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News Article
Scandal-hit nursing regulator still failing to address problems, watchdog warns
Patient Safety Learning posted a news article in News
The UK’s scandal-hit nursing regulator is still failing to address problems years after a “toxic” culture was first revealed by The Independent. A review of the Nursing and Midwifery Council (NMC) in 2023-24, by the Professional Standards Authority (PSA) which regulates the body, found it had wrongly approved more than 350 “fraudulent” or “underqualified” nurses to work in the UK. That followed an expose by The Independent, which uncovered whistleblower allegations of a “toxic” and bullying culture within its ranks that had allowed rogue nurses were free to work in the NHS unchecked, prompting an overhaul of its leadership. Despite the changes at the top of the organisation, and pledges by its new chief Paul Rees to do better, the PSA’s annual review of 2024-25 said it had not seen evidence of “substantial and sustained improvement”. The damning assessment comes a day after the NMC admitted more than a dozen rogue nurses who should have been struck off had been free to work in the NHS for up to 12 years after a major vetting failure. Read full story Source: Independent, 28 May 2026 -
EventuntilThe latest NHS staff survey highlighted an unacceptable reality. One in five Black and minority ethnic staff are subject to racism from patients and 14% experience similar harassment from colleagues. From verbal attacks by patients, to incidents on the journey to and from work, many staff from ethnic minority backgrounds are navigating environments that simply don’t feel safe. This has real consequences on wellbeing, retention and whether people feel able to fully show up at work. Leaders and managers are often left holding difficult questions: What does meaningful support look like when harm is ongoing, not isolated? Why do current responses, even when well-intentioned, fall short? What does it take to create safety when parts of the system feel unsafe? This free online lunch and learn will be a space to reflect honestly on the impact of racist abuse and focus on what leaders can do differently. It will explore how leaders can offer protection, respond with clarity and build conditions to help staff feel safer and more supported. Join if you want to: strengthen your response to racist abuse in real situations move beyond policy into practical leadership understand what meaningful support looks like from a staff perspective lead in ways that actively contribute to safety, not just intention. There will be time at the end for a Q&A session. We hope to see you there. Register
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News Article
'Toxic culture' at NHS trust left staff suicidal
Patient Safety Learning posted a news article in News
"It was toxic from start to finish – you tried to avoid certain people but because you work with them you couldn't, they were always there," says former NHS worker Harvey Cooper. He is one of several former Portsmouth Hospitals University Trust (PHU) staff members who have spoken to the BBC as part of an investigation into an alleged culture of workplace bullying and harassment. The allegations span the past decade and include a "flawed and unfair" internal investigation that contributed to A&E manager Sam Carter taking her own life in 2022. Harvey says he resigned last May due to physical and mental distress he suffered at work. He joined the trust in May 2022 as an Emergency Medical Assistant (EMA) at the Queen Alexandra Hospital (QA) in Cosham, a role which required moving patients around A&E. He says he faced constant bullying from other EMAs - he claims he was called a homophobic slur, chanted at in corridors, prevented from taking patients to where they needed to go and was injured after a bed was shoved into him. Emails seen by the BBC showed Harvey raised two grievances against some of the EMAs and managers were aware of alleged inappropriate behaviours and attitudes. In November 2023, a year after his first grievance was submitted, he received a letter from the trust apologising for the way his complaints had been handled and the "unacceptable" length of time it had taken. But by then Harvey says he was receiving counselling after feeling suicidal. "It ended up ruining my health, my mental health, I had two heart attacks and diagnosed with PTSD and still to this day nothing ever got done," he told the BBC. In response, the trust said it remained "committed to learning, improving, and fostering an inclusive and supportive environment". Read full story Source: BBC News, 23 April 2026 Related reading on the hub: Patient Safety Learning’s response to the revised responsibilities for Freedom to Speak Up across the NHS Power and the sound of silence—A blog by Roger Kline Speaking up for patient safety: A new interview series about raising concerns and whistleblowing -
News Article
Trust accused of ‘legal bullying’ after attempt to sue worker
Patient Safety Learning posted a news article in News
