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Found 85 results
  1. Content Article
    Key points Freedom to Speak Up Guardians are required to record all cases of speaking up that are raised to them. Your records: help you keep track of individual cases promote consistency in the handling of cases provide a measure of the speaking up culture in your organisation and the use of the Freedom to Speak Up Guardian route act as a source of intelligence enabling trends in, and barriers to, speaking up to be identified. Cases should be recorded: in a consistent and systematic way with due regard for confidentiality in compliance with local data and information management, and security policies. Confidentiality should always be respected and details of individual cases should not be shared outside the bounds of your agreement with the individual you are supporting. As a general rule, without express consent, this includes not sharing details of individual cases amongst local networks of champions/ambassadors etc. nor with other parts of your organisation, or with outside organisations. In some circumstances confidentiality may need to be broken (for instance if there is an immediate risk of harm to an individual) – decisions on the extent of information that needs to be disclosed to enable appropriate action will need to be taken on a case-by-case basis. The Data Protection Act 2018 and the General Data Protection Regulation (GDPR) form part of the data protection regime in the UK. You should seek advice from the experts in your organisation regarding the data you are collecting, how it is processed, stored and retained/destroyed. Be aware that your records may be requested weeks, months or even years after their creation and this should be taken into account when setting up your systems.
  2. Content Article
    Whilst the principle aim of the guide is to support Guardians’ training needs, reflective practice and self-development, it could also be useful for: Regional and National Networks who might like to use the resources to support a local conversation about aspects of good practice Induction and other training programmes, for which the guide provides easily accessible materials to use and download. Organisations keen to support their Guardians by understanding the nature and complexity of the role. Informing Guardian’s organisational appraisals and PDPs. The Guide offers a short perspective on each of twenty-one competencies alongside questions for reflection and links to supportive material which will be regularly refreshed.
  3. Content Article
    Actions the National Guardian's Office will take: Improve the office’s offer of support and guidance. Further enable existing guardians to support each other. Take positive action to support guardians in trusts with less positive speaking up cultures. Improve understanding of the impact of the guardian role, and Freedom to Speak Up culture in the NHS . Develop governance arrangements and explore further the office’s standing and role in the wider system. Increase reach into the primary care landscape. Join-up cross system drivers for improving freedom to speak up culture.
  4. Content Article
    It is expected the executive lead for FTSU to use the guide to help the board reflect on its current position and the improvement needed to meet our expectations. Ideally the board should repeat this self-reflection exercise at least every two years. It is not appropriate for the FTSU Guardian to lead this work as the focus is on the behaviour of executives and the board as a whole. But obtaining the FTSU Guardian’s views would be a useful way of testing the board’s perception of itself. The improvement work the board does as a result of reflecting on our expectations is best placed within a wider programme of work to improve culture. This programme should include a focus on creating a culture of compassionate and inclusive leadership; the creation of meaningful values that all workers buy into; tackling bullying and harassment; improving staff retention; reducing excessive workloads; ensuring people feel in control and autonomous, and building powerful and effective teams.
  5. News Article
    A hospital boss championed by Matt Hancock has been told to end “a toxic management culture” after doctors were asked to provide fingerprint samples to identify a whistleblower. The Royal College of Anaesthetists (RCoA) has urged the chief executive of West Suffolk hospital, Steve Dunn, who Hancock described as an “outstanding leader”, to take urgent action to improve the wellbeing of senior clinicians and “thereby the safety of patients”. In a strongly worded letter sent to Dunn in July, seen by the Guardian, the RCoA president, Prof Ravi Mahajan, reminded him that “undermining and bullying behaviour is unacceptable”. Following a three-day review of the hospital, Prof Mahajan’s letter said senior anaesthetists had complained about a “toxic management culture that risks impairing their ability to care safely for patients”. The incident, and other failings in patient safety, contributed to the hospital becoming the first ever to be relegated by Care Quality Commission (CQC) inspectors from “outstanding” to “requires improvement” in January. A spokesman for the trust said: “Ensuring our colleagues work in a supportive, safe environment is good for our staff and means better patient care, which is why we have done extensive work this year to act on feedback about our working culture, including taking action to address the concerns raised by the Royal College of Anaesthetists.” Read full story Source: The Guardian, 11 September 2020
  6. Content Article
    Follow the link below for more information and an illustrative example from the Royal College of Obstetricians and Gynaecologists.
  7. News Article
    A nurse in the US sued Louisville, Ky.-based Kindred Healthcare this week, alleging the organisation fired him in retaliation for raising patient safety concerns. Sean Kinnie worked as an intensive care unit nurse at Kindred Hospital-San Antonio. Mr Kinnie claims he was suspended twice and then fired after leaders at the 59-bed transitional care hospital learned he anonymously reported patient safety concerns to The Joint Commission in November 2019 and January. Mr Kinnie said issues related to inadequate staffing and unsanitary care environments put patients in "grave danger," according to the lawsuit. He also said the hospital created a culture in which employees were afraid to stand up for patients for fear of retaliation from management. In January, Mr Kinnie told the hospital's chief clinical officer Sharon Danieliewicz that he was the staff member who reported the patient safety concerns to The Joint Commission. Mr. Kinnie claims he faced increased scrutiny after this disclosure and was ultimately fired Feb. 24 for violating facility policy. Read full story Source: Becker's Hospital Review, 24 August 2020
  8. News Article
    Hospital nurses were told their "lives would be made hell" if they complained over conditions on a coronavirus ward, a union has claimed. Unison has raised a group grievance for 36 employees, most of them nurses, at Nottingham University Hospitals Trust. It said staff on the Queen's Medical Centre ward were not trained properly, faced bullying for raising concerns and denied PPE "as punishment". The trust said the allegations were "very troubling". The union said the staff, which included nurses, senior nurses and healthcare assistants, volunteered to work on the hospital's only ward dealing with end-of-life coronavirus patients. It claimed they were not given any specialist training or counselling for dealing with dying patients and their grieving relatives. An anonymous member of staff described it as "incredibly stressful". Another worker said a board with everyone's record of sickness was put on display in a break room to intimidate staff. Dave Ratchford from Unison said: "This is absolutely shocking stuff. We're talking about a very high-performing team who fell foul of a culture that permits bullying and fails to address it" "Staff were told their lives would be made hell for complaining." Read full story Source: BBC News, 21 July 2020
  9. Content Article
    The index has risen nationally from 75.5% in 2015 to 78.7% cent in 2019.Fostering a positive speaking up culture sits firmly with the leadership and organisations with higher FTSU Index scores tend to be rated as Outstanding or Good by the Care Quality Commission (CQC).All organisations should use the FTSU Index to help identify areas where workers feel less supported to speak up and to focus on ways to improve. This is especially important for those organisations which feature lower down the FTSU Index. It is good practice for all organisations to look at the results of their staff surveys to understand the reality of how workers feel about speaking up.For organisations which appear lower down on the FTSU Index, it encourages them to identify higher scoring or most improved Trusts in your region, and find out what you can learn from how they are embedding Freedom to Speak Up in their organisations.