What is Harassment in Health and Social Care?

Harassment in health and social care is a serious and troubling issue. It can actually impact the wellbeing and mental health of those receiving care as well as those providing it.

Let’s explore what harassment is, how it appears in healthcare settings, and the steps needed to address and prevent it.

What is Harassment?

Harassment involves unwanted behaviour related to a protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.

In the UK, the protected characteristics are:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

How Does Harassment Occur?

Harassment can occur in various ways, including:

• Verbal Abuse: Insulting remarks, slurs, or jokes related to a protected characteristic.
• Physical Harassment: Unwanted physical contact or threatening behaviour.
• Non-Verbal Harassment: Offensive gestures or display of inappropriate material.
• Bullying: Repeated mistreatment that can either be direct, like teasing, or indirect, like spreading rumours.

Examples of Harassment

Scenario 1: Sexual Harassment

A nurse continually faces inappropriate comments about their appearance or receive unwelcome advances from a colleague, creating a hostile workplace environment.

Scenario 2: Race-Based Harassment

A patient of a certain ethnicity regularly faces discriminatory comments and inferior treatment from a healthcare provider, affecting their sense of dignity and access to quality care. This ongoing experience not only undermines the patient’s trust in the healthcare system but also exacerbates existing health disparities within that community. The impact of such behavior can lead to delayed treatment and poorer health outcomes, reinforcing a cycle of inequality. Ultimately, this situation exemplifies the serious consequences of direct discrimination in health care, highlighting the urgent need for systemic change to ensure equitable treatment for all patients.

Scenario 3: Disability Harassment

An employee with a disability is mocked and excluded from team activities, leading to a degrading and isolating work atmosphere.

Legal Framework Against Harassment

The Equality Act 2010 also covers harassment, making it unlawful in the workplace and in service provision. Key points include:

Harassment Related to a Protected Characteristic

• Intentional or Unintentional: It doesn’t matter whether the harassment was intended; what matters is the effect it has on the individual.
• Third-Party Harassment: Employers can be held responsible for harassment by third parties (like patients or visitors) if they fail to take reasonable steps to prevent it.

Why is Harassment a Problem in Health and Social Care?

Harassment can lead to severe consequences:

• Poor Health Outcomes: Harassment can lead to increased stress and anxiety, worsening health conditions.
• Reduced Trust: Victims of harassment lose trust in their caregivers or colleagues.
• High Staff Turnover: Harassment in the workplace can lead to job dissatisfaction and high turnover rates, affecting the quality of care.

Recognising Harassment

To tackle harassment, recognising its signs is key:

• Changes in Behaviour: Look for signs like withdrawal, increased stress, or anxiety.
• Feedback and Complaints: Pay close attention to formal and informal complaints or feedback.
• Observation: Regularly observe interactions in the workplace for any inappropriate behaviour.

Dealing with Harassment

If you experience or witness harassment, take these steps:

Report It

• Inform Authorities: Notify a supervisor, manager, or the organisation’s HR department.
• Document Everything: Keep a detailed record of incidents including dates, times, and witnesses.

Seek Support

• Professional Help: Use counselling services or employee assistance programs.
• External Organisations: Contact organisations like ACAS (Advisory, Conciliation and Arbitration Service) for advice.

Know Your Rights

• Equality Act 2010: Familiarise yourself with the protections and rights available to you.
• Organisational Policies: Understand your workplace’s anti-harassment policies and procedures.

Improving Equality in Health and Social Care

Combating harassment involves a multi-faceted approach:

Organisational Commitment

• Clear Policies: Develop and enforce robust anti-harassment policies.
• Training Programs: Regular training for all staff on recognising and preventing harassment.
• Support Systems: Provide accessible support mechanisms for victims of harassment.

Personal Commitment

• Be Aware: Educate yourself about different forms of harassment.
• Take Action: Don’t be passive; report harassment when you see it.
• Support Colleagues: Offer support to those experiencing harassment and stand against it.

Final Thoughts

Harassment in health and social care is detrimental to both individuals and the overall healthcare environment. It undermines trust, reduces quality of care, and impacts mental wellbeing. Understanding what harassment is and how to address it is really important for creating a safe, supportive, and inclusive healthcare setting.

Efforts from both organisations and individuals are essential. From establishing strong policies and training programs to recognising and reporting incidents, every step counts in creating a harassment-free environment.

Let’s work collectively to eliminate harassment and ensure everyone can receive and provide care in a respectful and dignified environment. By standing against harassment, we contribute to a healthier and more equitable health and social care system for all.