A trust which took an employee to court for thousands of pounds has been accused of “legal bullying”. Court documents seen by HSJ reveal Lancashire Teaching Hospitals Trust attempted to sue its staff member Jonny Slade for “fundamental dishonesty” after he brought, and then dropped, a workplace injury claim against the trust. The trust later withdrew its claim against the worker – in which it had sought around £14,000 in costs from Mr Slade – after a hearing had begun at Preston County Court. The court proceedings finished in 2023, but Mr Slade told HSJ he had now decided to speak publicly about the case because he had exhausted official channels with health and safety concerns he has been raising. He said: “I felt the only way to ensure the issues were taken seriously was to speak publicly. “I simply hope [this] encourages greater accountability and ensures that staff who raise genuine safety concerns are treated fairly, rather than facing what I went through.” Workplace culture expert Roger Kline said: “I hope this case acts as a lesson to NHS trusts to stop pursuing staff for extortionate costs when they have in good faith lodged a claim… It is a form of legal bullying.” He said this kind of action was a “surprisingly common feature” of his recent report into workplace investigations. Read full story (paywalled) Source: HSJ, 8 April 2026 Related reading on the hub: Speaking up for patient safety: A new interview series about raising concerns and whistleblowing Power and the sound of silence—A blog by Roger Kline Patient Safety Learning’s response to the NHS Staff Survey Results 2025 -
News Article
Women feel coerced during maternity care in England, charity says
Patient Safety Learning posted a news article in News
Women feel put under pressure to have medical procedures such as caesareans during their maternity care, according to a report. The charity Birthrights collated the experiences of 300 people in England who said they had felt or witnessed coercion within a maternity setting. It said caregivers used authoritative language that undermined the idea of women being able to make informed decisions regarding their maternity care. Experiences shared in the report include healthcare professionals telling women they must accept a vaginal examination or they will not be able to be admitted to the birth centre, and women feel put under pressure to accept an induction without it being explained why it was necessary. Experiences shared in the report include healthcare professionals telling women they must accept a vaginal examination or they will not be able to be admitted to the birth centre, and women feel put under pressure to accept an induction without it being explained why it was necessary. One woman recounted feeling forced into have a caesarean without having the reasons why it was necessary explained. “I remember a doctor saying to me: You can choose to have a C-section now or you can wait a few hours and I’ll press that buzzer behind your head and you’ll have one anyway,’” the woman said. Hazel Williams, the chief executive of Birthrights, said: “This crucial report documents the rise in coercive practices as a systemic problem across the maternity system, with Black and Brown women and birthing people facing the worst attacks on their human rights, choice and bodily autonomy. “Women and birthing people are repeatedly being told you are ‘not allowed’ or threatened with children’s services referrals, not given full facts and denied genuine informed choice. Coercion has no place in safe maternity care and must stop now.” Read full story Source: The Guardian, 17 March 2026 -
Content ArticleThe ability of healthcare staff to raise concerns safely and effectively is a cornerstone of good workforce culture and safe patient care. The extent to which employee voice is heard and acted upon is a good measure of the inclusiveness and psychological safety within teams, particularly whether concerns are raised “in the moment”. In turn, inclusiveness and psychological safety contribute to whether staff feel speaking up is safe and effective. In this review attached, Roger Kline, Research Fellow at Middlesex University Business School, explores the literature on patient safety and speaking up, arguing that staff being able to raise concerns safely and effectively is essential for patient safety, but the NHS continues to struggle with creating a culture where this happens reliably. Despite years of inquiries, policies, and the introduction of Freedom to Speak Up Guardians (FTSUGs), employee silence, fear of detriment and a sense of futility remain widespread. This review was written ahead of the publication of the Dash Review of patient safety across the health and care landscape and the NHS 10 Year Plan but the issues explored will be highly relevant to whether the Review and the Plan achieve their stated aims for quality and safety. Roger has written an accompanying blog discussing the findings of his review: Power and the sound of silence—A blog by Roger Kline
