In 2013, the RCOG appointed a workplace adviser to lead a project to address the problems. This is the first time a medical college has created a role like this. A joint action plan has been developed with the Royal College of Midwives. Addressing undermining as a team Following poor results in the 2012 national training survey (across a whole series of indicators) one deanery/LETB organised a triggered visit to a surgical unit, led by the head of school. A visit report was produced and returned to the trust. One major issue was a report of bullying by some consultants. The department also had a culture of publicly undermining doctors in training, as part of a regular case review process. The GMC continues to work closely with and support the dean. Following the risk summit, the hospital is carrying out internal inquiries into its postgraduate medical education provision, specifically on paediatric training. The GMC met with doctors in training from the department in early 2013 and found evidence of continuing bullying and undermining, poor supervision and some patient safety issues. With no progress on such serious problems, the dean escalated the issue by calling for.
We believe that the Lead Anti-Bullying staff members play an important role in facilitating, guiding, sourcing finances and resources for their projects. This page will follow their journeys of our Staff Champions over the next year.
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