NHSE High Impact Action 6:

Create an environment that eliminates the conditions in which bullying, discrimination, harassment and physical violence at work occur.

Raising concerns

We know that, across the NHS, one of the main reasons learners don’t speak up when they experience or see unprofessional behaviour is because they fear they might be victimised or punished for it.

Here in our region, we work really hard to create a culture of compassion, honesty and learning. We want everyone to feel they have a voice.

Speaking up takes courage but is the essential first step in challenging aspects such as intimidating behaviours and alerting the people who are in a position to listen and follow up concerns.

This area is to help learners understand the process about raising concerns and provide a safe space to do so.

If you feel the need to raise concerns keep a written record of your concerns and the actions you are taking. Include relevant emails and meeting notes and notes on the behaviours experienced.

It is advisable to understand and follow your organisation’s internal policies and procedures and initially raise concerns through local processes.

This can be done through either of the following pathways –

Within the organisation

1. The educator pathway - (via the usual education hierarchy: CS, ES, College Tutor/Foundation TPD, Deputy/DME AND/OR through Medical Education Management to Medical Education manager and DME team [inside the trust]; and the Deanery TPD/s, Head of School, Associate Dean/s [outside the Trust].
2. The Employment/Human resources pathway - through line management (Clinical/Service Lead/Director, Divisional Management, Deputy/Medical Director) OR through Human Resources Business Partners AND/OR the Freedom to Speak Up Process.

You can get advice from:

Your medical defence body, royal college or professional association such as the BMA

The form below is to be used if:

If you cannot raise the issue with the responsible person or body locally because you believe them to be part of the problem.

If you have raised your concerns through local channels but are not satisfied that the responsible person or body has taken adequate action.

How to use the form:

We would encourage you to speak up formally but realise not everyone feels able to do so.

If you choose to be anonymous, please fill in the form with as much detail as you can.

If you choose to give us your name, we will not share your concern with anyone else without getting your permission first.

What happens next:

The form will be received by the EDI team. A member of the team will contact you to acknowledge your concerns and later on to let you know the outcome.  Any issues raised will be passed onto the PGME team to address your concern. Final reporting will be to the senior leadership team.

Here are some ways on how your concerns maybe addressed -

1. You maybe offered mediation and a conversation with the concerned individual over a cup of tea. https://nationalguardian.org.uk/case-study/nurturing-equality-and-diversity/

An open approach to apologies - National Guardian's Office

1. Your concerns could be investigated formally where all parties are interviewed. You will be informed of the outcome. Case study - 100 Voices: Incivility in the workplace - National Guardian's Office
2. There maybe intervention from the deanery team if there is a theme emerging within your workplace.

Authorship:

EDI Team 2024 in collaboration with

DME team 2024

SLT 2024