A study conducted by Unison of more than 12,200 NHS Staff across the UK (including nurses, ambulance workers, porters and cleaners) has found that sexual misconduct is widespread. These chilling findings show that one in 10 reported unwanted incidents including being touched or kissed, demands for sex in return for favours and derogatory comments.
The survey findings published on Monday 8 April 2024 found of those reporting unwanted incidents, sexual assault was reported by almost three in 10 (29%). Half (50%) said they had been leered at or been the target of suggestive gestures, while a quarter (25%) said they had suffered unwelcome sexual advances, propositions or demands for sexual favours.
Despite the serious and even criminal nature of some of the incidents, half the staff had not reported sexual harassment to their employer, mainly through fear of being considered “over-sensitive” or a feeling that their employer would not act on their complaint.
These recent findings serve as a stark reminder of the overwhelming need for NHS employers to make significant changes urgently. For far too long, the NHS has apparently taken the path of least resistance and failed to root out sexual misconduct in the workplace and these finds show there is clearly a pressing need to drive cultural change when it comes to tackling sexual misconduct within the NHS.
Despite these findings, it is important to acknowledge the launch of the NHS Sexual Safety Charter introduced in September 2023, which is a welcome step forward. Today, the number of NHS organisations who are signatories to this Charter currently stands at an impressive 301, and each has committed to taking and enforcing a zero-tolerance approach to any unwanted, inappropriate and/or harmful sexual behaviours within the workplace, and to ten core principles and actions to help achieve this.
“Creating safer cultures within workplaces is increasingly being recognised as a priority for a range of organisations. It’s fantastic that so many NHS Trusts have committed to the NHS Sexual Safety Charter and are recognising their responsibility. However, we know from LimeCulture’s extensive work to tackle sexual misconduct, that signing up to the Charter will be the easy part….the hard work will need to come next – meaningful organisational change that truly impacts on the culture of the NHS for their staff.” says Stephanie Reardon, LimeCulture’s CEO.
LimeCulture believes that preventing and responding to sexual misconduct is essential for creating a positive work culture, complying with legal requirements, and protecting the well-being of employees and the reputation of the wider organisation.
“From our experience, effectively responding to sexual misconduct within the workplace requires an organisation to take a multifaceted approach that involves proactive measures (prevention initiatives), putting in place clear policies and procedures, making sure that effective training is provided to everyone, ensuring that report and support mechanisms are available, and ensuring access to swift and fair responses to incidents when they occur.”
LimeCulture believes that NHS Trusts and NHS employers will need to create safer cultures and organisational responses to sexual misconduct in a variety of ways including:
- Leadership Commitment, Governance and Accountability: Senior leaders and executives must demonstrate a strong commitment to preventing and responding to sexual misconduct within the organisation. They should lead by example, actively promote a culture of respect and inclusion, and hold themselves and others accountable for their actions. LimeCulture works with leadership teams to identify what action is required to model and embed safer cultures, creating a bespoke and tailored action plan for the organisation’s progress.
- Clear Policies and Procedures: Organisations need to establish clear and comprehensive policies and procedures that explicitly define sexual misconduct, as well as the consequences for such behaviours. These policies should be communicated effectively to all employees and stakeholders. LimeCulture assists organisations in developing or revising their policies and procedures related to sexual misconduct. We can provide guidance on creating clear, comprehensive, and legally compliant policies that reflect best practices and align with your organisation’s values and goals.
- Training and development: a quality programme of training should be provided to all employees to raise awareness about sexual misconduct and educate them on how to recognise and prevent sexual misconduct. Specialist training should be provided to upskill key staff members to enable them to respond safely and appropriately to sexual misconduct and provide immediate and ongoing support tailored to the specific context of the organisation. LimeCulture provides organisations with comprehensive training and development initiatives tailored to the specific needs and organisational context. Training initiatives can be focused on raising awareness of sexual misconduct right through to providing a cadre of staff with the skills and competence to deliver safe and effective support to victims/survivors.