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News ArticleAn interim report into maternity and neonatal services across England has uncovered shocking allegations of racism, bullying, crumbling infrastructure, and births in undignified circumstances. Some families said that baby deaths were being misclassified to prevent further investigation. Baroness Amos, who is leading a national investigation into maternity care, said: "Maternity and neonatal services in England are failing too many women, babies, families, and staff." Investigators spoke to hundreds of harmed families and staff across 12 NHS trusts in England, many of whom shared shocking accounts of their experiences. Some families alleged in the report that their babies were designated stillborn instead of dying after birth. "They felt the system incentivised the recording of deaths as stillbirths as this prevents the case from being investigated by a coroner," the report said. Jack and Sarah Hawkins, whose daughter Harriet was stillborn, were not part of the Amos investigation, but have fought to get a separate inquiry launched for bereaved and harmed families in Nottingham. Jack said: "We have met a number of people and heard reports from a number of people whose babies they say were born alive and who the hospital say were born dead. "And that is a horrific position, a horrific thing to say, and yet of course we believe the victims, not the NHS, who have shown themselves to be sparing with the truth around some of these issues." Read full story Source: Sky News, 26 February 2026
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News ArticleStaff members at Wales' largest hospital have faced disciplinary proceedings after a "toxic culture" leaving some feeling unsafe at work was uncovered. The leaked Cardiff and Vale health board internal review included reports of "bullying and harassment" and "violent and aggressive" behaviour at a University Hospital of Wales (UHW) department. The investigation, which was completed in August 2024 but not made public, found "systemic failure at all levels" and "unchecked" poor behaviour at the Cardiff HSDU unit, which is responsible for the sterilisation and decontamination of medical equipment. The health board said it had acted "robustly and fairly" to deal with the "historic allegations". It said five members of staff had since been "subject to disciplinary action", and that "leadership oversight, management arrangements and team culture" had also been strengthened. Read full story Source: BBC News, 3 February 2026
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News Article
NHS patients put at risk by ‘sham investigations’, says ex-CEO of hospital
Patient Safety Learning posted a news article in News
Patients are being put at risk by NHS bosses launching “sham investigations” into whistleblowers to shut down concerns, a former hospital chief executive who won a £1.4m bullying claim has said. Dr Susan Gilby took over as chief executive at the Countess of Chester hospital in 2018 after it was rocked by the Lucy Letby case. She was awarded the payout – one of the biggest in NHS history – last month after a tribunal ruled she had been unfairly dismissed after raising concerns about alleged bullying and harassment by the chair of the hospital board. An employment judge found that board members of the hospital conspired to unfairly exclude her and deleted documents when she launched legal action. Speaking to the Guardian, Gilby said she had been “traumatised” by the experience and made to feel like a “pariah in the NHS” for refusing to drop her concerns in return for a “non-job”. “I feel desperately saddened that my NHS career has come to an end in the way it has. It’s had a really deep psychological impact [and] probably taken at least 10 years of working life away from me,” she said. “It’s been very isolating. People walk away when they realise you’re not willing to play by the NHS playbook and accept the offer to get you out of the situation. Doing that has resulted in being made to feel that I’m a pariah in the NHS.” Tribunal judges found that Ian Haythornthwaite, the chair of the Countess of Chester hospital NHS foundation trust, worked with three other senior figures to “engineer her dismissal” after Gilby raised a whistleblowing complaint about his “bullying and harassment”. Read full story Source: The Guardian, 1 February 2026 -
Content ArticleThis study aimed to understand NHS healthcare workers’ perceptions of toxic organisational cultures and behaviours, by undertaking an analysis of tweets. The prompt tweet was posted in late 2022 by @DrLindaDykes (a prominent UK physician), inviting healthcare staff to share their experiences of “red flags that indicate you're probably in a toxic organisation”. A qualitative analysis of response tweets was undertaken, using inductive thematic analysis. A total of 462 tweets were examined, revealing five key themes of what constitutes a red flag of a toxic workplace culture. The first theme was emotional depletion, with staff feeling drained and futile about their work. The second theme was incivility and unfair treatment, often rooted in a bullying culture. A third theme was a culture of blame shifting, whereby leaders and managers pressured frontline staff to resolve or take the blame for systemic issues, including understaffing. This also fed into the fourth theme, regarding staff feedback and/or concerns being ignored by leaders/managers. A fifth underlying theme was the fear of speaking out, with some employees facing punishment for doing so. This study highlights the pervasive and complex nature of toxic workplace cultures within the NHS, as experienced by healthcare professionals on Twitter. The findings demonstrate the importance of analysing social media posts to amplify critical voices often absent from more traditional methods of capturing healthcare workers’ opinions, such as staff surveys, offering valuable insights into the complexities of organisational dysfunction. There is an urgent need to tackle a culture of incivility to safeguard staff wellbeing.
