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Found 246 results
  1. Community Post
    The West Suffolk Independent Review published yesterday indicates that safety concerns were ignored and the hunt for an anonymous whistleblower was "flawed" and "ill-judged". https://www.england.nhs.uk/east-of-england/wp-content/uploads/sites/47/2021/12/west-suffolk-review-081221.pdf This Review was commissioned following widely reported events arising from an anonymous letter that was sent in October 2018 to the relative of a patient who had died at the West Suffolk NHS Foundation Trust (the Trust). The 225 page report contains important learning and highlights the need for an open culture in the NHS and an end to a culture of avoidance, denial and victimisation of those who speak out for patient safety. This report highlights the need for cultural change and raises several key points: The importance of real and empowered clinical leadership. The importance of NHS leaders being self-questioning, open to criticism and to listen to staff. The importance of leaders understand the value of dissent and disagreement. Where concerns and criticisms appear or do turn out to be misguided, the need for NHS leaders to avoid jumping to any conclusion that the individual raising them is simply making trouble.
  2. Community Post
    As someone who works with NHS and actually as a Mental Health and Physical Health patient I've experienced discrimination and out right assault by the police whilst in hospital and ended up under S136 for no valid reason. Although I was assaulted with handcuffs being thrown over the bed rail, breaking my wrist I think. Still not had my mangled wrist xrayed 2 months on. Nothing worse than being in a vulnerable situation and bullies absolutely thrive on people in vulnerable positions. Their bosses think they're wonderful and so kind but they are in a position of power so of course the bully treats them differently or act differently when seniors are around. I recently put in a formal complaint to CEO I knew very well but instead of replying (after I told her I had recordings) she completely blanked me and now retired. Instead of "this is very serious Dominic, please send any evidence etc" I get told "how wonderful" my bully is! Interim CEO took over so I must inform him of Duty of Candour (Robbies Law) too. They don't seem to like that being pointed out but I shall do it anyway in hope we get a decent CEO who isn't just a pencil pusher waiting for band 9 pension. If as a volunteer I've experienced what I have, I dread to think what goes on as full members of staff. What struck me was the impunity these bullies operate with once in band 8 or above roles. You'd be very shocked if you heard what myself and four other service users went through. At the time my bullies refused to apologise (even though she received "disaplinary action") For me bulling and cronyism are both rotting the NHS from the inside out and needs sorting ASAP Please don't get me wrong, I support 99% of NHS staff but I cannot ignore the bullying, certainly at directorate or managerial level. The small percentage who do bullies seem to have no self awareness and those under them seem to think bullying behaviour is just "Leadership" Well no leader worth any salt will abuse you or tell you who you can and cannot speak too. Seeing service users slowly driven out by a particular bullie was extremely hard and not one manager wanted to know (bar one kind soul). Leadership means you MUST act whenever you even sniff the types of behaviours that signal a bully, however things are that bad that management cannot or won't recognise the controlling and mean behaviours Thanks for reading my first post
  3. News Article
    The vast majority of HSE staff in the Republic of Ireland felt supported during the COVID-19 pandemic but more than half felt there has been a negative change in their working environment, a new survey has found. Staff across the health service were asked about their work, and responses from almost 13,000 staff showed a mixed impact since the pandemic with staff saying they were more enthusiastic about their job than in 2018 but were less optimistic about their future in the health service. Three in 10 said they had been subject to assault from the public in the past two years. One in three felt more positively towards the HSE since before the pandemic began. The survey found there had been an increase in the satisfaction with the level of care delivered since 2018 but almost 4 in 10 felt the service delivered was deteriorating. There was a strong sense of job security among staff, but satisfaction levels have fallen back on the previous survey three years ago. A third said they were dissatisfied at present. Despite the fact that an anti-bullying taskforce was set up after the previous survey, the same number of staff reported experiences of being bullied by a colleague as in 2018. Three in 10 said they had experienced bullying or harassment at work from a manager, team leader or other colleagues. Read full story Source: The Irish Times, 6 December 2021
  4. Content Article
    The rapid review was commissioned by NHS England and NHS Improvement, following concerns raised by staff at The Christie Hospital in relation to the Research & Innovation department. The review makes a number of recommendations and the Trust will be developing and action plan to address these.
