I attended a CPPS seminar about whistleblowing about a month ago and spoke about my experiences in Haringey, now well documented in the press.
In April 2006, I warned that a lack of resources was putting patients at risk at St Ann’s Hospital in Tottenham, London. With three of my colleagues, I wrote to my employers - Great Ormond Street Hospital Trust - listing a catalogue of problems. But instead of being protected as a whistleblower, I have been blocked from returning to my job.
A year later a locum working in the clinic allegedly failed to diagnose that Baby Peter had a broken back. Importantly, a long delay in him getting an appointment, and a lack of notes and relevant information were all issues that had been raised by the consultant team the year before. And, anyway, that doctor would not have been there but for the resignations and sick leave.
At this seminar, Public Concern at Work stated that when an individual has to go outside the organisation, such as to the MP or press, then it shows a clear failure of the whistleblowing policy within that organisation.
This is, unfortunately, the nature of the game. When reporting system failure, lack of resources or corruption, the staff member is in effect ‘telling’ on their employer.
It is never going to be popular. Despite the high profile nature of my case, I am still no further forward. I have no return to work plan. I have had no meetings with HR since June 2009.
Since last week - when a report criticised the lack of protection I received as a whistleblower - I am likely to be even less popular with management than before.
The most devastating aspect of all my experiences was in November 2007, when I was told that I could not return to my job, one that I had worked very hard in and loved.
Please note that was one year after our joint letter and after I had written additional letters of concern. At that time, I was offered a year’s salary as compensation for leaving. This increased subsequently despite making it clear that I was not interested in money but wanted return to my profession.
I have spoken out because I have been fortunate in many ways. I have had superb support from my MP, my husband and other professionals. The high profile of Peter Connelly case (otherwise know as Baby P) has meant that the trust did not want to risk trying to dismiss me and ending up in a tribunal. All their efforts were about trying to buy my silence. Not everyone is in such a strong position.
How can the culture in the NHS be made more open and supportive?
The Public Interest Disclosure Act 1998 is not protective, because trusts will try to find other ways to move a ‘troublemaker’ on.
It would help if the unions were more vocal about this. Maybe, if management are seen to be brought to account where concerns have not been listened to, that would make trusts sit up and take better note.
What I would really like is for trusts to realise that it is in their interests to listen to clinicians, to avoid all of this heartache and trouble. At the end of the day we all want our hospitals to be effective and provide quality care, don’t we?
For the sake of patient care, and the staff who work within the NHS, who are often making huge personal sacrifices, please discuss!
If you would like to respond to Dr Kim Holt’s blog, either post a comment below or email your views to editorial@hospitaldr.co.uk
Tags: Baby P, Whistleblowing