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News Article
Letby trust pays £1.4m damages to ex CEO
Patient Safety Learning posted a news article in News
A former NHS chief executive has been awarded £1.4m in damages after suing the health service for unfair dismissal. Dr Susan Gilby took the Countess of Chester NHS Trust to court after being suspended in December 2022. The compensation is one of the largest payments the NHS has ever made to a former employee. The final cost to the taxpayer - including court costs - could be around £3m after the trust refused offers to avoid the case going to court. Gilby told the BBC she was relieved the case was over and that this "was never about the money." The Countess of Chester NHS Trust - where Lucy Letby worked - confirmed that a settlement had been agreed. The compensation payment comes after an employment tribunal ruled in February last year that board members at the trust had conspired to remove her from her job. Gilby had accused the trust's chairman, Ian Haythornthwaite, of bullying and harassment. In response, Haythornthwaite, working alongside three other directors, had set up Project Countess, to force Gilby out. Gilby, 62, said one of the trust's directors, Ros Fallon, took her to a pub on a Friday afternoon in October 2022 and told her it was "time for you to go". "She said: 'And if you don't agree to go, we will start a process against you'. She was unable to tell me what that process would be." Read full story Source: BBC News, 15 January 2026 -
News Article
Leaked report reveals culture of bullying and harassment at scandal-hit NHS hospital
Mark Hughes posted a news article in News
A culture of systemic bullying and harassment has been allowed to flourish among staff at one England’s most scandal-hit hospitals, a damning leaked report reveals. The safety of patients at Blackpool Victoria hospital was affected as a result of the failings, the report by the Royal College of Physicians (RCP) found. The report was provided to leaders at the Blackpool teaching hospitals NHS trust in January but its findings were not shared widely with staff until 10 months later, prompting concerns that employees’ ability to take urgent action on its 19 recommendations was compromised. Staff who spoke to the RCP inquiry team said that excessive workloads were handed to inexperienced doctors, leaving them fatigued and stressed while treating patients. They described a “keeping your head down culture” where their concerns were inadequately addressed. Consultants said that there was “systemic bullying, harassment and racial discrimination among staff”. Read full article. Source: The Guardian, 3 December 2025 -
Content Article
Across healthcare, social care and countless other industries, safeguarding failures, misconduct and preventable workplace incidents are too often preceded by missed opportunities to act. Staff frequently suspect issues but feel unable or unsafe to speak up. Internal processes for speaking up fail to gain trust and inspection bodies rely on outdated ‘tick-box’ policies. The result? Blind leadership, compromised quality output, costly crises, avoidable trauma, damaged reputations and lost talent. In this interview, Shaun Keep and Paul Adams, founders of Say So, discuss from their experiences some of the reasons why staff don’t feel able to speak up and why and how we can change attitudes and patterns of behaviour in the workplace. -
Content Article
In this interview series, NHS whistleblower Peter Duffy and Patient Safety Learning’s Chief Executive Helen Hughes explore how the healthcare system responds when its staff raise concerns about patient safety. In each episode, Helen and Peter interview someone who has spoken up about patient safety issues in healthcare organisations, or who works to help staff raise concerns where they see unsafe care. In this interview, Peter and Helen speak to Helené Donnelly OBE, who spoke up about unsafe care she witnessed while working as a nurse at Mid Staffordshire NHS Foundation Trust. Helené contributed as a witness to the inquiry led by Sir Robert Francis KC into failings at the trust and was also an advisor in the Freedom to Speak up Review in 2015, where she called for the creation of Freedom to Speak Up Guardians in the NHS. Helené explains why she decided to raise concerns about the quality of nursing care at Stafford Hospital A&E and describes the bullying and threats she received from other staff as a result. She discusses with Peter and Helen the barriers that still prevent staff speaking up today and what can be done to create a more open and responsive culture in teams and organisations. Helené highlights the need to reform how human resources departments respond to staff raising concerns and the vital role of embedding speaking up and organisational culture in the curriculum of all healthcare professional training courses. Subscribe to our YouTube podcast to keep up to date with the latest episodes. View a transcript of this interview Read a blog from Peter and Helen about the interview series- Posted
