New NHS programme to target bullying, harassment and abuse across trusts
A new programme to stamp out racism in the NHS has been launched after a report confirmed staff from Black and minority ethnic backgrounds experience bullying, harassment and abuse at disproportionately higher levels than their white colleagues.
The NHS Race and Health Observatory will work with universities in Birmingham and Sheffield, as well as the Yorkshire and Humber Patient Safety Research Collaboration, to gather evidence and develop recommendations tailored for individual trusts and regions. The observatory said it will ensure “greater accountability and drive where progress is lacking”.
The 16-month programme was borne out of this year’s findings from the NHS Workforce Race Equality Standard Report – just one in a series of reports which highlighted the urgent need for cultural reform within the NHS.
The report found countless disturbing workplace trends, including white applicants remaining significantly more likely to be appointed for new roles compared to Black and ethnic minority applicants, lower access to non-mandatory training for minorities, and increased bullying, harassment and abuse from both staff and patients.
With nearly 30% of the NHS workforce comprised of individuals from minority ethnic backgrounds, the significance of this issue and the pressing need for action to create safer and fairer workplaces cannot be overstated.
Owen Chinembiri, assistant director of the NHS Race and Health Observatory, emphasised that such conduct can have a profoundly damaging impact on staff wellbeing and contribute to a pervasive culture of fear within NHS trusts.
He pointed out “significant disparities” in how these behaviours affect different ethnic groups across the NHS, highlighting that staff from Black, Asian and minority ethnic backgrounds are often overrepresented in lower pay bands and report poorer overall workplace experiences.
The programme aims to close the ethnicity gap in bullying, harassment and abuse claims, while simultaneously striving to reduce the overall prevalence of such conduct within the NHS.
The study will analyse data from historical NHS staff surveys, alongside detailed case studies, interviews and focus groups, to identify trends across various staff and ethnic groups. The observatory will also assess organisational culture, HR policies, leadership influence and other existing interventions within trusts to pinpoint gaps and set improvement targets.
While the final programme report is still pending, the observatory’s interventions are anticipated to pave the way for safer and fairer workplace environments within the NHS. It is hoped the recommendations will lead to substantial change, fostering environments where staff feel empowered to voice their concerns, confident that inappropriate behaviour will be addressed effectively.
Prioritising the safety and wellbeing of healthcare professionals is essential. The industry must foster a culture of accountability, allowing staff to remain focused and motivated to deliver exceptional patient care.
As Professor Habib Naqvi, chief executive of the Directory, poignantly stated: “Bullying, harassment and abuse have no place within the NHS – an organisation that was established to provide compassion and care to others.”
Abuse of any form should not be tolerated. If you have been the victim of bullying or harassment at work, we encourage you to reach out to Bolt Burdon Kemp for a free and confidential conversation with one of our experts.
