist us in recruitment of Union Learning reps and to provide learning events for members in Scotland. Union Learn courses are attended by a diverse range of maternity staff, from student midwives who are starting out in their careers, to midwives and maternity care workers looking to develop their everyday skills. This has been key to encouraging greater partnership working with NHS Employers and education providers and increased understanding of the needs of RCM members and the maternity service. It is thanks to the hard work of reps, members and staff that the project continues to be a success and has ensured future funding for 2013/2014. Union Learning is a success story: it s increasing opportunity for many people and long may it continue. Rt Hon Pat McFadden MP, former Minister for Business, Innovation and Skills Pay Banding and Job Evaluation The aim of the publication was to help MSWs understand the NHS job evaluation and grading system, how it applies to them and the processes involved in a job evaluation review. We found some members did not feel that they are properly banded for the work that they do, whilst others were unsure why they were banded at a particular level and other support staff at a different one. We wanted to equip members with a practical guide on understanding job evaluation and how it works. This guide provides an excellent explanation of the process by which MSWs are banded, including the importance of robust job descriptions and person specifications. The banding of these posts should be determined by the requirements of the service and the needs of women and their families. Pat Gould, Staff Side Chair of the NHS Job Evaluation Group To strengthen and increase the membership base and ensure services meet the needs of members 10 RCM Annual Report 2012 RCM Annual Report 2012 11
Pay, Pensions and Agenda for Change 2012 began with some tough negotiations to defend the NHS Pension Scheme following proposals which sought to make NHS staff pay higher contributions, work longer and receive less upon retiring. The offer that was put to members was improved thanks to skilful negotiation that saw important concessions being won from the government such as protection of benefits for those within ten years of retirement. During the consultation period we arranged over 100 meetings with members across the UK the results of which found that the majority of members accepted the offer. As the pensions issue came to a resolution, pay came into the firing line. In the spring of 2012 the Government asked the Pay Review Body to write a report into moving away from national pay scales in the NHS to have local pay that takes account of local market conditions. The RCM vehemently opposed such a move and argued that the national pay scales are the best system for the NHS. In his autumn statement George Osborne announced that the NHS would keep it s national pay scales as the Pay Review Bodies concluded that the RCM, and other NHS Trade Unions were correct in their view that national pay bargaining is best for the NHS. During the summer of 2012 Agenda for Change came under an unprecedented attack from a group of twenty trusts in the South West of England who formed the south west pay, terms and conditions consortium. They joined together to lower pay, terms and conditions for employees in the South West and break down the nationally agreed Agenda for Change. The RCM opposed any move away from a national system of pay, terms and conditions and was involved in successful negotiations to make changes to the national agreement to Agenda to Change to provide stability and protect Agenda for Change as a national system of pay, terms and conditions in the NHS. To strengthen and increase the membership base and ensure services meet the needs of members 12 RCM Annual Report 2012 RCM Annual Report 2012 13
Landmark research shows benefits of midwife-led care In 2012 we welcomed the publication of the ground-breaking study into Birthplace Research in England, which clearly reinforced the safety of midwife-led care. Maintaining our position as the voice of midwifery, we were proud to be a co-investigator ensuring the voices of our members were well represented. Importantly, this study backs the policy of choice regarding planned place of birth and makes a very important contribution to the evidence base for women and health professionals about the safety of childbirth in different settings for women at a low risk of complications. We hope that its findings will be widely used and will help health professionals support women to make informed choices about their options when considering where to give birth. The Birthplace study looked at whether there were different outcomes for births for low risk mothers and their babies depending on where they first received care at the start of labour. Importantly the study aimed to highlight gaps in the evidence relating to the availability, safety, organisation and costs of maternity services. Amongst other findings, the study showed that, for low risk women there are multiple benefits when choosing to give birth in a midwifery led unit. This was great news for the RCM as it supports the work we have undertaken to promote normal birth practice, and also reinforces the value of the role of the midwife at birth. The Birthplace study also has wide-reaching implications for planning and delivering maternity services and the RCM will be using the results as we influence developments in maternity services. Hopefully this will see the upward trend in midwifery led units (alongside midwifery units & freestanding midwifery units) continue. Since 2002 in England: 239% increase in alongside midwifery units (AMUs) 9% increase in freestanding midwifery units (FMUs) Re-balance the professional and trade union pillars that support the organisation to achieve parity of effect 14 RCM Annual Report 2012 RCM Annual Report 2012 15
