This month’s HR Roundup for the healthcare industry covers the latest topics and issues in human resources, such as personal relationships in the workplace, maternity discrimination, and more. We explore some methods to better manage these situations within your own healthcare organisation.
Personal Relationships in the workplace
Last month, ITV implemented a “Personal Relationships at Work Policy,” requiring employees to disclose all relationships with colleagues, including friendships and those involving people living in the same household. This policy was introduced following the resignation of TV presenter Philip Schofield back in May, due to a personal relationship he had with another employee of ITV that caused controversy.
The newly created policy states that failure by employees to declare such relationships could result in disciplinary action or dismissal. Such a policy aims to prevent favouritism and maintain fairness, whilst simultaneously conserving hierarchical business structures without personal relationships influencing it. Tej Lalvani summarised this argument by saying to leaders, “your team may like you, but they are there to do a job, which they should be fairly compensated for. Nothing more, nothing less.”
However, this policy has also attracted criticism, with some saying that it goes too far in intruding into employees’ personal lives and choices. It also raised concerns over cultural differences on how working relationships are viewed, and by forcing one on employees regarding them, could isolate some of the workforce.
As a healthcare organisation, what are the best ways in order to manage personal relationships in the workplace without infringing on your employees’ personal freedoms?
- It is important to note that whilst relationships may be romantic, they can also consist of close friendships and family relations as well as business/ commercial relationships.
- Encourage a culture of openness and work closely with employees who have relationships in the workplace, helping to ensure employees are aware of their obligations and professionalism, i.e. ensuring non-bias, fair and consistent treatment across the team.
- Take pre-emptive measures to address relationships within the workplace. Some examples of what could be considered include:
- Removing involvement in recruitment decisions where candidates may have a relationship with the hiring manager to ensure impartiality
- A ‘Relationships in the Workplace Policy’ that could require employees to declare relationships as well as set out the business’s expectations on conduct and behaviour in the workplace
- Transferring line management responsibility in instances where personal relationships are had with members of differing seniority.
- Removing involvement in recruitment decisions where candidates may have a relationship with the hiring manager to ensure impartiality
- Prepare for complications and/or relationship breakdowns by ensuring that robust procedures are in place for unwanted behaviour such as Harassment and Discrimination.
Maternity Discrimination
In October, further discussions arose regarding maternity discrimination within the workplace, and how this can affect both individual employees as well as wider organisations in how these situations are handled.
For example, People Management reported on the outcome of a maternity discrimination tribunal case that demonstrated ways that employees on maternity leave could be discriminated against, both directly and indirectly. This case focused on a lack of communication of further employment opportunities within the organisation to the member of staff whilst on maternity leave, leading to proof of unfavourable treatment to the employee, and being ruled maternity discrimination. This led to the company involved paying out £50,000 to the claimant.
Therefore, it is important that your healthcare organisation ensures that they have an up-to-date maternity, paternity and adoption leave policy, and ensure that managers and HR staff are appropriately trained to follow company and legal procedures regarding these types of leave. It is also important that those on maternity leave receive consistent communication from the organisation regarding further employment opportunities, management updates, and other essential news.
Autumn and Employee Wellbeing
As October marked the entry into Autumn, it also marked the beginning of darker days and longer nights. For employees affected by Seasonal Affective Disorder (SAD), this can cause problems with their overall wellbeing. SAD is a form of depression associated with the colder months of the year, predominantly within autumn and winter. This is often due to their shorter days, meaning less sunlight, which then leads to lower light levels which is thought to decrease the production of serotonin, and increasing the amount of melatonin in the body. This can then lead to the symptoms associated with SAD, such as fatigue, low mood, and difficulty with concentration. It is estimated that around 1 in 15 people are affected by SAD in the UK each year, and the number could be even higher.
Due to the nature of their work, healthcare professionals are quite often more susceptible to SAD, due to their working environment (which is often within singular rooms or buildings), leading to a decrease in the amount of sunlight, and often not leaving the workplace until the darker hours of the day or evening. As a result, it is important for employers to be aware of the effects of SAD if they have staff affected by it and support them in any ways the organisation can. Examples of adjustments that can be made to help alleviate SAD could include allowing short breaks outside during daylight hours, promoting a healthy work-life balance, and offering any mental health support provisions available to employees.
