This is one of the recommendations from the ‘unit, trust and local education provider’ section of the RCOG/RCM undermining toolkit.
Strategic anti-undermining and anti-bullying groups/surveys
Where organisations have particular issues with their culture, an organisation-wide group can help support change. Human resources would usually lead this work, but representation from a wide group of stakeholders is crucial, as is input and commitment from senior leaders.
Such groups need to consider their terms of reference with regard to the needs of the organisation. However, based on advice in the Dignity At Work Policy, the remit might include:
- Setting policy/review
- Reviewing the effectiveness of the policy
- Monitoring the incidence of bullying and undermining
- Investigating incidents
- Providing impersonal/professional management
The group should provide a consistent approach and reassurance about fairness, non-recrimination and confidentiality.
Local surveys, including organisation-specific questions on the staff survey, can help maintain awareness of these issues and highlight new or unresolved problems. They also allow interventions to be targeted rather than using a ‘one size fits all’ approach.