  5. News Article
    A ‘culture of distrust’ between consultants and the use of incident reporting as a tool of ‘reprisal’ impacted patient care at a trust’s cardiology department, a review has concluded. An external review undertaken for Hull University Teaching Hospitals Trust has made a series of recommendations after looking into allegations of bullying and several examples of poor care within its cardiology services. In a report published in the trust’s board papers, the Royal College of Physicians reported a “perceived tendency to downplay clinical incidents, and, to undermine those who wanted to raise patient safety issues”. It added: “We met a group of individual consultants who did not work well as a team. There is a culture of distrust, a lack of departmental cohesion and allegations of bullying in the department. All of which reinforce a clear divide between the interventional and non-interventional consultant cardiologists." “There have been a number of allegations of belittling, intimidation and undermining…The review team heard accounts of a culture where datix has been used as a tool for possible personal reprisal along with ignoring/downplaying incidents that have been raised.” The review concludes: “This behaviour is impacting on patient care and therefore, all medical staff should be reminded of good medical practice as the [General Medical Council] code of conduct of how doctors must work collaboratively with colleagues.” Read full story (paywalled) Source: HSJ, 16 November 2021
  6. News Article
    A major trust’s Freedom To Speak Up Guardian has warned that a failure to address staff concerns about alleged bullying and long-standing ‘dysfunctional behaviours’ is damaging confidence and resulting in the loss of high-quality staff. Professor Julian Bion, presenting a half-yearly report to University Hospitals Birmingham Foundation Trust’s board, revealed that the majority of the 41 reports to the FTSU service between April and October this year had expressed a “fear of detriment” when raising concerns. Just under half (44%) of 34 concerns raised by the contacts related to “problematic attitudes and behaviours”, ranging from reports of micro-aggressions to overt bullying. Professor Bion, UHB’s FTSU guardian since 2019, told HSJ such concerns are always “complex and sensitive issues” and recognised that the trust is handling them during “difficult circumstances” for the NHS. UHB has seen very large numbers of covid patients throughout much of the pandemic. But he warned the board that several “common themes” were emerging in UHB’s complaints process – including a fear of detriment, “problematic” delays to cases being resolved, and a lack of response from divisional departments. Suggesting there is a “disinclination” within the trust to address concerns, he said: “Very often, these dysfunctional behaviours are known about for a long time but they haven’t been addressed.” Read full story (paywalled) Source: HSJ, 2 November 2021
  7. Content Article
    It's that time again. 'Speak Up Month' in the NHS. In this blog, I discuss the definition of 'whistelblowing' and why this is important. I believe that although the Francis Report has stimulated some positive changes, the only way to successfully move forward on this is to celebrate and promote genuine whistleblowers. This includes using the word 'whistleblowing', not a euphemism. It also needs us to involve everyone, including patients, in the changes. "Whistleblowing isn’t a problem to be solved or managed, it’s an opportunity to learn and improve. The more we move away for labelling and stereotyping the more we will learn. Regardless of our position, role or perceived status, we all need to address this much more openly and explicitly, in a spirit of truth and reconciliation." What is whistleblowing? "In the UK, NHS bodies have been guilty of muddying the waters. Sometimes implying that whistleblowers are people who fail to use the proper channels, or are troublemakers, especially when they go outside their organisation with their concerns. In fact, the Public Interest Disclosure Act makes no distinction between ‘internal’ and ‘external’ whistle-blowers..."
