Bullying problem at hospital

21 January 2009

BULLYING and harassment is a "widespread problem" at Newham General Hospital with the majority of workers there believing it occurs and more than a quarter having fallen victim to such abuse, according to a staff survey.

Upon discovering the results- which covered just a six month period- hospital chiefs decided immediate action was necessary, a meeting of Newham University Hospital Trust's board of directors and bosses were told.

The survey- aimed at measuring diversity and inclusion- revealed that only 13 per cent of workers who responded feel that bullying and harassment does not occur at all, the Recorder has discovered.

All staff at the trust, which also covers the Gateway Surgical Centre based next to the hospital, had the opportunity to take part in the survey, which ran for around seven weeks and was 'heavily promoted.'

There were 456 respondents- a response rate of 24 per cent. Ten focus groups were also conducted. "The sample was broadly representative of the trust workforce demographic profile," said a report to the board from the trust's head of equalities, diversity and customer care Farida Malik.

Overall, 58 per cent of respondents said they believe bullying and harassment takes place, 13 per cent believe it does not, and 29 per cent were unsure.

Twenty-seven per cent said they had personally suffered it, and 60 per cent said they had not.

Certain groups of staff feel "particularly exposed," it was reported.

Senior leaders are thought to promote diversity and inclusion, but how inclusive the 'top team' is when it comes to making promotion decisions, is questioned by staff, revealed the survey.

A key finding was that "the promotion process in general is not seen by all staff as fair and equitable. There are some perceptions of 'shoulder-tapping' and a sense that some decision are made according to which 'in-group' people are in.

"The upgrading of jobs is also seen as a 'back door' to circumnavigate the structured promotion process."

It was also discovered that staff generally feel a good sense of organisational belonging, commitment and fitting in, although several examples of 'in-groups' and 'out-groups' were mentioned.

The trust scored satisfactorily across some of the questions, bosses were told.

Priority areas for urgent action are bullying and harassment, promotion and progression, and work life and flexible working.

Groups of workers found to be least happy were black Caribbean and black African staff, those with a disability, and medical and dental workers. Work has been, and is being, done to improve, the board were told.

Staff perceptions were measured across eight key factors of diversity and inclusion. This covered their views on leaders at the top of the organisation; day-to-day immediate managers; values; recruitment; promotion, progression and development; 'fitting in;' bullying and harassment; and 'the way in which people engage in and are engaged by, diversity and inclusion.'

Also probed were the extent to which staff feel loyalty and commitment to the organisation and the frequency of morale and distress experienced in the workplace.