Independent report into culture published by UHNM
Dr Matthew Lewis, Medical Director at University of North Midlands Hospitals NHS Trust said:
“We take these matters very seriously and, after taking action to commission the independent report, we have already made progress on behalf of our workforce to tackle the issues highlighted including investment in a fulltime Freedom to Speak Up Guardian.
“We will not tolerate any form of discrimination, bullying or harassment within UHNM and will continue to work with Brap and Roger Kline to ensure that everyone who works in our hospitals is treated with respect and has the opportunity to develop a fulfilling career.”
Background
- brap was selected following discussions with other NHS trusts which have undertaken similar work.
- brap supports organisations, communities, and cities with meaningful approaches to learning, change, research, and engagement (www.brap.org.uk).
- Mr Roger Kline is a Research Fellow at Middlesex University Business School. He wrote 'The Snowy White Peaks of the NHS' – an influential report on discrimination and how it affects patient care – and designed the Workforce Race Equality Standard for the health service.
- The brap and Mr Kline independent review has encompassed a confidential survey of all UHNM staff which was administered by Picker in both electronic and paper format.
- Staff were also offered the opportunity to speak to brap and Mr Kline on a one to one basis and as groups of staff.
- In addition, brap and Mr Kline reviewed all previous internal and external surveys and nationally collected data.
- More than 3,500 staff took part in the anonymous survey and in addition, many staff also shared their experiences in group and one to one interviews.
- The work the Trust has committed to includes developing and improving training, recruitment and promotion processes and opportunities as well as seeking expertise to assist interventions and support staff where there are specific, ongoing issues.
Actions taken since the recent Mr Kline/Brap independent review
- Additional investment in a fulltime Freedom to Speak Up Guardian.
- Additional investment within the OD service which has enabled the development of further training for managers and leaders to develop a positive, inclusive culture/environment.
- Focused work on civility and respect, as well as a just and restorative culture, has commenced and this will be expanded across all areas of the Trust.
- Significant investment over the last three years into services and staffing.
STATEMENT FROM BRAP/ ROGER KLINE
Ghiyas Somra, People, Policy, and Research Manager at brap said:
“This has been a complex and challenging review. We would like to thank everyone who took the time to share their experiences and views on how the Trust can improve.
“Like any work of this nature, expectations have been raised and the Trust now has an evidence base on which it can assess its performance on tackling bullying and harassment.
“Our report shows that whilst the Trust is by no means an outlier in relation to this agenda there is still more to do.
“It is incumbent upon leadership in the Trust to set out clear expectations about the behaviours they wish to see. Report findings suggest a culture in which doctors don’t always feel respected and supported by their colleagues. This needs to change.
“Our review also shows there is work to do to support nursing and other medical staff who experience abuse and harassment from patients and the public. Unfortunately, the most common ground for this sort of harassment is staff members’ ethnicity. This is coupled with survey findings showing BME staff are 1.6 times more likely than White staff to report experiencing bullying/harassment from a colleague.
“Incivility is currently a hot topic in the sector, but these findings show we can’t forget the importance of tackling ethnicity-based harassment.
“We welcome the fact that the Trust has decided to publish these findings to allow an open and informed debate to take place with their staff and local population.
“As the Trust benefits from a relatively new leadership team, there is no better time for them to champion this agenda. They have a clear mandate from staff, who want positive change – not only for their own wellbeing but also for patients too.”