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Showing results for tags 'Staff safety'.
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Content ArticleStaff retention is a significant issue for ambulance services across the globe. Exploratory research, although minimal, indicates that stress and burnout, in particular, influence attrition within the paramedic profession. These need to be understood if their impact on retention is to be addressed.
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Content ArticleThis study in Scientific Reports aimed to understand the current situation of occupational exposure to blood-borne pathogens in a women's and children's hospital in China. The authors analysed the causes of exposure to provide a scientific basis for improving occupational exposure prevention and control measures.
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Event
Safety for All - Employee investigations webinar
Sam posted an event in Community Calendar
untilEmployee investigations refers to the investigation of allegations made by and against staff. Aneurin Bevan University Health Board (ABUHB) is responsible for the planning, delivery, and commissioning of NHS Wales services for a population of over 660,000 citizens. It employs over 15,000 staff. ABUHB started a programme of work to improve its employee investigations because its HR team identified that during a 15-month period, over 50% of investigations had led to no sanctions for individuals who had been taken through them. Their Employee Wellbeing Service had been concerned about the number of clients who had experienced significant stress and trauma as a result of going through the employee investigation process. The focus of the intervention was to reduce ‘avoidable employee harm’ by reducing the number of employees subjected to investigations, and to reduce the duration of investigations that take place. Andrew Cooper and Liz Rogers from ABUHB will present the case study and report back on the intervention outcomes, key learning points and progress made to date. The webinar will last one hour with time for questions to the presenters. Register -
EventuntilThe purpose of this webinar is to raise awareness of the relationship between culture, staff experience and retention with practical examples and data to aid improvement in practice. You will hear from a range of experts in the field with experience in developing and spreading best practice. The format is interactive, with delegate questions and panel discussion. Psychological safety programme: The Being Fair 2 report, stress claims and the Just and Learning Culture Charter | NHS Resolution Developing legacy mentoring in general practice nursing | NHS Devon ICB The benefits of creating a psychologically safe culture | Steed Consulting Contributors: Dr Anwar Khan - Senior Clinical Advisor for General Practice , NHS Resolution Samantha Thomas - National Safety and Learning Lead for General Practice, NHS Resolution Naomi Assame - Head of Safety and Learning, NHS Resolution Janice Steed- Director of Steed Consulting Sarah Hall and Sarah Harris - NHS Devon Integrated Care Board Register
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EventThis Hospital at Night Summit focuses on out of hours care in hospitals delivering high quality safe care at night, and supporting the wellbeing of those working at night. Through national updates, networking opportunities and case studies this conference provides a practical guide to delivering a high quality hospital at night and transforming out of hours services and roles to improve patient safety. The 2023 conference will focus on the developing an effective Hospital at Night service, and focus on the practicalities of supporting staff at night, improving wellbeing and fighting fatigue. Benefits of attending this conference will enable you to: Network with colleagues who are working to improve Hospital at Night Practice. Learn from recent developments. Improve your skills in the recognition management and escalation of deteriorating patients at night. Understand and evaluate different models for Hospital at Night. Examine the role of task management solutions for Hospital at Night, including handover and eObservations. Ensure effective and safe staffing at night. Improving and supporting the wellbeing of hospital at night staff. Examine Hospital at Night team roles, competence and improve team working. Improve safety through the reduction of falls at night. Supporting staff and reducing fatigue at night. Develop the role of Clinical Practitioner and Advanced Nursing Practice at night. Identify key strategies to change practice and ways of working in Hospital at Night. Understand how hospitals can improve conditions for night workers and support Junior Doctors. Self assess and reflect on your own practice. Supports CPD professional development and acts as revalidation evidence. This course provides 5 Hrs training for CPD subject to peer group approval for revalidation purposes. Register hub members receive a 20% discount. Email info@pslhub.org for discount code.