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News Article
‘Culture of bullying and undermining’ uncovered in trust’s maternity service
Patient Safety Learning posted a news article in News
Trainee midwives at a struggling trust have raised serious concerns about bullying and feeling afraid to speak up, an NHS England report has revealed. Experiences of pre-registration midwifery trainees at Birmingham Heartlands Hospital and Good Hope Hospital, part of University Hospitals Birmingham Foundation Trust, are detailed in a recent NHS England workforce, education and training report following a visit in January. The report said learners at BHH reported a “concerning culture of bullying and undermining”, with some midwives displaying hostility and rudeness, and one student constantly feeling like they were in “fight or flight mode”. At GHH, students were aware how to raise concerns but described it as a “waste of time”, telling NHSE qualified midwives had informed them they frequently raised concerns about staffing levels without these being resolved. Meanwhile, at BHH trainees said lack of action taken when they tried to raise concerns had created an environment where learners were reluctant to voice fears about patients or seek guidance on patient care. The NHSE report said students provided multiple instances of trying to raise concerns which were either not acted on or they experienced repercussions for having attempted to speak up. One person expressed concerns about a woman who had experienced severe bleeding following birth but their supervising midwife dismissed their concern. They then escalated the matter to another staff member and was taken more seriously, but as a result, the student said their supervising midwife “made my life hell” for the rest of the shift. NHSE said it heard examples where midwives made derogatory comments about students in public, including about one person’s weight, which caused them to leave the building in tears. Read full story (paywalled) Source: HSJ, 24 May 2024 -
News Article
Surgeons accused of racism, bullying and toxic power struggle
Patient Safety Learning posted a news article in News
Surgeons at a top NHS trust were embroiled in allegations of racism, sexism, homophobia and bullying that created a “toxic” culture and harmed patient care, according to a secret report. Consultants responsible for treating thousands of facial trauma patients at Barts Health NHS Trust in London have accused each other of poor surgery, causing avoidable complications and negligence. They say three patients went blind and others needed repair surgery. The surgeons’ relationships have deteriorated since 2017 amid “a constant fight for power and control of the unit”. At least seven patients, who had been waiting for operations for between three and five years, had their procedures cancelled after two doctors refused to work together. The trust admitted that no action had been taken against any of the surgeons and it only informed the Care Quality Commission about the report and its findings on Friday morning, after The Sunday Times made inquiries. The trust said it had found no evidence of patient harm and believed the service was safe. Read full story (paywalled) Source: The Times, 3 February 2025 -
News Article
Letby trust chair resigns after damning tribunal verdict
Patient Safety Learning posted a news article in News
The chair of a foundation trust has resigned after a tribunal found he unfairly forced out its former CEO, because she raised concerns about his bullying behaviour. Susan Gilby was CEO of the Countess of Chester Hospital Trust from 2018 until she was suspended and excluded from the premises in December 2022. The events unfolded at a hugely consequential time for the hospital. Dr Gilby, a former intensive care consultant, joined as medical director in August 2018. But she was made acting CEO shortly after, when her predecessor Tony Chambers was forced to leave, amid a rift with paediatricians and others over the Lucy Letby case. As she approached four years as CEO, the tribunal found Dr Gilby was the subject of a coordinated campaign instigated by chair Ian Haythornthwaite and carried out by chief people officer Nicola Price and two non-executives. The campaign was dubbed “Project Countess” and was “designed to protect the [chair] and manoeuvre [Dr Gilby] out of the trust”. It was launched