Conduct, concerns & equality

Bullying & harassment

Our Policy on Bullying and Harassment commits the CCG to:

  • Creating a positive culture to work in, including staff training
  • Challenge inappropriate behaviour and zero tolerance
  • Appointing a Freedom to Speak up Guardian for bullying and harassment
  • Quickly responding to complaints

The WECCG Board has pledged to ‘Stamp out Bullying’ in a recent campaign. In tandem with this staff have had training in harassment and bullying issues and many have signed a pledge to ‘Stamp out bullying’.

To sign up and take the pledge please contact ccg.training@nhs.net

Grievance

The CCG recognises the contribution of employees and we are committed to providing good working conditions and standards.

We encourage open communication between employees and their managers to ensure that questions and problems arising during the course of employment can be aired and, where possible, resolved quickly and to the satisfaction of all concerned.

The aim of the Grievance Policy is to settle grievances as near to the point of origin as possible. Staff and managers should try to resolve issues informally first, and to use the formal route where the informal route has been explored, but has been unsuccessful.

An agreed and practical procedure for the settling of grievances can contribute significantly to promoting and maintaining good employment relationships.  The principles and procedures that underpin this are outlined in our  Grievance Policy.

Disciplinary

The CCGs primary aim is to commission high quality healthcare. To do this we need to promote high standards of behaviour and conduct for all employees and to take appropriate corrective action where those standards are not met.

The Disciplinary Policy describes the steps to be taken to deal with each situation reasonably and, wherever possible, help the person concerned to improve their standards of conduct and behaviour to reach acceptable standards. It is important that managers and employees understand these steps and do not discriminate in the application of this policy.

Definition

The Disciplinary Policy and procedure are to be followed where an alleged breach of conduct takes place. These alleged breaches can be deemed as minor misconduct or in severe cases gross misconduct. Conduct is distinct from capability (see our Capability Management Policy), which relates to an individual’s ability to perform.

Raising concerns

Speaking up about any concern you have at work is really important. In fact, it’s vital because it will help us to keep improving our services for all patients and the working environment for our staff.

In accordance with our duty of candour, our senior leaders and entire board are committed to an open and honest culture. We will look into what you say and support is available.

Please go to the refer to Raising Concerns (Whistleblowing) policy for the procedure on speaking up.

Equality & diversity

The CCG views diversity positively and, in recognising that everyone is different, the unique contribution that each individual’s experience, knowledge and skills can make is valued.

We oppose and will seek to eradicate all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities. We will ensure that our policies and practices support this commitment.

The CCG commits to:

  • Encourage equality and diversity in the workplace; and
  • Create a working environment free of bullying, harassment,
    victimisation and unlawful discrimination, promoting dignity and respect
    for all, and where individual differences and the contributions of all staff
    are recognised and valued

Our Equality & Diversity policy helps us to:

  • Fulfil our legal duty not to discriminate as an employer
  • Inform employees and managers about equal opportunities
  • Explain what will happen if an employee doesn’t comply with our policy

 

‘It’s about that someone you know’ – a blog by Paul Curry, Equality and Diversity Lead

We all know someone. That’s it. We all know someone. Someone at home; someone at work; someone we say ‘hello’ to because they serve us in the shop or we often see them where we walk. Lots of us know lots of someones. Our team, the people in the office, our family. Groups of people. In equality work we spend a lot of time talking about big concepts and big groups of people.

The Equality Act means that we can collect groups of people together and call them people with protected characteristics. Old people, young people, disabled people, Asian people, Eastern European people…I could go on, there are many more categories.

But, in the same way that one of the someones in your work or family group may be a bit too loud for your taste. Or has a habit of not listening. Or is someone that you’ve got all the time in the world for. Or is someone who inspires you; grouping people together can mean that we lose the individual.

I’m disabled, the crutches are a bit of a giveaway. If you’ve attended one of my equality and diversity training sessions you’ll know that I say don’t ask me to talk on behalf of disabled people.

I have no idea what it’s like to be blind, or have a learning disability. I do have Spina Bifida, but going by what’s posted in the Over 40s Spina Bifida group on Facebook I’m…probably…not even qualified to talk about the experience of having Spina Bifida. Whilst we share the same diagnosis and some of the same bits of our bodies wearing out, we’re all very different people and come at life in many different ways.

It is often easier to talk about the group, and we can learn a lot in general about the needs of the different groups by thinking about the group. However, at its best, equality work is about the individual. That someone that you know who is old; disabled; a single parent; whose first language isn’t English….I could go on, there are many more categories….being able to access the hospital and get treatment, being able to get a job, being able to go to the shops and buy what they need.

It’s not just because people like me tell you it’s a good thing to do. It’s because if we think about someone’s journey through the services we commission we can commission the services they need and get it right first time, and that saves us the time and money of getting it right second time. If we take a little time to find out the needs of someone applying for a job, or going for promotion, and meet those needs, that person may stay with us longer and be better for the job than the person who looked like an easier choice.

That adds a new someone to our team. That someone may be a bit too loud for our taste, or has a habit of not listening, or is someone that we’ve got all the time in the world for, or is someone who inspires us, because we’re all individuals and, at its best, equality work is about individuals….it’s about that someone you know.

Paul Curry

Equality and Diversity Lead

December 2018