- Conference
- 2022 Health Care Service Group Conference
- Date
- 10 December 2021
- Decision
- Carried
The murders of Sarah Everard and Sabina Nessa in England in 2021 prompted widespread anger and a very public debate over the issue of violence against women in all parts of society.
The #MeToo movement has shown repeatedly that sexual harassment is still common with insidious, often devastating consequences for those affected. Though sexual harassment should never be downplayed, tolerance of supposedly ‘minor’ behaviours creates a culture in which violence, mainly directed against women, is overlooked and allowed to escalate.
Nursing is a heavily female dominated profession and has long been affected by sexualisation through our wider culture and irresponsible reporting and stereotyping in the media. Many nurses are expected to put up with a constant level of sexual harassment. This can also particularly affect or harm LGBT+ nurses, an issue which requires a considered response.
UNISON joined with the Nursing Times to explore this issue and how it affects our nursing family in 2021.
Previous evidence from staff attitude and research showed unacceptably high levels of sexual harassment of staff across the NHS, from unwanted personal comments or touching, to propositions, rape threats and stalking.
The picture we uncovered is appalling. 60% of nurses reported that they had experienced sexual harassment, either from colleagues, or from patients and members of the public. More worryingly 75% of respondents said they had not reported this. We know that many who do are not well supported by their managers. 75% of nurses said they did not feel safe going home after hours/at night.
In the coverage of the survey, interviews with nurses, including UNISON members, who had experienced sexual harassment showed that there is still a belief that “it’s just part of the job” or “you have to deal with it and move on”, and that many members of the public still retain a “Carry On” style perception of nurses. One respondent stated that ‘The issue of sexual harassment is ignored like it doesn’t exist’.
More and more care is being delivered in patients’ homes where staff may be in a less than safe environment, alone with patients and families, and therefore at a higher risk of inappropriate behaviour.
We must also recognise that many of our nursing family care for people who may not necessarily always be able to control their actions or understand the consequences of their words or actions. While punitive action may not necessarily always be ethical or appropriate, nursing staff must be given every support to challenge this behaviour and to deal with the consequences.
Sexual harassment is not acceptable. Our nursing family provides expert, compassionate care to the population and must be able to do so safely, with dignity, free from the blight of sexual harassment. This requires a culture change.
Now it is time to build on what we know, and on the high public regard for nurses, to challenge and change this culture.
Conference calls on the UNISON Health team to;
1.Restate its opposition to sexual harassment of any kind, whoever is the perpetrator
2. To compile and share further the results of the 2020 survey, along with specific resources for branches and members to prevent the sexual harassment of nurses and other healthcare staff and to support those affected
3. To examine our own structures and enhance the support available to victims of sexual harassment, to improve the confidence of nurses in reporting instances of these behaviours to stewards and representatives
4. Work with the SGE and nursing and midwifery occupational group committee to revisit the available data to formulate a new and improved work programme around freedom from sexual harassment for the nursing family as part of safety and dignity in the workplace
5. To pressure employers to develop skills training packages for members who work in areas where patients with substantial impairments may exhibit sexually harassing/inappropriate behaviour
6. Support branches to campaign for safe and robust lone working policies, so that issues around sexually inappropriate behaviour, especially in patients’ homes can be dealt with promptly and effectively.
7. Empower UNISON Health and Safety reps to work with managers and employers to ensure the safest possible environment around hospitals, clinics and health centres, so that staff and members of the public feel safe using the premises at all times of night and day