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EventEnergy-based devices, lasers and diathermy are some of the most commonly used pieces of equipment in operating theatres today. Dangerous emissions can be produced that affect the respiratory systems of everyone in the operating theatre. This study day will look at the occupational hazards of exposure to surgical plume in the operating theatre, as well as the associated risks to the surgical team, patients and visitors. It will also highlight how to assess risk and mitigate against the dangers of surgical plume and how to implement changes. Topics Include: Electrosurgery/diathermy/laser. Anaesthetic airway fires. Laparoscopic surgery aerosolisation. Health and Safety and risk assessment. Surgical plume. Register
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EventThis Hospital at Night Summit focuses on out of hours care in hospitals delivering high quality safe care at night, and supporting the wellbeing of those working at night. Through national updates, networking opportunities and case studies this conference provides a practical guide to delivering a high quality hospital at night and transforming out of hours services and roles to improve patient safety. The 2023 conference will focus on the developing an effective Hospital at Night service, and focus on the practicalities of supporting staff at night, improving wellbeing and fighting fatigue. For further information and to book your place visit https://www.healthcareconferencesuk.co.uk/conferences-masterclasses/hospital-at-night-summit or email frida@hc-uk.org.uk. hub members receive a 20% discount. Email info@pslhub.org for discount code. Follow on Twitter @HCUK_Clare #HospitalAtNight
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EventThis one day masterclass will focus on improving patient safety through enhancing psychological safety and safety culture. It will look at effective ways to encourage health professionals to routinely embed high-quality clinical evidence into their everyday work. It will explore the characteristics of relatively successful behaviour change interventions. All Clinical Staff and Team Leads should attend. For further information and to book your place visit https://www.healthcareconferencesuk.co.uk/conferences-masterclasses/improving-psychological-safety-patient-safety or email aman@hc-uk.org.uk. hub members receive a 20% discount. Email info@pslhub.org for discount code.
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Event
Psychological safety - Dr Matt Hill
Patient Safety Learning posted an event in Community Calendar
Email rduh.qit@nhs,net to book a place. -
EventuntilJoin ImproveWell and representatives from Royal Cornwall Hospital NHS Trust and Shrewsbury and Telford Hospital NHS Trust, to discover: how the current landscape in maternity services looks as regards quality, safety, and workforce sentiment; how engaging the workforce to improve is the key to positive transformation; and lessons and best practice in engaging the workforce in improvement within the maternity services at Shrewsbury and Telford Hospital NHS Trust and Royal Cornwall Hospital NHS Trust. Register for this event
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EventuntilOn 12 October, 11:00-12:00 CET, the ETUI is hosting a webinar on cancer risks in healthcare workers: identification of Hazardous Medicinal Products (HMPs). In the healthcare sector, 12.7 million workers across the EU are potentially exposed to Hazardous Medicinal Products (HMPs). While these drugs are vital in the treatment of different diseases (for example, cancers and psoriasis), they can also pose health risks to those exposed to them at work such as nurses, pharmacists and cleaners. The ETUI has identified 121 HMPs commonly used in the healthcare sector which can cause cancer or reproductive disorders in professionals exposed to them on a daily basis. Download the report here As the Carcinogens, Mutagens & Reprotoxic Substances Directive (CMRD – Dir (EU) 2004/37/EC) has been recently revised to specifically cover HMPs, the ETUI list of HMPs is timely to raise awareness about these risks in the healthcare sector and help employers use the European guidelines on the safe management of HMPs to be published soon by the European Commission. Programme Welcome and introduction Claes-Mikael Ståhl, Deputy general secretary, ETUC (tbc) The ETUI list of Hazardous Medicinal Products (HMPs) Ian Lindsley, Secretary of the European Biosafety Network Q&A with the audience moderated by Marian Schaapman, Head of the Working conditions, health and safety unit at the ETUI Conclusions - Tony Musu, senior researcher in the health and safety and working conditions of the ETUI Register for the webinar
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EventuntilJoin Kayleigh Barnett, Senior Improvement Advisor at Aqua who will share her experience in using Appreciative Inquiry methods to create additional value for learners in a quality improvement (QI) programme aimed at aspiring senior leaders. Appreciative Inquiry is increasingly used as the basis for building a structured learning process and this session will present a case study, and provide practical ideas for you to consider. Ensuring that Appreciative Inquiry processes are included in any part of an organisation can also contribute to psychological safety. Psychological safety is the belief that you won’t be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. Kayleigh has worked at Aqua for six years and is the Delivery Lead for Appreciative Inquiry. She is an accredited Appreciative Inquiry Practitioner from the International Academy of Appreciative Inquiry. Her other areas of work are quality improvement and human factors. The case study she will present has also been featured in the September edition of the Appreciative Inquiry Practitioner journal. Register
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EventThis one day masterclass will focus on culture with healthcare organisations. It will look at effective ways to encourage healthcare organisations to unlock culture to improve both patient safety and staff safety. The Ockendon report (2022) reports a ‘Toxic culture’ of “undermining and bullying” left staff struggling to finish shifts and crying at work. Two thirds of staff said they had witnessed or experienced bullying. The report identified an “us and them” divide between doctors and midwives. Key learning objectives: Psychological safety Safety culture Toxic cultures Trust and safety Compassionate leadership. For further information and to book your place visit www.healthcareconferencesuk.co.uk/conferences-masterclasses/unlocking-culture or email kerry@hc-uk.org.uk hub members receive 20% discount. Email info@pslhub.org for discount code.