after Dr Gilby began raising concerns with directors in spring 2022 about Mr Haythornthwaite’s “confrontational and aggressive behaviour”. The tribunal commented on Mr Haythornthwaite becoming angry with junior staff about the refurbishment of the trust offices while the “struggling organisation” faced “an erosion of public faith” in the trust against the backdrop of “a multiple murder inquiry”. This, it said, was “indicative of a chair prioritising his own self-interest above that of the trust and failing to work collaboratively with the CEO and staff”. Mr Haythornwaite joined the trust in 2021. COCH this evening said he had ”taken the decision to step down with immediate effect”. He said in a statement: “I have made this decision in the best interests of the trust so that the focus of the organisation can continue to be on delivering the best possible care to patients.” Read full story (paywalled) Source: HSJ, 14 February 2025 -
News Article
Letby trust CEO was forced out by ‘self-interested’ chair, tribunal finds
Patient Safety Learning posted a news article in News
A foundation trust CEO was unfairly forced out of her role, after whistle blowing about the bullying behaviour of its chair, a tribunal has ruled. Susan Gilby was CEO of the Countess of Chester Hospital Trust from 2018 until she was suspended and excluded from the premises in December 2022. The events unfolded at a hugely consequential time for the hospital. Dr Gilby, a former intensive care consultant, joined as medical director in August 2018. But she was made acting CEO shortly after, when her predecessor Tony Chambers was forced to leave, amid a rift with paediatricians and others over the Lucy Letby case. As she approached four years as CEO, the tribunal found Dr Gilby was the subject of a coordinated campaign instigated by chair Ian Haythornthwaite and carried out by chief people officer Nicola Price and two non-executives. The campaign was dubbed “Project Countess” and was “designed to protect the [chair] and manoeuvre [Dr Gilby] out of the trust”. It was launched after Dr Gilby began raising concerns with directors in spring 2022 about Mr Haythornthwaite’s “confrontational and aggressive behaviour”. The tribunal commented on Mr Haythornthwaite becoming angry with junior staff about the refurbishment of the trust offices while the “struggling organisation” faced “an erosion of public faith” in the trust against the backdrop of “a multiple murder inquiry”. This, it said, was “indicative of a chair prioritising his own self-interest above that of the trust and failing to work collaboratively with the CEO and staff”. In summer 2022, Dr Gilby raised her concerns directly with Mr Haythornthwaite, who refused suggestions of mediation, and reacted angrily, banging his desk. In September of that year, Dr Gilby “was subjected to concerted, aggressive and unjustified verbal attacks at the private board meeting [which] were not ’shut down’ by the [chair] when he could have and should have done so” according to the tribunal. The tribunal found “on the balance of probabilities” the chair and two NEDs “had agreed before the meeting that [Dr Gilby] would be personally criticised and held accountable for [the trust’s] financial position and steps taken to remedy it”. Read full story (paywalled) Source: HSJ, 14 February 2025 -
Community Post
Independent Review into the handling of whistleblowing at West Suffolk NHS Foundation Trust
Steve Turner posted a topic in Bullying and fear
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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.- Posted
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Community Post
Bullying In The NHS
Dominic Stenning posted a topic in Human factors (improving human performance in care delivery)
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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- Posted
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Content ArticleFollowing the Lucy Letby case, letters to the Times discuss workplace rights and safety in hospitals. Keith Conradi, former chief investigator, Healthcare Safety Investigation Branch, highlights a current NHS workforce too frightened to raise safety concerns, working in a toxic and bullying culture, where the predominance of HR approaches undermine the culture of safety. And Andrew Harris, professor of coronial law, William Harvey Research Institute, Queen Marys University London, writes that there is a duty on medical practitioners to report the circumstances of a death and not to limit disclosure to avoid investigation. In his letter he questions whether medical examiners across the country are acting independently of their trusts and properly notifying such cases.
