#007 Wins in the Workplace: Challenging a bullying consultant

Grievance/initial motivation for starting the campaign

The clinical supervisor offered poor supervision of junior doctors, often ignoring requests for senior clinical reviews from F1s. They often also intimidated and bullied junior doctors, which was particularly distressing as this was often public.

Research – what information did you have to find out to ensure that you had all the necessary facts and couldn’t be tripped up at any point? How did you go about finding this information?

The trainees checked in with each other to see if we all had similar experiences and observations. With the bullying and intimidation, it was relatively clear-cut. With regards to the supervision, we checked this against the GMC guidance on clinical supervision. We also spoke to more senior junior doctors to understand the context; for example, if previous encounters had encountered similar issues before. We discovered that there had been previous complaints, with warnings but no further action taken.

Target – as a result of your research, which individual, group, committee or organization did you identify as having the power to enact the change you wanted to see?

We identified the training survey as the best route to take, as the results of this would go to all the relevant bodies: local, regional and national if necessary. We identified this as the place to voice our concerns because it would allow us to make sure our concerns would have to be dealt with and could not be ignored or pushed aside.

Allies – who did you identify as potentially on your side?

Mainly other trainees.

Resources – what resources were available to help you win? This could include volunteers, online survey tools, social media skills, negotiation skills etc.

As this was mainly a concern raised through official channels, there weren’t many other resources used.

Barriers – what were the main things in your way? This could include apathy amongst your supporters, push-back from your target or anything else that you found challenging.

Mainly reluctance from consultants within the department to face up to a colleague of theirs.

Strategy – Based on your research and an understanding of your target, allies, resources and barriers, what strategy did you then employ to win?

The reports in the GMC survey were the main part of the strategy. The initial response from the department to the GMC survey reports was defensive. However, there was then a more thorough investigation of the complaints which led to a deeper uncovering of the concerns raised.

Outcome – what happened?

The clinical supervisor in question was barred from supervising trainees, as it was judged the pattern of behaviour around trainees should disqualify her from further supervision.

Evaluation

1. What went well?

There was a thorough investigation of the concerns, and an outcome which protected future trainees from bullying and harassment, and patients from being looked after by trainees who were not well-supported by their clinical supervisor

2. What went not so well?

It was unfortunate to have to resort to complaints in an official, impersonal manner rather than more direct methods

3. What could be done differently next time?

There were probably few other routes available, but if this had been the first time such issues were being faced, a more direct approach to the consultant or to their department may have been more appropriate

What advice would you give to other doctors wanting to do something similar?

- If you are in the right, don’t let anyone convince you not to pursue what you are entitled to.

- Be smart, get to know the environment you’re working in, make friends with as many people as you can (this helps you to understand the context AND improves your credibility)

- Be sceptical and question what you’re told (something being the norm doesn’t mean it’s right) but also remember that most people, if they behave poorly, are a product of poor systems