5 Training implications
5.1 Raising awareness
Central to this policy's successful implementation are a range of training interventions that support our drive towards a dignified workplace, underpinning the values and principles outlined in the Staff Governance Standard. 32
All employees in NHSScotland should be aware of the policy on bullying and harassment. Organisations should ensure that HR policies are brought to the attention of new staff during their induction period and that all staff have access to these policies in their place of work. The information to be provided should include identification and definition of unacceptable behaviours that could constitute bullying/harassment and clear pathways of support and guidance for all staff seeking assistance.
5.2 Training and implementation
In order to ensure the widespread implementation of this policy, organisations need to provide information and training to key personnel within their organisation on recognising and dealing with bullying and harassment in the workplace. This includes staff who are responsible for or who supervise/manage other employees, Human Resources, trade union/professional organisation representatives and Occupational Health.
Where possible, organisations should consider nominating a specific individual(s) to implement and monitor this policy. This should be achieved through partnership working within the Area Partnership Forum.
5.3 Training/supervision/support for Confidential Contacts
Organisations are encouraged to put in place a network of volunteer Confidential Contacts to provide confidential support to staff who feel they are being bullied/harassed at work. Staff representatives, line managers or HR personnel may undertake this role; however, this would negate any other role in the same case.
These Confidential Contacts will require training about their role within their organisation and support from other Confidential Contacts at regular intervals.
Training should include basic listening skills, setting of boundaries, record keeping, recognising bullying and harassment and an understanding of the organisation's policy and procedure. HR departments should provide periodic supervision and regular meetings for Confidential Contacts to support them in this work.
The principle of establishing a network of Contacts is the goal. Organisations may then decide to call them something more appropriate to their cultural context.
5.4 Training support for investigators
Where organisations intend to use internal investigators for the investigation of complaints, appropriate training should be put in place to ensure that the investigators are competent. Ensuring investigators have adequate skills and can also demonstrate objectivity will be essential to thorough investigations.
5.5 Training and support for mediators
Where organisations intend to utilise internal mediators to help resolve bullying/harassment issues, the organisation should ensure that they are trained to appropriate standards through credible and professional sources.
As with the development of partnership working, implementation of new cultures and policies will require investment in time and effort to communicate and promote changes in behaviours. Potential Confidential Contacts will also need support from their managers to enable them to provide this service.
Organisations should also consider the provision of a safe environment for meetings to take place. Organisations are encouraged to ensure their organisational development budgets include resources to implement changes in human resource policies and the training that is required to support this.
There is a problem
Thanks for your feedback