- Reporting Processes: Organisations need to establish reporting processes to encourage victims and witnesses to report incidents of sexual misconduct that assure confidentiality, protect whistle-blowers from retaliation, and provide immediate and ongoing support to those who come forward (and/or those who are reported). LimeCulture provides consultation and advisory services to organisations seeking guidance on reporting processes for sexual misconduct cases.
- Provision of Support: Organisations should be able to offer internal support to those involved in sexual misconduct cases, for both employees who have reported sexual misconduct and for employees who are reported against (ie, those accused of being a perpetrator). It is essential to create a supportive and empathetic environment where employees feel safe and supported throughout the reporting and resolution process. LimeCulture provides consultation and advisory services to organisations wishing to put in place safe and effective support for employees involved in sexual misconduct cases. We also provide accredited training that will allow your organisation to create a cadre of highly trained staff who can provide enhanced, individually tailored support to staff involved in sexual misconduct cases; before, during and after any investigation or resolution processes.
- Investigation and Resolution Process: Organisations need to take complaints seriously and investigate them promptly and thoroughly, showing their workforce that these behaviours will be called out, no matter whose reputation is at risk. Organisations will also need to consider whether it is appropriate to appoint an external, independent investigator to investigate any sexual misconduct complaints raised, to ensure impartiality and protect the rights of both the reporting and the reported party, and implement appropriate disciplinary measures when misconduct is substantiated. LimeCulture provides advisory services to support organisations managing cases of sexual misconduct. We also provide trauma-informed training to investigators and disciplinary panels for handling sexual misconduct cases.
- Continuous Monitoring and Improvement: Creating a safer culture is an ongoing process that requires continuous monitoring, evaluation, and improvement. Organisations should regularly assess the effectiveness of their policies, procedures, training and other initiatives and make necessary adjustments to address any gaps or shortcomings. LimeCulture can evaluate the effectiveness of your organisation’s prevention and response efforts and make recommendations for improvement.
By implementing these key elements, NHS organisations can create safer cultures and effectively respond to incidents of sexual misconduct, thereby fostering a workplace environment where all employees feel safe, respected, valued, and empowered.
Moving forward: the Implications of the Unison Study
Given the fact that little has changed since June 2019, when Unison reported the finding of ‘It’s Never Ok’ study on sexual harassment – which found that nearly a quarter (22%) of the healthcare staff reporting harassment said they had been sexually assaulted and highlighted the psychological trauma suffered by the 700 staff who responded to say they’d suffered sexual harassment in the past year – the findings of the latest Unison report will, undoubtedly, make for depressing reading for NHS staff who have experienced any form of sexual misconduct in the workplace. The sad reality is that many NHS staff still consider it futile to raise concerns, insofar as they may perceive the odds to be stacked against them in terms of being believed and treated fairly. It is only if, and when, NHS employers take the proactive steps described above to reshape their culture, that their employees will feel empowered to raise and pursue concerns.
However, it will hopefully be of some reassurance that this is now an active area of interest for NHS England and hopefully Government. With the introduction of the NHS Sexual Safety Charter, we will hopefully see more NHS employers take steps to create safer cultures for their staff.
Whilst some of the NHS Sexual Safety Charter’s core principles should be easily implemented, it remains to be seen whether the 301 NHS Trusts who have signed up to the Charter will be able to fully implement all 10 of the core principles by the goal date of July 2024 and we look forward to seeing what happens in July and beyond. Indeed, creating safer cultures is something that takes time to get right and should certainly be an ongoing focus for all NHS employers beyond July.
It is important to realise that to implement and embed the Charter’s core principles properly, in a way that will create meaningful change, LimeCulture’s view is that NHS Trusts would benefit enormously from the independent scrutiny, advice and support of specialist organisations with the expertise, knowledge and skills around tackling sexual misconduct across organisations. LimeCulture is delighted to have been approached by a number of NHS Trusts to support them to work towards achieving the core principles of the NHS Sexual Safety Charter and we look forward to supporting them to create safer cultures for their staff.
For further information about how LimeCulture can support your organisation to create safer cultures for your staff, please email info@limeculture.co.uk
We are delighted to announce that the 1st Safer Sport Knowledge and Network Conference will take place on Wednesday 3rd July in Royal Leamington Spa.
You must be logged in to post a comment.