  8. News Article
    Senior managers at an NHS trust are facing calls to resign from local councillors after criticism of the trust’s culture and widespread bullying. The chair of Nottinghamshire County Council's health scrutiny panel has called for the chair of Nottingham University Hospitals Trust Eric Morton to step down along with Keith Girling, the trust’s medical director. Councillor Sue Saddington, chair of the council’s scrutiny committee, said she would be writing to health secretary Sajid Javid over concerns about leadership at the trust. An investigation by The Independent and Channel 4 News earlier this year uncovered dozens of cases of negligent baby deaths and injuries costing millions of pounds in compensation. Families have accused the trust of trying to cover-up mistakes and not learning from errors. More than 30 babies have died at the trust in the past decade with 46 children left with brain damage. Read full story Source: The Independent, 13 October 2021
  9. News Article
    NHS Highland says it expects to pay £3.4m in settlements to current and former staff who have complained of bullying. Whistleblowers exposed a "culture of bullying" at NHS Highland in 2018. A Scottish government-commissioned review suggested hundreds of health workers may have experienced inappropriate behaviour. So far 150 cases have been settled since the start of a "healing process", costing the health board more than £2m. Whistleblower Brian Devlin told BBC Scotland the scale of settlements made so far was "heartening", but he added that he continued to have concerns about bullying at the health board. A group of Highlands GPs first complained of a culture of bullying at NHS Highland in September 2018. Staff said they had not felt valued, respected or supported in carrying out "very stressful work". Others told of not being listened to when raising matters regarding patient safety concerns and decisions being made "behind closed doors". The review also said that "many described a culture of fear and of protecting the organisation when issues are raised". Read full story Source: BBC News, 28 September 2021
  10. Content Article
    The aim of this qualitative study, published in Midwifery, was to examine how (UK and Australian based) midwifery students, who self-identify as having been bullied, perceive the repercussions on women and their families.
  11. News Article
    A culture of bullying and racial discrimination has been found at a hospital trust, according to an inspection report. The Care Quality Commission (CQC) said there was a bullying culture across Nottingham University Hospitals (NUH) Trust, with many staff too frightened to speak up. The trust has been told it requires improvement as a result of the report. NUH said it was working to address the concerns. The report said a number of the bullying cases were directly attributable to racial discrimination. It said the trust's latest staff survey showed the organisation was above average for black, Asian and minority ethnic staff experiencing bullying. Sarah Dunnett, the CQC's head of hospital inspection, said they were told of bullying incidents that had not been addressed. "We were concerned about the culture of bullying across the trust with many staff being too frightened to speak up," she said. She said the CQC would "monitor the service closely" to ensure changes were made. Read full story Source: BBC News, 15 September 2021
  12. News Article
    NHS leaders are being urged to tackle racist abuse of staff as new figures reveal that a third of black, Asian or minority ethnic workers in mental health trusts in England have experienced harassment, bullying or attacks by patients, relatives or members of the public. One in three (32.7%) BAME staff in mental health settings have experienced abuse, according to analysis by the Royal College of Psychiatrists. For BAME workers across the NHS, the rate is more than one in four (28.9%). One medical director told the Guardian that hot tea had been thrown at them “because of the colour of my skin”. A psychiatrist told how they were left traumatised after they were racially abused – then threatened with a knife. The college is calling on health leaders to take a stand against discrimination by setting up better processes in NHS trusts to record and understand data about bullying and harassment. Dr Adrian James, president of the Royal College of Psychiatrists, said the findings were deeply concerning. He said: “NHS leaders and local health bosses must tackle this head-on.” Read full story Source: The Guardian, 9 September 2021
  13. News Article
    A trust facing serious questions about its working culture has had a dramatic rise in the number of concerns raised about issues such as harassment and bullying. In the first quarter of 2021-22, staff raised 84 incidents to East of England Ambulance Service Trust’s Freedom to Speak Up guardian, compared with only eight in the first quarter of 2020-21. Half of the cases raised to the guardian this year involved issues of harassment, bullying or concerns about behaviours or relationships, according to a report to the trust board. However, the biggest single area of concern — with 35 cases — was “the inconsistent applications of processes in policies” and only one out of 84 cases involved patient safety or quality. The report said: “Staff across the organisation are exhausted and express concern at continuing under this pressure… staff continue to report that the slow pace of change leaves them with little confidence of lasting change.” Read full story (paywalled) Source: HSJ, 8 September 2021