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Content ArticleA number of serious concerns were raised about the University Hospitals Birmingham NHS Foundation Trust, relating to patient safety, governance processes and organisational culture. The Trust has been under review by the Birmingham and Solihull Integrated Care Board (ICB), following a junior doctor at the trust, Dr Vaishnavi Kumar, taking her own life in June 2022. In response to these concerns, a series of rapid independently-led reviews have been commissioned at the Trust. A follow up report into concerns raised about University Hospitals Birmingham NHS Foundation Trust has now been published showing the progress made against the recommendations made in the clinical safety (phase 1) report. It also collates the evidence from phase 2 and 3 of the review and assesses how the lessons learned can at this point be incorporated into the recovery and development plan that the Trust is already progressing. It also takes account of any other concerns that have arisen or been communicated to the review team. The phase 1 review highlighted four areas for improvement: clinical safety governance and leadership staff welfare culture. Appendices 1-4 of the report map the specific recommendations with progress so far. Appendix 1 – Patient Safety Review (Mike Bewick and team – phase 1) recommendations implementation plan: April 2023 Appendix 2 – Summary of the Culture Review by The Value Circle Appendix 3 – Well Led Diagnostic by NHS England Appendix 4 – UHB’s response to the Phase 1 recommendations
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Content ArticleAre whistleblower reward programmes a charter for malicious complaints, as some claim, or are they a genuine incentive providing a safety net against retaliation? How successful are these programmes in recovering fraud and other proceeds of crime and serious organised crime? This paper aims to answer these questions—it was produced by WhistleblowersUK in collaboration with US lawyers who contributed to the development and improvement of US reward programmes. It aims to address questions about the legislation around US reward programmes, dispel some of the myths and look at some of the objections attributed to British attitudes about rewarding whistleblowers.
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Content ArticleGaslighting at work can take many forms and is often subtle, causing the victim to question their perception. This blog gives some examples of gaslighting at work and suggests ways to deal with it if you believe you are experiencing gaslighting from a colleague.
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Content ArticleSurviving in Scrubs have published their first report 'Surviving healthcare: Sexism and sexual violence in the healthcare workforce' is now live. The report is an analysis of 150 survivor stories submitted to their website since they launched in 2022. It details the findings on the incidents, factors and challenges unique to healthcare that permit sexism and sexual violence in the healthcare workforce. The report contains recommendations to healthcare organisations to better support survivors and end these behaviours. Recommended actions: Education on sexism and sexual misconduct for all staff in healthcare including students, with a focus on responding to reports of sexual misconduct for managers, culture change, allyship and preventing sexual misconduct. Research into the impact of sexism and sexual misconduct on the healthcare workforce via an intersectional lens and development of evidence based interventions to prevent sexual misconduct. An independent inquiry into the culture of sexism and sexual misconduct in healthcare. Improved support for survivors, with access to specialist sexual violence support from independent sexual violence advocates provided by healthcare employers. A review of current policy and past cases by healthcare employers to improve internal processes. Introduction of specialist sexism and sexual misconduct policies, separated from other workforce policies, available in every healthcare employer. An independent anonymous reporting system available across the NHS. Reform from healthcare regulators to reduce the number of cases dropped before investigation and improved psychological safety measures for witnesses during the investigation and tribunal processes. A system to improve communication between healthcare employers, regulators, and the police. Mandatory reporting from the employer to healthcare regulator should be introduced for cases of sexual harassment and assault. Related reading on the hub Calling out the sexist and misogynist culture within healthcare: a blog by Dr Chelcie Jewitt, co-founder of the Surviving in Scrubs campaign
