Episodi
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Emergency services are organisations held in high trust by the public. Theyāre people you can turn to and rely on. Rightly so, and the overwhelming majority of people working in emergency service roles are committed professionals or volunteers, dedicated to public service, and supportive of their colleagues.
So why then do research studies, media stories and independent inspections continue to show historic and current problems involving workplace bullying, harassment and sexual harm in emergency services?
How does the culture of an emergency services organisation create barriers that prevent those whoāve experienced serious misconduct, from speaking up about their colleagues - a phenomenon described in research as āthe blue wall of silenceā?
In this episode, Iām talking to Hollie Trollen - a lecturer in Criminology at the Sexualised Violence and Abuse Research Lab from the University of Chichester in the UK about her research into - and experiences of - sexual harm in the emergency services.
This episode may be confronting, and there are links provided in the show notes to a range of support organisations for anyone affected by the topics discussed.
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LINKS
Connect with Hollie Trollen on LinkedInHollie's profile page at the University of Chichester -
Dr Donna Stemmer is the founder of Workright23, a charitable trust based in New Zealand, that provides a platform for people affected by workplace bullying and harassment to document their experiences, get support and receive qualified advice on their options.
But Donna doesn't stop there, and sheās committed to working with organisations to provide anonymised data from complainants that can help them understand the true extent of workplace bullying, and what they can do to turn things around.
In this episode, Donna tells me about how Workright23 works and why it provides safety in numbers for people and organisations affected by bullying and harassment.
In a packed discussion, full of practical details, you'll hear us discussing:
ā¢ Why Workright23 is needed, and why targets shouldn't just go straight to HR to report workplace bullyingā¢ How Donna's organisations provides a confidential platform for targets, witnesses and bystandersā¢ The problems facing HR, if they get bullied too - within their hierarchy, or by managementā¢ Why data about incidents helps organisations understand, and tackle, a toxic cultureā¢ How the platform works when people make a confidential reportā¢ How targets, witnesses and bystanders can report current and historic bullying (in New Zealand & Australia)ā¢ Why organisations need data to learn, change cultures and measure their improvement programmesā¢ How GPs can use the platform to support targets' mental healthā¢ Reporting sexual harm and domestic violenceā¢ Matching perpetrators to prevent serial bullying across organisations - targets are not alone!ā¢ The impartial and independent support and advice people will receive when they register a caseā¢ Organisational behaviour, the letter and spirit of the law
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LINKS------Access the platforms in New Zealand and Australia at:https://workright23.org.nzhttps://workright23.com/au
Contact Dr. Donna Stemmer on LinkedIn at https://www.linkedin.com/in/drdonnastemmer/
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Episodi mancanti?
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This is the second part of Janeās story. In the previous episode, we heard how Jane* - an experienced HR professional - found herself becoming the target of workplace bullying, and the impact of process failures on her physical and psychological health.
Armed with upheld investigation findings, Jane just wanted to get back into the workplace and get her HR career back on track, supporting others and making a difference.
When organisations respond to workplace bullying, do they support complainants in returning to work, restore relationships and learn from findings to build safer, more respectful workplace cultures?
Let's hear from Jane about what happened next, and her thoughts on the lessons that other leaders can learn about humanity, apology and integrity.*Jane isn't her real name, and we've disguised her voice. Like many complainants, fear of retaliation means she wanted to speak anonymously.
Would you like to know more?
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"Human Resources (HR) are here to help." Thatās what most people will be told when they join an organisation - that Human Resources are the first port of call if they should ever witness or experience workplace incivility, bullying and harassment.
But how does it feel when someone āon the insideā in HR, has to go through their own process and raise a bullying complaint?
In this first episode of a two part series, we look at the experience of a committed HR professional who found themselves on the wrong side of bullying - and became a target themselves.
Itās a personal story of dedication and good intentions that turned into complaint process failures, delays, investigative mistakes, psychological and physical illness, and institutional betrayal.
Everything that an organisationās response to workplace bullying shouldnāt be.
Would you like to know more?
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With insights, analysis and interviews, Life at the Sharp End helps people who want to create safe, respectful and high-performing workplace cultures.
People who want to do their best at work, leading by example;People who want to learn and improve from others' experiences;People who want to find out what it takes to make a real difference in life;People who want to know what it feels like, when actions and decisions affect others' lives (for good or ill);People like you.
Together, we'll go beyond the bullet-points and explore the how and the why of real-world situations.
This is about learning from the reality of Life at the Sharp End.Would you like to know more?
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