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Community Post
GP experiences of rejected referrals and access to secondary care
Patient-Safety-Learning posted a topic in GP and primary care
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Are you a GP or other healthcare professional working in primary care? Have you noticed an increase in rejected referrals to outpatient services/for scans and other investigations? How have changes to the referral system affected you? What communication relating to referrals have you received recently from the NHS? What has the impact been on your own workload and wellbeing, and the safety of patients? Please share your experiences with us so we can continue to highlight this important issue. -
Community PostThis year's theme for World Patient Safety Day (17 September) is Health Worker Safety: A Priority for Patient Safety. We know that staff safety is intrinsically linked to patient safety but we need your insight to help us understand what matters most when it comes to feeling safe at work. So we're asking you to tell us: What is most needed for health and care staff to feel physically or mentally safe at work? In this short video, Claire Cox (Patient Safety Learning's Associate Director of Patient Safety and a Nurse) shares her top three. What do you think is most needed? Please join the conversation and help us speak up for health worker safety! Nb: You'll need to sign in to the hub to comment (click on the icon in the top right of your screen). If you're not a member yet, you can sign up here for free.
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Community PostWay back in March I applied to re-join the NHS to help with COVID-19. I am a mental health nurse prescriber with an unblemished clinical record. I have had an unusual career which includes working in senior management before returning to clinical work in 2002. I have also helped deliver several projects that achieved nation recognition, including one that was highly commented by NICE in 2015, and one that was presented at the NICE Annual Conference in 2018. Several examples of my work can be found on the NICE Shared Learning resource pages. Since applying as an NHS returner. I have been interviewed online 6 times by 3 different organisations, all repeating the same questions. I was told that the area of work I felt best suited to working in - primary care/ community / mental health , specialising in prescribing and multi-morbidity - was in demand. A reference has been taken up and my DBS check eventually came through. I also received several (mostly duplicated) emails. On 29th June I received a call from the acute trust in Cornwall about returning. I explained that I had specified community / primary care as I have no recent acute hospital experience. The caller said they would pass me over to NHS Kernow, an organisation I had mentioned in my application. I have heard nothing since. I can only assume the backlisting I have suffered for speaking out for patients, is still in place. If this is true (and I am always open to being corrected) it is an appalling reflection on the NHS culture in my view. Here is my story: http://www.carerightnow.co.uk/i-dont-want-to-hear-anything-bad-whistleblowing-in-health-social-care/
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Content ArticleFor surgical teams, high reliability and optimal performance depend on effective communication, mutual respect, and continuous situational awareness. Surgeons who model unprofessional behaviours may undermine a culture of safety, threaten teamwork, and thereby increase the risk for medical errors and surgical complications. This article in JAMA Surgery aimed to assess whether patients of surgeons with a higher number of coworker reports about unprofessional behaviour experience a higher rate of postoperative complications than patients whose surgeons have no such reports. The authors found that patients whose surgeons had a higher number of coworker reports had a significantly increased risk of surgical and medical complications. These findings suggest that organisations interested in ensuring optimal patient outcomes should focus on addressing surgeons whose behaviour toward other medical professionals may increase patients’ risk for adverse outcomes.
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Content ArticleAs awareness of the importance of psychological safety in the workplace increases, there is a corresponding increase in the number of psychometric tools, applications and services that attempt to measure psychological safety. This post on the blog Psychological Safety outlines some helpful principles for organisations to apply when choosing a psychometric tool. It lays out the following key principles, stating that in choosing a psychometric tool, we should ensure that we understand the methods and algorithms the tool uses. it’s usable and accessible for everyone. it’s secure. people retain ownership of their own data. the questions and statements actually correlate with psychological safety. it doesn’t make assumptions based upon majority culture. the tool doesn’t create perverse incentives.
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Content ArticleA recent report found that a third of female surgeons have been sexually harassed at work. In this opinion piece, Dr Liz O’Riordan speaks out about the abuse she suffered from male colleagues while working for the NHS. She describes her experiences, highlighting that incidents of sexual harassment are common amongst female surgical trainees who fear speaking out as it may affect their careers. She also draws attention to the fact that it is not just an issue amongst surgeons, but that many other healthcare professionals experience inappropriate sexual comments and behaviour while at work.
