For the first time, NHS staff have been asked if they had experienced sexual harassment while at work as part of its annual workforce survey.
Nine per cent of all NHS staff and 18 per cent of medical and dental staff in training have been the target of unwanted sexual behaviour in the NHS from patients, service users, their relatives or other members of the public. The data also shows that 3.84 per cent of NHS staff have been the target of unwanted sexual behaviour from staff/colleagues in the NHS.
Ambulance staff were particularly affected by sexual harassment, with just under a quarter of staff reporting unwanted sexual behaviour from the public last year.
The NHS launched its first ever ‘Sexual safety charter’ at the end of last year, which includes a commitment for trusts to improve the reporting of unacceptable behaviour.
Navina Evans, chief workforce of training and education officer, said, “It is very distressing that more than 58,000 NHS staff reported experiencing unwanted sexual behaviour from the public last year, and such conduct should not be tolerated in the NHS.
“That is why the NHS launched its first ever ‘Sexual safety charter’ last year, which provides clear commitments to improve reporting on unacceptable behaviour, as well as appointing more than 300 domestic abuse and sexual violence leads who will review and improve trust policies for reporting of sexual harassment.
“While there is still more to do, it is good news that less than 12 months after the publication of the NHS Long Term Workforce Plan, staff are happier at work than last year thanks to initiatives such as flexible working hours, clinical support squads to help menopausal women at work, and human resources stay advocates.”
As part of the NHS England-funded retention programme, one trust implemented a ‘red card’ policy that sanctions patients and visitors who are violent or abusive towards staff.
A yellow card represents the failure to stop inappropriate behaviour after a written warning, and if the behaviour persists within 12 months, a red card status can be issued, excluding a patient or visitor from treatment within the trust unless they need emergency care.
The survey shows staff feel more comfortable speaking up about experiences of harassment, bullying or abuse, with over half (51.86 per cent) feeling empowered to raise incidents, a rise from 49.81 per cent in 2022.
Vivien Lees, vice president of the Royal College of Surgeons of England (RCS England) and lead on sexual misconduct, responded to the findings, “For the first time, the ‘NHS Staff Survey’ asked respondents if they had been the target of unwanted behaviour of a sexual nature in the workplace. Gathering this data is an important step as it gives us a better picture of the scale of the problem.
“It is essential that staff members feel empowered to report instances of misconduct without fear of reprisal or negative impact on their career progression. They also need to feel confident that reports will be believed. As an important first step, we have written to NHS Trusts that haven’t yet signed the NHS sexual safety in healthcare charter, encouraging them to do so as soon as possible. RCS England is actively lobbying accountable government and NHS organisations on the Working Party on Sexual Misconduct in Surgery (WPSMS) recommendations including the need for reforms of reporting and investigation processes.
“There is absolutely no place in healthcare for these abhorrent behaviours. RCS England is committed to a zero-tolerance approach to sexual misconduct, and we will actively work to eradicate this behaviour in surgery and healthcare. The charter, which we have signed, requires healthcare organisations to ensure appropriate policies and reporting mechanisms are in place for sexual misconduct.”
A Department of Health and Social Care spokesperson said, “Discrimination, sexual harassment or misconduct of any kind is unacceptable, and NHS organisations have a responsibility to protect both staff and patients.
“We have the Workforce Race Equality Standard in place and have launched the first ever ‘NHS Equality, Diversity and Inclusion Improvement Plan’ to tackle the racism, prejudice and discrimination that some staff experience by making local boards accountable for improving their workplace culture.
“The NHS also set out its sexual safety charter, which is the first of its kind and has been signed by over 250 signatories from across the health system. It outlines ten pledges, including commitments to provide staff with clear reporting mechanisms, training, and support.”