A recent NHS Staff Survey has brought to light a troubling reality faced by healthcare workers in England: the widespread prevalence of unwanted sexual behaviour. Out of the 675,140 NHS employees who participated in the 2023 survey, more than 84,000 reported incidents. Alarmingly, over 58,000 staff members experienced harassment from patients, their relatives, or the public, while nearly 26,000 reported such behaviour from colleagues.
The problem appears particularly acute among ambulance workers, with over 27% reporting harassment from the public and just above 9% from colleagues. The survey also revealed record levels of discrimination—including racism, sexism, homophobia, and ableism—directed at staff by both patients and colleagues.
Adding to these concerns, the findings showed a worrying decline in staff confidence to raise safety issues. Half of the respondents admitted they didn’t trust their organisation to take their concerns seriously, marking a 6% drop in confidence since 2021.
In response, NHS England has taken steps to address these issues. In September 2023, the organisation launched a Sexual Safety Charter, setting out a zero-tolerance approach to sexual misconduct. As part of this initiative, over 300 domestic abuse and sexual violence leads have been appointed to improve reporting processes and ensure staff feel safe coming forward.
Addressing harassment and discrimination in the workplace is essential in creating an environment where everyone feels safe, valued, and respected. Ignoring such issues not only damages an individual’s mental and emotional well-being but also erodes trust and morale across the organisation
How can your organisation address harassment and discrimination?
Addressing harassment and discrimination will require a comprehensive approach. This includes:
- Deter third-party harassment: Display clear signage in public-facing areas to communicate zero tolerance for harassment by patients, visitors, or clients. Include visual aids for better understanding across language and literacy barriers.
- Develop and enforce clear policies: Draft comprehensive anti-harassment and anti-discrimination policies. Make these policies easily accessible to all employees via digital platforms and physical copies in the workplace. Offer translations for a diverse workforce.
- Mandatory training on policies: Conduct regular training on workplace safety, and bystander intervention. Provide specialised training for leadership to handle complaints sensitively and effectively. Use technology to track participation in training and issue certifications to ensure accountability.
- Establish a reporting system: Create anonymous reporting channels for employees to report harassment and discrimination. Provide complainants with immediate access to support systems, such as counsellors or employee assistance programs, while investigations are ongoing.
- Assess workplace culture: Use audits and surveys to gauge workplace climate and identify problem areas.
At Serein, we believe that every workplace should be a safe, inclusive, and equitable space—free from discrimination, harassment, and fear. Serein can assist organisations in setting up a robust redressal mechanism by providing expert guidance, developing clear policies and procedures, and offering training and support to ensure an effective system for addressing complaints and promoting a safe, respectful work environment. To know more, write to us at hello@serein.in