  14. News Article
    According to reports, GPs and healthcare staff are receiving a torrent of abuse and threats of violence from patients, with some surgeries being sent hate mail, bomb threats and graffiti. This rise in abusive behaviour comes as GP's become overwhelmed with demand, often working many hours overtime with delays being able to get to appointments due to staff shortages. Professor Martin Marshall, chair of the Royal College of General Practitioners, said: “It’s entirely unacceptable for anyone working in general practice to be at the receiving end of abuse of any kind, let alone the threat of physical violence. General practice has been open throughout the pandemic, and face-to-face appointments have been offered wherever safe and appropriate. Read full story. Source: The Independent, 23 August 2021
  15. News Article
    Fifty senior consultants from a minority ethnic background at University Hospitals North Midlands have written to Tracy Bullock and trust chair David Wakefield asking for action to ‘protect’ staff from bullying behaviours following an internal survey in which 348 medics claimed to have experienced bullying and harassment. In a subsequent letter on 5 August, seen by HSJ, 50 doctors have now said: “We are forced to express our concerns over the prevailing poor culture within our organisation with most senior medical staff presently reporting they have suffered or witnessed first-hand discrimination, bullying, harassment, or victimisation. We… ask for urgent action by the executive and non-executive boards to immediately implement measures to protect senior medical staff from unacceptable ill-treatment.” A separate external review is now understood to have been commissioned amid concerns over bullying within ophthalmology services. Read full story (paywalled). Source: HSJ, 19 August 2021
  16. News Article
    Senior doctors in the radiology services at the University Hospitals North Midlands Trust have reported a ‘toxic’ culture and feelings that managers had been ‘excessively authoritarian’. In a letter sent by medical director John Oxtoby on 13 July, consultants who had been interviewed as part of an external review, have reported the culture within the department was “unhealthy and even toxic, and that this was impacting to some degree nearly all of the consultants interviewed” “It is clear from this work that as well as the need to tackle working relationships and some behaviours in the department, there is a huge amount of collective pride in the services delivered by the department.” Said Mr Oxtoby. Read full story (paywalled). Source: HSJ, 3 August 2021
  17. News Article
    Hospital staff at the Royal London Hospital have complained about bullying, harassment, racism and sexism during an inspection by the care watchdog. After conducting a review of the imagining department at the Royal London Hospital and Whipps Cross Hospital, there are now concerns over the culture of the service and conflict between staff. With both hospitals being overseen by Barts Health NHS Trust, chief executive Dame Alwen Williams has said “We will be ensuring staff have the resources to sustain improvements we need to make and there is appropriate oversight and processes in place for escalating wellbeing issues. We have a responsibility to listen to what our hard working team are saying, and respond appropriately and sensitively." Read full story. Source: The Independent, 30 July 2021
  18. News Article
    In November last year, Unison and RCN raised concerns with NHS Forth Valley chief executive Cathie Cowan amid bullying claims made by emergency department staff at Forth Valley Royal Hospital. In light of the reports of bullying, a review was commissioned and leaked details revealed junior doctors were left unsupervised on shifts, nurses and doctors had said they are 'battle-weary', and many senior staff members have resigned their posts. Karren Morrison, Unison Forth Valley health branch secretary has said: ‘Last year, concerns were being raised by our members who worked in, or who had previously worked in the ED. Staff talked to us about feeling bullied and intimidated, being frightened to speak up, concerns about the delivery of safe patient care, high staff turnover and other issues.’ Read full story (paywalled). Source: Nursing Standard, 12 July 2021
  19. Content Article
    A resource developed in collaboration with RCOG, Royal College of Midwives and Civility Saves Lives. The toolkit comprises of 8 modules and includes tools to: support the development of positive workplace culture support you when you encounter poor workplace behaviours strengthen your skills and confidence in 'speaking up' promote an understanding of what poor workplace behaviour looks like and its impact on individuals, teams, organisations and importantly the women and families we care for.