Examining the postnatal challenges England Engaging and organising Maternal Emotional Wellbeing and Infant Development was launched at the RCM conference, and immediately proved a big hit with members. Providing midwives with up-to-date evidence about the impact of women s emotional wellbeing during pregnancy and the transition to parenthood, it suggests practical ways to support healthy parent-infant relationships, with an overview of current theory and research. midwives with links to examine the specific aspects of parenting that have been shown to be important in terms of the baby s development, and concludes with an examination of the factors that impact on early parenting (e.g. mental health problems; substance misuse; domestic abuse). The publication is available to all members and can be downloaded from our website. www.rcm.org.uk/college/your-career/ information-services/resources/ The publication highlights our commitment to equipping midwives with the evidence they need to talk to mothers both before and after birth. It provides a hands-on framework with key messages and tips for midwives as a starter for conversation and discussions between colleagues and women. Postnatal Challenges The RCMs commitment to addressing the development of UK maternity services is increasingly extending to postnatal care and this study is key in examining the challenges that exist for all health professionals including midwives. The importance of the postnatal period in terms of recent findings about the social baby, and the impact of early parenting on the baby s neurological development is well documented. Maternal Emotional Wellbeing and Infant Development puts this into context for midwives, offering tangible links between combining the theory of research into an easily navigable guide for day to day use. The study goes on to provide A child s first relationship, the one with his mother acts as a template that permanently moulds the individual s capacity to enter into all later emotional relationships (Schore, 2002). Team England In 2012, staff and reps across England played a crucial role in engaging with and talking to our members in their workplaces. We helped branches to modernise and adapt, encouraging local activism and promoting and supporting communities of midwives at a local level. This major piece of work has been vital in promoting an organising culture within the RCM. Events are crucial in presenting the face of RCM and all our Regional Officers and Workplace Reps do a fantastic job of keeping members informed and engaged with national campaigns and activities. We attended over 250 engagement events with the support of London Project Officer and ULR staff and a huge number of events with small, medium and large group attendances. In addition to supporting members as a collective we were resolute in our defence of the individual in over 370 cases in 2012, where officers and reps supported members with workplace issues from disciplinary hearings, health reviews, NMC referrals, reconfiguration issues and other cases including bullying and harassment. We were also prominent in the professional sphere and played our part in influencing steering groups, boards and committees on a local, regional and national level making sure our members views are heard and represented, including: JNCC local Trust groups, Social Partnership Forums, JEG, PAB, NCAT, NCW Health Committee, National and Regional HOM s, Clinical Senate, SHA Workforce Meetings, NMC User Group... and the list goes on! Re-balance the professional and trade union pillars that support the organisation to achieve parity of effect To ensure the RCM, through its leadership, is the voice of midwifery 16 RCM Annual Report 2012 RCM Annual Report 2012 17
Northern Ireland, Scotland and Wales representing you Members around the country continue to be well looked after by RCM staff and representatives in the devolved nations. In 2012 there was a major focus on improving public health and reducing inequalities, whilst keeping an emphasis on the need for collaboration and team-working. Here s a flavour of just some of our successes in 2012. Northern Ireland Infuencing Strategy Pressure from the RCM was vital in ensuring the publication of the Public Health Agency s A Strategy for Maternity Care in Northern Ireland 2012 2018 strategy, which was launched in July 2012. The introduction of the programme marked the summit of the RCM ten year campaign in Northern Ireland to influence the drafting and implementation of such a strategy. It aims to provide women and their partners, Health and Social Care (HSC) staff, commissioners and policy makers with a clear pathway for maternity care in Northern Ireland from pre-conceptual care through to postnatal care. That it has finally come to fruition is a great reflection of the influence of the RCM in Northern Ireland. Midwifery-led care We have also made a commitment to further developing midwifery-led care in NI, including the establishment of additional community midwifery units (CMUs), where appropriate. The Belfast Health and Social Care Trust Board has confirmed that a CMU will be developed on the