The connection between bullying and undermining behaviour and patient safety has become clearer and less contentious over the past few years.
The evidence that this behaviour has a negative impact on the workings of a team or unit are growing. The problems of undermining and bullying extend well beyond surgery and dentistry and affect the whole healthcare sector. The Illing report, published in 2013, provides a comprehensive review of the literature on the occurrence, causes, consequences, prevention and management of these behaviours in the NHS.
Being a surgeon or dentist requires far more than just technical excellence. How surgeons and dentists behave shapes the culture we work in, those we train and the profession as a whole. Negative behaviour such as bullying, harassment, discrimination and undermining will always threaten to undermine the wellbeing and mental health of victims, and the quality of patient care. However, these behaviours are treated differently in law, and so there are different remedies and actions recommended by the College for Fellows and Members seeking to pursue legal action. The following section defines each behaviour and the relevant law.
The RCSEd are committed to meeting the challenges facing our profession, to change the culture within surgery and build a safer, more respectful workplace that will be beneficial for patients, trainees and all our colleagues. This involves identifying and addressing unacceptable behaviours.
The Royal College of Surgeons of Edinburgh
Bullying itself is not against the law, but harassment is (see below).
Bullying is viewed as unreasonable behaviour that creates risk to the physical or mental health or safety of an individual. This behaviour may be characterised as offensive, intimidating, malicious or insulting, or it may be abuse or misuse of power through means that undermine, humiliate or intimidate an individual.
It is behaviour that is repeated over time or occurs as part of a pattern of behaviour. A one off abrupt comment is not bullying. These behaviours are identified by the effect they have, not the intention of the perpetrator. Some practices in the workplace may seem unfair but will not necessarily amount to bullying.
Examples of bullying include:
- Unfair or unjust treatment
- Intimidation, derogatory or abusive interactions
- Denying training or promotion opportunities
- Spreading malicious rumours