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Found 246 results
  1. Content Article
    There have been major healthcare failings in the UK NHS over many years. The persistent dysfunctional organisational culture, an inability to learn and the need for change has been identified within literature. The concept of organisational silence forms one aspect of the proposed model of organisational dysfunction in the NHS. Forty-three interviews and six focus groups have been conducted to test the model. From generalised evidence, it is suggested that the NHS is systemically and institutionally deaf, bullying, defensive and dishonest. There appears to be a culture of fear, lack of voice and silence. The cost of suppression of voice, reluctance to voice and the resulting ‘sea of silence’ is immense. There is a resistance to ‘knowing’ and the NHS appears to be hiding and retreating from reality. There is an urgent need for action to be taken to address this dysfunctional culture. The NHS needs to embrace the identity of being a listening, learning and honest organisation, with a culture of respect. It needs to choose to hear, see and speak for the benefit of patients and staff. There are implications for the wider UK society due to the apparent inability to learn and improve.
  2. Content Article
    Using a spectrum of measures, this paper from Kline and Lewis estimates some of the financial costs of bullying and harassment to the NHS in England. By means of specific impacts resulting from bullying and harassment to staff health, sickness absence costs to the employer, employee turnover, diminished productivity, sickness presenteeism, compensation, litigation and industrial relations costs, we conservatively estimate bullying and harassment to cost the taxpayer £2.281 billion per annum. The evidence in this paper indicates the importance of urgent material engagement to address bullying in the UK NHS. Existing staff surveys fail to capture the types of behaviours often attributable to bullying and this should be a focus to design pertinent interventions. Capturing bystander/witness experiences are undocumented, as are workplace incivilities and staff satisfaction with policy and procedures for tackling bullying. Policy change is vital for accurately capturing the costs of bullying associated with absenteeism, staff replacement, productivity reductions and to use these as mechanisms to manage organizations that fail to address bullying.
  3. Content Article
    See how incivility affects all of us in the NHS and how that can impact patient safety. Join the staff of Epsom and St Helier University Hospitals NHS Trust on their journey as they reflect on the real-life effects of both incivility and active kindness.  This video was devised, filmed and produced by the Elena Power Simulation Centre.
  4. Content Article
    A Just Culture guide helps NHS managers ensure staff involved in a patient safety incident are treated fairly, and supports a culture of openness to maximise opportunities to learn from mistakes.
  5. Content Article
    Everyone should be treated with dignity and respect at work. Bullying and harassment is unacceptable and constitutes a violation of human and legal rights that can lead to criminal prosecution and civil law claims. Employers have a duty of care to provide a safe and healthy working environment for their staff, and this is an implied term of every contract of employment. Bullying and harassment undermines physical and mental health, frequently resulting in poor work performance. Possible consequences include: insomnia and inability to relax loss of confidence and self-doubt loss of appetite hypervigilance and excessive double-checking of all actions inability to switch off from work.
  6. Content Article
    In recent years, it’s become clear that some staff don’t have the knowledge or confidence to raise concerns about patient safety. Health Education England has produced this short video explaining what type of concerns need to be raised, whether that be on individual practice or systemic problems.
  7. Content Article
    'Second victim' is the term used to refer to healthcare workers who are impacted by patient safety incidents. Whilst patients and families will always be the first priority following safety incidents, the well-being of the staff involved is often overlooked but can leave staff lacking confidence, unable to perform their job, requiring time off or leaving their profession.
  8. Content Article
    This leaflet by NHS Employers (Wales) explains what bullying in the workplace is, how it can affect people and what to do about it.
  9. Content Article
    This document provides guidance for nurses, midwives and nursing associates on raising concerns (which includes ‘whistleblowing’). It explains the processes you should follow when raising a concern, provides information about the legislation in this area, and tells you where you can get confidential support and advice.
  10. Content Article
    Th British Medical Association provide a number of services to help and advise doctors who are experiencing bullying at work but also to those who may have witnessed examples of bullying and wish to raise concerns. This video offers some advice for staff affected.
  11. Content Article
    This article looks at encouraging better workplace cultures by encouraging people to be active bystanders. With a few simple facilitated sessions, many organisations have given their workforce the tools to provide interventions when toxic behaviours are displayed.
  12. Content Article
    The National Guardian’s Office (NGO) conducted a review of the handling of speaking up at Derbyshire Community Health Services Foundation Trust after receiving information that the trust might not have responded to one of its workers speaking up in accordance with good practice.  The review sought to identify learning on how support for speaking up could be improved, as well as to highlight existing good practice.
  13. Content Article
    Following the publication of the Health and Care Professions Council (HCPC) whistleblowing policy, this blog post provides more details on who to raise your concerns with, and how and when to do so.
  14. Content Article
    In this BMJ blog, Drs Blair Bigham and Amitha Kalaichandran discuss hospital culture of bullying and a culture of not speaking up. When hospitals fail to create a culture where doctors and nurses can speak up, patients pay the price.
  15. Community Post
    We know that blame and fear is toxic. It makes working in healthcare unsafe for staff and is a huge barrier to patient safety - staff won’t share what goes wrong if they expect not to be listened to or worse, will be criticised or blamed for errors that are really attributable to unsafe systems. It would be really valuable to better understand how this feels and the impact it has on clinicians and the safety of patients and service users.
  16. Content Article
    In this video, the General Medical Council (GMC) discusses bullying and harassment and its impact on patient care. This is part of the Professional behaviours and patient safety training programme.
  17. Content Article
    Amy Shaw, Clinical Leader, Specialist Learning Disability Division from Mersey Care Foundation NHS Trust, UK talks about 'fostering a just culture' in her trust.
  18. Content Article
    Simon Fleming discusses in BMJ Opinion why he launched an anti-bullying campaign. Simon is a trainee orthopaedic surgeon and PhD Candidate at Barts and the London School of Medicine and Dentistry.
  19. Content Article
    This report is the outcome of a six-month study into workplace culture at Whittington Health NHS Trust. Central to the study is an exploration of perceived bullying and harassment and their relationship, if any, to ideas of a common workplace culture.   It is important to emphasise that this is a study and not an enquiry. The researchers have no jurisdiction to suggest sanctions or actions, instead to report and advise on what they have found and to make any recommendations where appropriate. The study deployed a mixed-methods approach of staff survey and over 120 hours of one-to-one interviews mainly resulting in contacts generated by the survey. This is a cross-sectional study – a snapshot in a moment in time from a sample of staff at Whittington Health NHS Trust.
  20. Content Article
    This Review was set up in response to continuing disquiet about the way NHS organisations deal with concerns raised by NHS staff and the treatment of some of those who have spoken up.  The aim of the Review was to provide advice and recommendations to ensure that NHS staff in England feel it is safe to raise concerns, confident that they will be listened to and the concerns will be acted upon. 
  21. Content Article
    In his blog, published by onthewards website, Joe Farmer (a doctor working in psychiatry) discusses rudeness in the workplace and the impact it can have on clinical performance and subsequently patient safety.
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