Unacceptable behaviours

Almost a fifth of all NHS staff report that they have been bullied in the workplace by colleagues, and more than 12 per cent have experienced bullying in the past year from their manager.

In April 2024, the SoR updated its open letter urging all members to be vigilant in challenging unacceptable behaviour, with a particular focus on supporting and protecting students while on placement. “We recognise that students are among the most vulnerable of our members,” wrote Nichola Jamison, the SoR’s students and new professionals officer. “Often when adverse events or behaviours are experienced, whether in an academic or clinical setting, it can be extremely difficult for a student to challenge or report these.”

The society also launched a National Student Placement Survey in 2024, giving trainee radiographers a chance to share their experiences and to help the SoR develop policy to improve student placements.

Both the university and the clinical placement site have a duty of care for all of their students and will have initiatives in place for you to safely report any acts of discrimination. Additionally, SoR staff and workplace representatives are trained to challenge discrimination in the workplace and will always be available to offer a safe space to discuss any issues or concerns you have, however trivial you feel they may be.

What is unacceptable?

All offensive, threatening, violent and abusive language and behaviour is always unacceptable, whatever your role, but people will not always feel confident enough to speak up and may even go along with it so as not to draw attention to themselves.

Health Education England (HEE), now part of NHS England, defines bullying as: “Offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the person to whom it is directed.”

Bullying behaviour can be physical, verbal, emotional, sexual or exploitative; it can be direct or indirect, face to face or online. It can also range from very obvious to subtle behaviours; for example, these types highlighted by HEE:

• Undermining a person’s role; for example, criticism in front of patients or other staff

• Delivering persistent or excessive negative feedback, or unsubstantiated allegations

• Asking trainees to perform tasks they have not been trained to do or to work unpaid shifts

• Undervaluing a person's contribution (in their presence or otherwise)

• Holding unrealistic expectations about workload, responsibilities or competence

• Shouting or swearing at a person

• Excluding, devaluing or ignoring an individual on purpose

• Inadequate or absent supervision

• Belittling or marginalisation of trainees by senior staff from other professional groups

• Bullying of trainees by other staff pursuing targets

People affected by bullying and other unacceptable behaviours can often find themselves unable to concentrate or make decisions, feeling isolated, anxious or depressed, and struggling with the impact on their home life and relationships.

It’s important that if you do find yourself in difficulty that you make your own mental health a priority, seek help and make full use of professional and peer support from the SoR and your university or workplace.

Challenging safely

While bullying is not against the law, harassment is illegal. Harassment is defined as unacceptable behaviour that relates to a protected characteristic; for example, age, sex, race, religion or sexual orientation.

There are specific actions you can take to challenge these behaviours, while always considering that your own safety is paramount:

1. Set boundaries Identify abusive behaviour and inform the bully that it is unacceptable. Let them know that it will not be tolerated and a repeat occurrence will result in action being taken.

2. Confront the behaviour Be consistent with set boundaries and follow through with consequences. Call out repeated behaviour and ask the bully not to engage unless in a professional, appropriate manner.

3. Keep a record Document any details including date, time and what happened. Identify witnesses and save any supporting documents and correspondence.

4. Talk to a manager If informal action has not worked, it’s time to escalate. Consult your employee handbook and reach out to your workplace manager, course lead or SoR officer for support.

Bystander intervention

Empowering the bystander is one of the most effective ways to halt workplace bullying. A bystander witnessing unacceptable behaviour can do one of three things, bearing in mind the likely preference of the individual who is the target of the abuse.

1. Say something immediately, in front of everyone

2. Say something in private to either the bully or the victim

3. Inform a supervisor or HR representative

“We are calling on all SoR members to be vigilant,” said Nichola, “and to report any discrimination witnessed towards students in either their academic or clinical learning environment. If you are personally experiencing unfair treatment, please contact your university or us directly for help and support. Please don’t go through this alone. You matter. Help us protect you, and join us in challenging discrimination.”

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