Workplace Behaviour Toolkit _ RCOG Training.pdf

workplace beaviour toolkit for the RCOG training

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Workplace Behaviour Toolkit
Evidence type
Reflective practice
Event date
08 Aug 2024
Trust
Lewisham and Greenwich NHS Trust
Location (hospital)
University Hospital Lewisham
Trainee grade
Specialty Doctor
Area leading to reflection
Other
What happened?
I read this wonderful resource on Workplace Behaviour Toolkit on RCOG platform, which has opened my eyes. Workplace Behaviour Toolkit is an invaluable
resource for any organization seeking to cultivate a professional, respectful, and productive work environment. While challenges in implementation may arise, the
benefits far outweigh the difficulties. The toolkit not only provides clear guidelines for acceptable behaviour but also promotes a culture of respect, inclusion, and
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2. ethical conduct. Reflecting on and engaging with this toolkit can lead to personal and professional growth, enhancing both individual and organizational success.
There has been wide ranging research undertaken on the prevalence and effects of bullying, harassment and undermining in the NHS. For one of the most
comprehensive reports, one of which is Illing Report, published in 2013. 24% of NHS staff working in acute Trusts report bullying and this is in keeping with data
from a meta analysis of 24 countries with prevalences ranging from 11-18%.
A Workplace Behaviour Toolkit is an essential tool in the NHS, playing a critical role in maintaining a respectful, safe, and inclusive workplace. By addressing issues
like bullying, undermining, and discrimination, the toolkit helps to protect the well-being of NHS staff and ensures that they can provide the best possible care to
patients. The challenges of implementation are significant, but with strong leadership and ongoing commitment, the benefits of such a toolkit are far-reaching. This
reflection underscores the importance of such a toolkit not only in improving workplace culture but also in enhancing the overall effectiveness and sustainability
of the NHS.
Important points
Reflecting on a Workplace Behaviour Toolkit, particularly within the context of the NHS (National Health Service), requires an understanding of the specific
challenges faced in such a high-pressure, diverse, and essential environment. The NHS is a cornerstone of public health in the UK, and ensuring a safe, respectful,
and inclusive workplace is crucial for both staff and patients.
Purpose of a Workplace Behaviour Toolkit in the NHS:
In the NHS, a Workplace Behaviour Toolkit is vital in promoting a professional and respectful environment. It serves as a guide for employees at all levels to
understand the expected standards of behaviour and the consequences of failing to meet those standards. Given the diverse and dynamic nature of the NHS,
where individuals work in high-stress situations and interact with people from various backgrounds, the toolkit plays a crucial role in maintaining a supportive and
inclusive workplace.
Reflection
I have reflected on this and focused on the general importance of the toolkit, with a particular emphasis on tackling bullying, undermining, and discrimination.
Addressing Bullying, Undermining, and Discrimination
Bullying
Bullying in the workplace involves repeated, unreasonable actions that intimidate, degrade, or humiliate an individual. In the NHS, where teamwork and trust are
critical, bullying can have devastating effects on staff morale, patient care, and overall team cohesion.
Recognizing Bullying: The toolkit should include clear definitions and examples of what constitutes bullying, such as verbal abuse, spreading malicious rumours, or
deliberately excluding someone from work-related activities.
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3. Reporting Mechanisms: It’s essential for the toolkit to outline the procedures for reporting bullying. This includes anonymous reporting options, the roles of HR
and line managers, and the protection of whistleblowers to ensure that individuals feel safe when coming forward.
Intervention and Support: The toolkit should specify the steps for intervention, including immediate managerial support, mediation, and if necessary, formal
investigations. Additionally, it should highlight the availability of support services such as counseling for those affected by bullying.
Undermining
Undermining involves actions that subtly or overtly belittle an individual’s contributions or capabilities. In the NHS, this can occur among peers, between different
levels of staff, or even between departments, and can severely impact the confidence and performance of healthcare professionals.
Awareness Training: The toolkit should promote training programs that help staff recognize undermining behaviour, which can often be subtle or unintentional.
These programs should educate employees on the impact of such actions and how to avoid them.
Empowering Staff: It is crucial that the toolkit empowers staff to speak up if they feel undermined. This includes creating a culture where constructive feedback is
encouraged, and where concerns are taken seriously without fear of retribution.
Promoting Positive Leadership: Leadership plays a key role in preventing undermining. The toolkit should encourage leaders to adopt inclusive leadership styles,
where the contributions of all staff members are recognized and valued.
Discrimination
Discrimination in the NHS, whether based on race, gender, age, sexual orientation, religion, or any other characteristic, is not only unethical but also illegal. It can
manifest in various forms, from overt actions to subtle biases that affect decision-making processes.
Zero-Tolerance Policy: The toolkit must reinforce a zero-tolerance approach to discrimination, making it clear that any form of discrimination is unacceptable and
will be met with serious consequences, including disciplinary action.
Training and Awareness: Regular training on diversity and inclusion should be a mandatory part of the toolkit, ensuring that all employees are aware of what
constitutes discrimination and how to prevent it. This training should also cover unconscious bias and its impact on workplace dynamics.
Inclusive Practices: The toolkit should advocate for inclusive practices, such as diverse hiring panels, inclusive language in communications, and policies that support
the needs of all staff, including those with disabilities or different cultural backgrounds.
Support and Resources: Providing access to resources such as equality and diversity champions or advisory services is essential. These resources can offer
guidance and support to individuals who feel they have been discriminated against.
Record of discussion with trainer/action plan
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4. The effective implementation of a Workplace Behaviour Toolkit within the NHS can significantly improve the workplace culture. By addressing bullying,
undermining, and discrimination head-on, the toolkit helps create a more supportive and inclusive environment. This not only enhances staff morale but also has a
direct impact on patient care. A workforce that feels respected and valued is more likely to be engaged, motivated, and committed to providing high-quality care.
Challenges in Implementation: Implementing these principles within the NHS comes with challenges. The sheer size and complexity of the organization, combined
with the high-pressure environment, can make it difficult to ensure that all staff are fully engaged with the toolkit. Additionally, deeply ingrained cultural issues, such
as hierarchical structures and historical biases, can be resistant to change.
Leadership Commitment: To overcome these challenges, it is essential that leaders within the NHS are fully committed to the toolkit’s principles. Leadership must
not only endorse the toolkit but also model the behaviour it advocates.
Ongoing Training and Support: Continuous training and support are necessary to ensure the toolkit is not just a document but a living part of the NHS culture.
This includes regular refresher courses, updates to the toolkit as new challenges arise, and an open dialogue about its effectiveness.
Reflecting on the importance of a Workplace Behaviour Toolkit in the NHS has deepened my understanding of the challenges faced by healthcare professionals
and the significance of a respectful and inclusive work environment. Engaging with these issues has highlighted the need for vigilance in maintaining high standards
of behaviour, especially in a setting where the stakes are so high.
Personally, I have learned the importance of being proactive in addressing and reporting unacceptable behaviour, whether it’s bullying, undermining, or
discrimination. I have also come to appreciate the value of empathy, active listening, and inclusive leadership in fostering a positive workplace environment. These
insights will not only shape how I interact with colleagues but also reinforce my commitment to upholding the highest ethical standards in my professional
conduct.
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