  20. News Article
    Concerns over bullying and discrimination have been raised in a survey of hundreds of doctors at a major hospital trust, HSJ can reveal. University Hospitals of North Midlands Trust’s medical staff committee carried out a survey of its doctors earlier this year, after bullying concerns were raised by members of the British Association of Physicians of Indian Origin at the trust. A summary of the survey findings, published in a newsletter sent to all doctors at the trust last week and seen by HSJ, showed more than two-thirds of the 348 respondents claimed to have experienced bullying, harassment or victimisation at work. Nearly 80% said they had witnessed bullying or harassment, while 50 per cent of respondents said the bullying and harassment was due to race or ethnicity. Fifty-five per cent of those answering the survey also said they had not reported concerns as they had “no confidence in the investigative process within the organisation”. Read full story (paywalled) Source: HSJ, 2 June 2021
  21. Content Article
    Surgery can be a highly demanding environment, and in pressurised situations we need to prioritise patient safety. Under these circumstances there is a need for clear leadership, but being assertive can sometimes be challenging without coming across as aggressive or intimidating. Training is also an area in which potential issues could arise. Not every trainee will develop at the required rate, and it is important to be able to address concerns with an individual without fearing being labelled as a bully. The following recommendations from the Royal College of Surgeons of Edinburgh may help with workplace relationships.
  22. News Article
    Doctors in Wales have faced bullying and disciplinary action for raising concerns over working conditions and safety, a union leader has said. Dr Phil Banfield, of BMA Wales, said doctors who complained about work, both before and during the Covid pandemic, were seen as "troublemakers". He said there are worries bullying among staff will get worse as longer post-Covid waiting lists are tackled. The Welsh government said bullying of NHS staff was "entirely unacceptable". Dr Banfield, who is chairman of the BMA Welsh consultants' committee, said staff have faced the prospect of being victimised by colleagues, or even being forced to leave the Welsh NHS, for raising concerns over bullying or health and safety. He said: "Staff are quite good at raising concerns, but they don't raise concerns if they're going get in trouble for it, or they sense nothing is going to happen. What happens is you think 'I can't be bothered'. "Decent people develop a kind of learned helplessness and it means that people who keep raising concerns stand out." Read full story Source: BBC News, 15 May 2021
  23. News Article
    The Equality and Human Rights Commission has required an ambulance trust to sign a legally-binding agreement stating how it will protect its staff from sexual harassment. This is thought to be the first time the EHRC has taken such action against an English NHS organisation and follows repeated concerns about the culture at East of England Ambulance Service Trust. As a result, EHRC will now monitor the trust’s action plan for protecting staff from sexual harassment. The Care Quality Commission asked the EHRC to consider taking enforcement action against the trust last summer, after a CQC investigation found evidence of “bullying and predatory behaviour” and warned the trust’s leaders were not adequately promoting patients’ and staff’s wellbeing. The CQC also found at least 10 incidents in 2019-20 involving allegations of sexual assault, harassment or inappropriate behaviours, and 13 instances of staff, including those working for subcontractors, being referred to the police for sexual misconduct and predatory behaviour. The trust was subsequently placed in special measures for quality. Read full story (paywalled) Source: HSJ, 28 April 2021
  24. Content Article
    The NHS Staff Survey for England reported that almost a quarter of all NHS staff experienced harassment, bullying or abuse from colleagues in the last 12 months. Not only does this have a devastating impact on individuals and the teams within which they work, but it can have dire consequences for patient care. The Royal College of Surgeons of Edinburgh is committed to eradicating bullying and undermining from the surgical and dental professions. It has a number of resources on its website.
  25. Content Article
    Ali Raza uses the Swiss Cheese Model by James Reason to look at discrimination in the workplace.
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