Mater Hospital site in early 2013 and the RCM will work with the trust to ensure a seamless transition from obstetric-led to midwife-led services. Wales debate 2012 saw the inaugural Evening Debate, jointly hosted by the RCM, RCOG and The Heads of Midwifery Advisory Group. The purpose was to hear about policy changes and maternity services in England followed by a number of presentations from senior midwives in Wales. Debate centred on how the three groups could meet the challenges facing maternity services over the next few years. Scotland KTP funding granted 2012 saw a successful bid for the Knowledge Transfer Partnerships programme (KTP) which involves forming a partnership between a company or organisation and an academic institute and is funded by the Technology Strategy Board, along with other government funding organisations. Collaborations We launched a joint initiative with Shelter Scotland to spot the warning signs and prevent homelessness among pregnant women successfully piloting and evaluating a course. The initiative introduced midwives to homelessness in all its forms. We have also continued to foster close links with Health Boards, including work on a patient safety maternity collaborative which established three champions who are tasked with developing the project. On-call arrangement The RCM attended an all Wales group under the auspices of Agenda for Change, which sought to discuss the On-Call agreements which were recently introduced to England. Thanks to some tough negotiating, midwives now get a better deal when they undertake On-Call arrangements which is especially good news for community midwives who often do up to three On-Call sessions a week. The funding received, enabled us to employ an associate to develop a software tool to facilitate more effective and efficient postnatal care as part of the postnatal research allocation model project. Working alongside the University of Stirling, this demonstrated the RCM taking a great step forward in advancing care for mothers. To ensure the RCM, through its leadership, is the voice of midwifery 18 RCM Annual Report 2012 RCM Annual Report 2012 19
RCM fit for future The Organisational Development Project forms part of our on-going commitment to adapting the RCM to enable us to be better equipped to meet future business needs and challenges that we might face. The project demonstrates our commitment to members by stating our intention of increasing our responsiveness, influence and support we can offer. Restructuring Part of the project involved an internal re-organisation and restructure for RCM staff. The new structure has been designed to facilitate improved cross directorate working amongst staff, enabling us to benefit from the added value that comes from being a trade union and a professional organisation. This ultimately improves our ability to focus on the needs of our members and increases our ability to influence stakeholders. Other elements of the project include moving to a single number for all RCM enquiries and implementing improvements to the membership system to help record interaction with members. Staff are now organised into four directorates: Business Services covering most of the internal functions of the organisation including membership and finance. Policy, Employment Relations and Communications to include the RCM negotitation and policy functions (health and social policy, midwifery and employment relations). Services to Members to include the RCM s education and training functions as well as all of our organising and engagement activities. Midwifery, to include both UK and England specific professional midwifery matters, regulation, standards and guidelines, research, normal birth and the RCM global activities. Be an exemplary organisation and employer 20 RCM Annual Report 2012 RCM Annual Report 2012 21
About us Principal Activities The RCM is a membership organisation the objects of which are to promote and advance the art and science of midwifery and protect the interests of its members. Its subsidiary company, The Royal College of Midwives Trust, is registered as a charity to promote and advance the art and science of midwifery and the effectiveness of midwives. Over 200 RCM branches hold regular meetings for members. Our values are to operate with integrity, to act in open and transparent ways, to be accessible to members and to support equity in service. Our mission is to enhance the confidence, professional practice and influence of midwives for the benefit of child-bearing women and their families. Our vision to be a 50,000 member organisation. RCM Board The RCM is governed by an elected Board, who are the governing body for the RCM and responsible for setting the broad strategic direction of the organisation, ensuring it is viable, properly managed and governed. All board members have to be RCM members and qualified midwives. Chief Executive Responsible for the day-to-day running and management of the RCM, the Chief Executive works with the executive management team to carry out the tactical operations of the organisation working towards the RCM strategic objectives. RCM Headquarters Based in Mansfield Street, London, the RCM headquaters have a workforce of some 50 staff. RCM UK Country offices Providing services to members and giving a voice to midwifery in each of the UK countries. The RCM Headquaters in London supports each country office, linking midwives across the UK. Each of the four UK countries Scotland, Northern Ireland, Wales and England has its own RCM office providing education and research, professional affairs and employment relations services to midwives in those countries. RCM President The figurehead of the RCM, the President helps to foster links with other health bodies and promote RCM involvement and collaborative work with other professional organisations and patient or service user groups. 22 RCM Annual Report 2012 RCM Annual Report 2012 23
