One year on: Healing important for victims of bullying at NHS Highland
A year after the publication of the Sturrock Review into bullying and harassment at NHS Highland the health board is taking steps to reform.
Ten months on from the explosive Sturrock Review into claims of bullying at NHS Highland confirmed harassment existed at all levels of the organisation, the health board agreed a major step forward in its bid to reform.
At a board meeting in March, the so-called healing process was agreed. It provides former and current employees access to an independent team of advisers and other measures like financial compensation.
Earlier this month NHS Highland launched a service, as part of an employee assistance programme, giving staff access to confidential support to help cope with personal and work-related problems.
But the board has agreed to put the healing process on hold while the coronavirus pandemic is ongoing.
NHS Highland’s HR director Fiona Hogg told directors: “This will be under regular review, but the process requires significant face-to-face interactions with those impacted in order to be effective and supportive.
“A website has been set up to register interest, and those who had previously been in contact with NHS Highland have been updated on progress.”
But where does that leave the health board now and what is left to do?
Concerns persist that bullying could return, as well as whether some of the upper tiers of the health board have been sufficiently accountable. And the real elephant in the room is that the bullies appear to have never been brought to book.
Among the original quartet of whistle-blowing medics who exposed the scandal in September 2018 was Inverness-based Dr Iain Kennedy. He has long campaigned for justice, not just via the healing process but for accountability from those on the board who were present through the bullying crisis.
“Hundreds of people were harmed and suffered loss because of the more than decade-long bullying culture,” he said. “There are damaged people who need therapy, if they are to have any chance to heal. There are others who need financial settlement. Some need to see accountability.
“The culture needs to continue to change. We are only beginning the journey. It may be five years or more before we know change is going to stay.
“The senior leadership changes have been welcome – notably our new chairman, Professor Boyd Robertson and the various chief executives who have been in place since the last regime left. Dr Gregor Smith, Iain Stewart and Paul Hawkins have all improved things.
“The fear and intimidation at that level has certainly gone – and that is the main thing. The whistle-blowers always said that the bullying culture was systemic. That there was a thread running through NHS Highland.
“What we are still hearing from old and new victims, who still approach the wider whistle-blower group, is that middle management hasn’t changed in the way they would have liked.
“Challenge from staff, to improve the way NHS Highland works, is still not welcome. The organisation seems very defensive, and appears to lack confidence to make and see through decisions without long delays and opaque decision-making processes.
“There is a sense that management are angry that the culture which they had been part of was so visibly exposed by the Sturrock Review. Staff are worried that retaliatory actions could happen once no-one is looking.
“So, we need the government to continue to keep a close eye on NHS Highland because staff fear that the old ways could return once the spotlight is lifted. Staff also fear that revenge could be waiting in the wings.
“But the lack of accountability of the main perpetrators of the bullying has been a disappointment to the victims. We do fear that bullying may be happening to others in the organisations
they have moved on to. And here, we fear that the bullying may resurface by those who have kept their positions, or even been promoted.”
The GMB’s NHS lead Gavin Smith agreed that bullying continues and that he is still receiving reports despite the issue being in the public eye for most of the last two years.
“The Sturrock report was a milestone,” he said. “It shone a light into bullying within NHS Highland. We must remember it was the courage of the whistle-blowers and a focused campaign to keep the issue in the spotlight that led to the Sturrock report. It was not inevitable. It was hard fought and hard won.
“The healing process is a big step forward but it’s not a magic bullet. Culture change is easier to talk about and much harder to do. We welcome the focused approach from chief executive Paul Hawkins and recognise the positive changes since his appointment. There are still many issues ahead.
“There are still bullying cases coming forward and there are still problems with how NHS Highland manage these. Cases take too long and there is still inconsistency in how these are addressed. This must be fixed as a priority. Staff need to have confidence in NHS Highland’s ability to deal with bullying or conduct issues quickly and effectively.
“The best way to remember Sturrock is to look at the results from it. The healing process is a big step along the way but NHS Highland needs to get on with the rest of the job. We owe it to the people affected by bullying, past and present, to get the issue fixed once and for all.
“Many people were hurt by the historical bullying issues in NHS Highland. It is right to feel a sense of injustice about why this was allowed to continue for years, and the fact that many of the board who did not challenge things are still there.”
The independent investigation took almost six months to complete. It came after health secretary Jeane Freeman announced John Sturrock QC would lead the probe in November 2018 – two months after the original whistle-blowers made their claims.
Ms Freeman said: “I have always been clear that I expected NHS Highland to bring forward a healing process to deal with issues raised by current and former employees – and that those issues should be responded to on a case-by-case basis, with the principles of fairness, kindness and compassion underpinning the whole process, as recommended by the Sturrock Review.
“I expect there to be continuous learning, particularly where there are any potential cultural issues. I expect NHS Highland to continually assess the culture of the board, and where there are concerns to address these immediately, in partnership, and with a view to resolving any issues before they have an opportunity to manifest.
“I would also like again to thank the whistle-blowers for bringing this to my attention in the first place and for working with the board and the unions to develop proposals for the healing process. Their personal and collective resilience has been invaluable and is greatly appreciated by me.”
Click here to read more health news
