{"id":3651,"date":"2015-09-28T12:56:12","date_gmt":"2015-09-28T02:56:12","guid":{"rendered":"https:\/\/www.wiseworkplacetraining.com.au\/2021\/09\/11\/cut-to-the-quick-part-ii-what-happens-next\/"},"modified":"2021-09-11T12:56:20","modified_gmt":"2021-09-11T02:56:20","slug":"cut-to-the-quick-part-ii-what-happens-next","status":"publish","type":"post","link":"https:\/\/www.wiseworkplacetraining.com.au\/2015\/09\/28\/cut-to-the-quick-part-ii-what-happens-next\/","title":{"rendered":"Cut to the Quick Part II: What Happens Next?"},"content":{"rendered":"
It\u2019s a delicate balance; how do you encourage employees to speak up about bullying and harassment in the workplace if they fear doing so will harm their career?<\/p>\n
This is a central issue stemming from the release of a draft report into harassment, bullying and discrimination in the practice of surgery. The report, released earlier this month, found nearly half of junior respondents reported that they had been subjected to some form of abuse. Senior surgeons and consultants were thought to be the primary source of the problems.<\/p>\n
Some of the reasons for reluctance or failure to complain about poor treatment included:<\/p>\n
In our previous article, we looked at the findings of the report.<\/p>\n
This week we ask the question: What can you do if people are being abused at work but don\u2019t feel they can report it?<\/p>\n
Two of the most obvious solutions are to establish a whistleblower hotline, and to put confidential reporting systems in place.<\/p>\n
Setting up a whistleblower hotline allows for the whistleblower’s confidentiality and anonymity to be maintained as far as possible. Information on how to make a report and the process for the handling of tips should be clearly outlined and available.There are a number of other things employers can do to support whistleblowers, including:<\/p>\n
The first step is to make sure that policies governing bullying and harassment in the workplace are available to all employees. Clear guidelines for the submission and handling of complaints or concerns should be in place, whether you set up a phone line or online reporting.<\/p>\n
Other factors to consider include:<\/p>\n
Interestingly, by far the most compelling ideas for fixing the problems in the practice of surgery came from the respondents themselves, many of whom chose to anonymously offer suggestions via online forums that were facilitated by the Expert Advisory Group (EAG) that was set up to research and write the draft report.\u00a0They included:\u00a0<\/span><\/p>\n It remains to be seen what action will be taken. What is certain is that without change, society will pay the price for the attrition of junior surgeons who simply cannot (and shouldn\u2019t have to) stand up to the abuses inflicted upon them by their superiors.\u00a0The problems in this field are certainly not unique, but they do highlight the need for all employers to put appropriate protections and avenues for complaint into place.<\/span><\/p>\n <\/p>\n\n
NEED A SPECIALIST? \u00a0ENGAGE AN EXPERT<\/h5>\n
CONDUCTING WORKPLACE INVESTIGATIONS – ADVANCED<\/span><\/h5>\n<\/div>\n