The RCM Alliance The Royal College of Midwives (RCM) and Subsidiary Company Summarised Financial Statements for year ended 31 December 2012 Launched in 2004, the Royal College of Midwives Alliance Programme is an innovative venture formed to promote and enhance the work of the RCM in its commitment to midwifery professionals. The Alliance aims to actively support midwifery and promote the interests of the RCM, midwives and mothers, by funding the development of additional resources for midwives and women. Partners in the Alliance Programme possess the same values as The Royal College of Midwives of trust, honesty and integrity and are working hard to advance the interests of midwives and the midwifery profession. In so doing, the Alliance strives to enhance the well-being of women, babies and their families. The Alliance Programme also helps to reduce pressure on subscription income, by offering an alternative revenue stream for the RCM. Specific 2012 initiatives included: the Slimming World height / weight chart, The Vitabiotics A-Z of Nutrition, The JOHNSONS Baby Mums Midwife of the Year Award, Mothercare in-store advice points during Breastfeeding Awareness Week and the Philips AVENT Innovation Grant. Current approved partners include: Report by the RCM Board on the Summarised Financial Statements The below summarised financial statements are extracted from the full statutory directors report and financial statements which were approved by the RCM Board and signed on their behalf. The full financial statements, on which the auditors Crowe Clark Whitehill LLP gave an unqualified audit report will be submitted to the Registrar of Companies. Income and Expenditure The auditors have confirmed to the RCM Board that, in their opinion, the summarised financial statements are consistent with the full financial statements for the year ended 31 December 2012. These summarised financial statements may not contain sufficient information to gain a complete understanding of the financial affairs of the company. The full statutory report, financial statements and auditors report may be obtained from the Finance Department at 15 Mansfield Street, London, W1G 9NH. 2012 2011 12 months 12 months Income 8,433,037 7,896,199 Expenditure Staff costs (4,230,361) (3,447,108) Depreciation (63,452) (70,527) Other operating costs (3,688,727) (3,648,807) Operating Surplus VAT recovered 186,372 163,307 Income from investments 93,581 60,734 Interest received 13,008 20,607 Pension scheme finance charge (91,000) (70,000) Charitable grants paid (106,116) (90,320) Surplus of Ordinary Activities 546,342 814,085 Realised (loss)/gain on investments 16,236 (3,987) Unrealised (loss)/gain on investments 288,206 (195,126) Pension scheme actuarial loss (1,269,000) (1,241,000) Total recognised (losses)/gains for the year (418,216) (626,028) 24 RCM Annual Report 2012 RCM Annual Report 2012 25
Balance Sheet 2012 2011 Fixed Assets Tangible fixed assets 1,212,997 1,274,722 Investments 2,983,896 2,569,937 4,196,893 3,844,659 Current Assets Stock 3,241 3,392 Debtors 382,593 854,257 Cash at bank and in hand 2,665,203 2,618,283 Total Currents Assets 3,051,037 3,475,932 Where the money came from Key Membership subscriptions Charitable donations RCM Alliance sponsorship External project funding RCM Midwives magazine Investments Other income Creditors: amount falling due within one year (819,384) (1,440,829) Net Current Assets 2,231,653 2,035,103 Net assets excluding pension liability 6,428,546 5,879,762 Pension liability (4,201,055) (3,234,055) Net Assets 2,227,491 2,645,707 Represented by: Specific Fund Revaluation reserve 879,627 879,627 Headquarters funds 83,095 70,831 Headquarters benevolent fund 556,152 587,160 Safe Motherhood fund 68,418 Sheelagh Bramley reserve 6,877 Where the money was spent Key Staff costs Services to members and other operating costs Charitable grants paid out Pension Finance Cost 1,518,874 1,612,913 General Funds General funds (HQ & Scotland) 4,411,678 3,770,385 Boards and countries funds 497,994 496,464 4,909,672 4,266,849 Pension reserve (4,201,055) (3,234,055) Total Funds 2,227,491 2,645,707 26 RCM Annual Report 2012 RCM Annual Report 2012 27
The Royal College of Midwives The Royal College of Midwives is the voice of midwifery. We are the UK s only professional organisation and trade union led by midwives for midwives and the maternity teams which support them. The vast majority of the midwifery profession are our members. The RCM promotes midwifery, quality maternity services and professional standards. We support and represent our members individually and collectively in all four UK countries. We influence on behalf of our members and for the interests of the women and families for which they care. Tel: 0300 303 0444 www.rcm.org.uk Follow us on Twitter @MidwivesRCM Facebook www.facebook.com/midwivesrcm RCM Headquarters 15 Mansfield Street, London W1G 9NH info@rcm.org.uk RCM England King s House, 2nd Floor, King s Street, Leeds LS1 2NH RCM Scotland 37 Frederick Street, Edinburgh EH2 1EP RCM Northern Ireland 58 Howard Street, Belfast BT1 6PJ RCM Wales 4 Cathedral Road, Cardiff CF11 9LJ