What is your workplace culture? - AfPP

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to relax) ♢ inability to switch off from work. On the other hand harassment is defined as unwanted conduct related to
FROM THE PRESIDENT

What is your workplace culture? Zero tolerance to bullying and harassment? Bullying at work can take many forms; some can be directed personally, others relate to work activities bullying, is a symptom of deeper problems within an organisation and an abuse of power. Bullying and harassment undermine physical and mental health, frequently resulting in poor work performance. For some workers it is so bad they decide to leave their job. Bullying and harassment cause a range of symptoms, some of which are: ♦ sleeplessness ♦ loss of confidence ♦ loss of appetite ♦ self-doubt ♦ hypervigilance (inability to relax) ♦ inability to switch off from work.

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ullying and harassment are a form of violence. It is unacceptable and constitutes a fundamental violation of human and legal rights that can lead to criminal prosecution and civil law action. Employers have a duty of care to provide a safe and healthy working environment. All doctors, nurses, ODPs and allied healthcare workers have a responsibility to ensure their own behaviour does not distress colleagues. There is no legal definition of workplace bullying. However, experts believe that ‘Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient’ (ACAS 2015). In 2011 a study was published in the UK which looked at workplace Ill treatment. This national study was funded by the Economic and Social Research Council and found that almost half of the British workforce had experienced unreasonable treatment at work in the past two years. Unreasonable treatment included unfairness, unmanageable workloads, bullying, disrespect and violence. Bullying is often perceived as a personality problem,”a spat between two individuals one of whom has an agenda or one of whom is super sensitive” (IOSH Safety and Health Practitioner Journal October 2015). The evidence apparently does not support this and identifies that ill treatment and in particular AfPP BOARD OF TRUSTEES PRESIDENT Mona Guckian Fisher, Independent Healthcare Consultant (Trustee) VICE PRESIDENT Adrian Jones, Orthopaedic Surgical Care Practitioner, Trauma & Orthopaedic Department, Norfolk & Norwich University NHS Trust (Trustee)

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On the other hand harassment is defined as unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating and intimidating, hostile, degrading, humiliating or offensive environment for that individual and is unlawful under the Equality Act 2010. Claims in relation to bullying and harassment can also be brought under the Protection from Harassment Act 1997, the Health and Safety at Work etc Act 1974, or as a personal injury claim.

The Human Rights Act (1998) Article 3 states that no one shall be subjected to torture or to inhuman or degrading treatment or punishment. It must always be remembered that reasonable management actions carried out in a fair way are not bullying. For example: • allocating work and setting performance goals, standards and deadlines • informing and warning a worker about unsatisfactory work performance • informing and warning a worker about inappropriate behaviour • undertaking performance management processes and providing constructive feedback. AfPP advisory service (PAS) offers professional advice only which is why the numerous enquiries we get in relation to employment and legal issues are forwarded to the separate and independent legal help line. This is provided as part of your membership benefits and you can source all information you need from our website: www.afpp.org.uk

If you have concerns in your workplace these are some of the steps that can be taken to address: • Keep a written record or diary of all bullying incidents, including past incidents – no matter how small they appear. • Speak to the bully or harasser (if you can): they may not have realised how distressing their actions are to you – if you are unable to do this, speak to your Manager or a colleague to raise it on your behalf. • Contact the AfPP Legal help line or your union (RCN, UNISON etc.) who will provide advice and support. • Contact the occupational health department. • Review the organisations policies and procedures for additional support and advice on how to take your concerns forward. Bullying is not currently a criminal offence but some behaviours associated with bullying such as harassment are.

ELECTED TRUSTEES Ruth Collins, Staff Nurse, Hillsborough Private Clinic (Trustee) Ann Conquest, Recovery Sister, Bedford Hospital (Trustee) Sandra Phillips, Training and Development Coordinator Main Theatres, Lancashire Teaching Hospitals NHS Foundation Trust (Trustee)

Mona Guckian Fisher President AfPP [email protected] Find AfPP on Facebook www.facebook.com/safersurgeryuk @SaferSurgeryUK References Institution of Occupational Safety and Health (IOSH) Safety and Health Practitioner (SHP) Journal October 2015. ACAS http://m.acas.org.uk Royal College of Nursing http://rcn.org.uk/nurses Unison https://www.unison.org.uk AfPP legal help line http://www.afpp.org.uk UK Legislation http://www.legislation.gov.uk Insight into ill-treatment in the British workplace: July 2011 http://tinyurl.com/socsi-insight http://www.cardiff.ac.uk/socsi/resources/insight11.pdf

Tracey Williams, Senior Lecturer in Operating Department Practice and Nursing Studies, University of Central Lancashire (Trustee)

PROFESSIONAL ADVISORY SERVICE For members of AfPP needing advice on professional and clinical issues: Email: [email protected]

CHIEF EXECUTIVE Dawn L Stott

Telephone: 01423 881300 If you are not a member please contact our membership helpline on 01423 882944

November 2015 / Volume 25 / Issue 11 / ISBN 1750-4589

21/10/2015 12:23

Disclaimer The views expressed in articles published by the Association for Perioperative Practice are those of the writers and do not necessarily reflect the policy, opinions or beliefs of AfPP. Manuscripts submitted to the editor for consideration must be the original work of the author(s). © 2015 The Association for Perioperative Practice All legal and moral rights reserved.

The Association for Perioperative Practice Daisy Ayris House 42 Freemans Way Harrogate HG3 1DH United Kingdom Email: [email protected] Telephone: 01423 881300 Fax: 01423 880997 www.afpp.org.uk