Photo: Steve Forest, workers’ photos
The delegates at the health conference heard personal stories of health workers who face violence and harassment in the context of their jobs.
The stories came in a section of suggestions, on Monday afternoon, looking for health, safety and welfare in this sector.
In one of the suggestions, about “difficult sexual challenges in NHS”, Linda Hopson of the Newcastle Hospital Branch narrated the stories of members coming to the branch and saying: “I do not feel confident in presenting this forward officially.”
The delegate took over both employers without independent sexual harassment policies and those who believed that the existence of politics was sufficient. “It is not only the right policy, but rather a correct culture.”
She ended with the news of the delegates about the importance of this issue: “It is not important for the workforce we have now, or the workforce we want to recruit, but also for women who have moved away from our NHS because they were not supported or protected.”
Preventing violence and protecting employees
The most prominent proposal to secure accountability for preventing violence and reducing the results of the NHS staff surveying, which faces more than 200,000 violence and aggression employees every year.
The proposal stated that this is the equivalent of an employee of NHS with a physical assault every two and a half minutes.
“We need to say this really clearly – violence is not part of the job,” said England.
“NHS leaders should do more to maintain employee safety.”
Jimmy Donaldson, from the Grampian branch of health, added that physical violence was only one. “What about our people who answer the phone every day – how many times they are exposed to verbal abuse?
“They say it is part of the job – but it should not be. It is a real burden, which is strengthened by abuse.”
Speaking of the next proposal, Dave Peroom of the mid -Yorkshire health branch said: “This union can definitely accept a position in which our members who were attacked at work are exposed to financial damage as a result.”
The proposal to remove “work payments outside the normal hours” seized pathological wages accounts that led to the loss of victims of financially violent attacks.
SGE called for raising the issue with the NHS Council, to ensure any financial damage to workers who are victims of violence at the workplace.
Concentration set
Elsewhere at the conference, delegates gathered to discuss how to prevent violence and reduce violence in NHS.
From the left: Bater, Lieza Jones and Alan Luvithus in the focus group on preventing violence. Photo Steve Forest, workers’ photos
In a group of focus on preventing violence and aggression against NHS employees, two researchers from Liverpool University John Morsi, Lisa Jones and Nadia Bater presented their results on NHS violence.
They found that one in seven NHS employees suffered from physical violence of patients, relatives and the public last year, while three out of 10 suffered from harassment or abuse over the same time period. Meanwhile, one out of five bullies in the workplace witnessed during the previous six months.
The follow -up to the general health approach to these numbers led to the conclusion that the NHS violence cost an estimated 1.36 billion pounds annually.
In particular, “Discinder Presenteeism” (where employees should take sick days but not for various reasons) that cost nearly 600 million pounds annually from productivity losses.
Other huge costs included medical treatment and rehabilitation (283 million pounds) and the agency’s costs and additional work (127 million pounds).
Their research has made many major recommendations, including unifying definitions, data collection methods and developing a national data system on violence to ensure consistency, as well as enhance a real culture of zero reminder towards violence, harassment and abuse.
Alan Luvithus, a senior Henz club officer in the Al -Tashas Union, talked about pressuring the work of the federation for the standard of violence and limiting.
The standard evaluates the performance of NHS organizations on a number of factors, to prove the place where it can improve to reduce and prevent violence towards employees.
Mr. Lofthouse said that UNISON’s position was “to be” to do “not good to do.”
He also clarified the work of unions in the standard, including its strategic role at the national, regional and local levels and determining how violence is experienced differently based on protected properties.