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Content ArticleResearch published in the British Journal of Surgery demonstrates that sexual harassment and sexual assault are commonplace within the surgical workforce and rape happens. This report from the Working Party on Sexual Misconduct in Surgery is a call to action, with a series of recommendations, for healthcare institutions to face up to the shocking reality of sexual misconduct within their organisations. Further reading: Sexual harassment, sexual assault and rape by colleagues in the surgical workforce, and how women and men are living different realities: observational study using NHS population-derived weights Calling out the sexist and misogynist culture within healthcare: a blog by Dr Chelcie Jewitt, co-founder of the Surviving in Scrubs campaign GMC's Good medical practice 2024
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Content ArticleThis research examined sexual misconduct occurring in surgery in the UK, so that more informed and targeted actions can be taken to make healthcare safer for staff and patients. A survey assessed individuals’ experiences with being sexually harassed, sexually assaulted, and raped by work colleagues. Individuals were also asked whether they had seen this happen to others at work. Compared with men, women were much more likely to have seen sexual misconduct happening to others, and to have it happen to them. Individuals were also asked whether they thought healthcare-related organizations were handling issues of sexual misconduct adequately; most did not think they were. The General Medical Council (GMC) received the lowest evaluations. The results of this study have implications for all stakeholders, including patients. Sexual misconduct was commonly experienced by respondents, representing a serious issue for the profession. There is a widespread lack of faith in the UK organizations responsible for dealing with this issue. Those organizations have a duty to protect the workforce, and to protect patients. Further reading: Breaking the silence: Addressing sexual misconduct in healthcare Calling out the sexist and misogynist culture within healthcare: a blog by Dr Chelcie Jewitt, co-founder of the Surviving in Scrubs campaign GMC's Good medical practice 2024
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Content ArticleIn this article in the Scotsman, former whistle blower, Iain Kennedy, writes about the culture of fear and blame in Scotland's NHS and how NHS staff must feel free to speak up about problems that affect patient safety.
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Content ArticleIn this article for Health Services Insight, NHS consultant David Oliver examines why most comments on articles in the Health Services Journal (HSJ) are posted anonymously. He highlights that this tendency towards anonymity from commenters who are clearly in influential, senior NHS posts, indicates that the culture in the NHS management community, from NHS England down, is one that makes most people fearful of saying anything in their own name in case of reprisal. He also points out that a culture where people are afraid to make comments and criticisms in their own name is in conflict with the Nolan Principles of 'selflessness', 'integrity', 'objectivity', 'accountability', 'openness', 'honesty' and 'leadership' that senior NHS managers and officials are supposed to be guided by.
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Content ArticleIn the wake of the conviction of Lucy Letby, a neonatal nurse who has been found guilty of the murder of seven babies and attempted murder of six babies, the focus of the nation is on the multiple tragedies that the families have faced, the healthcare staff who tried to blow the whistle, and safety issues in hospitals. NHS England has responded to the conviction by stating that trusts should look at whistleblowing policies, that those unfit to hold directorships should not be appointed, and with that well worn phrase “lessons will be learned.” But will they? In this BMJ opinion piece Alison Leary, professor of Healthcare and Workforce Modelling at London South Bank University, looks at why the NHS has failed to learn lessons from patient safety tragedies spanning the last fifty years. She highlights that unlike other safety critical industries, healthcare is still wedded to concepts that effectively deny the complexity of work and the social structures that surround work. This includes a failure to see the value in retaining experienced staff and a hierarchical approach to the value of work. She also outlines that more focus should be placed on management listening, rather than on staff having to find the courage to speak up when they have concerns: "When workers are listened to and constructive dissent is encouraged and normalised, along with the reporting of incidents, there is little need for whistleblowing. A workforce that must resort to whistleblowing is a symptom of poor safety culture."
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Content Article
During the pandemic, reports of abuse directed at doctors’ surgery staff and community pharmacy teams across West Yorkshire have increased. In response, the West Yorkshire Health and Care Partnership has launched a new insight driven campaign called ‘leaving a gap’ to make people think about the consequences of abusive behaviour. Co-produced with staff and patients, the campaign recognises that services are extremely busy, and it can be frustrating for people accessing care. The campaign reminds people we’re all here to help each other and the importance of all round understanding and kindness. A series of striking images created as part of the campaign aim to make people think about the gap that will be left if staff leave their role due to abuse. Please share the 'Leaving a gap' campaign message by displaying it in your public spaces, publishing it on your website and via social media. You can use the assets provided on this page to help; there are A4 and A5 size posters as well as social media images, a website banner and hero image and an animated video you can download.
