Inside News

Introduction

Volume 12 No 4

September 2016

Ms Natalia Vukolova

I would like to take this opportunity

to write to you about bullying and

harassment in the workplace, an

issue that affects all occupations and

professions and one that cannot go

unaddressed in a just and caring society.

In 2012, a federal parliamentary inquiry

into workplace bullying and harassment

received over 310 submissions

highlighting the complexities and

absence of clarity surrounding this

issue. Many were from individuals

who conveyed uncertainty or lack of

information about what to do and where

to seek help when exposed to bullying.

It would be foolhardy in the extreme to

assume that bullying and harassment

does not occur in our profession. You

are no doubt aware of media reports in

recent years of instances of workplace

bullying or harassment in surgery and in

medicine generally.

RANZCR firmly opposes any

form of bullying, harassment,

discrimination or behaviour that

denigrates others.

I cannot over-emphasise the seriousness

of this issue for radiologists, radiation

oncologists and trainees. The distress

caused by bullying and harassing

behaviour is real and significant, and it

often leaves victims feeling vulnerable,

anxious or professionally disempowered.

Such behaviour can lead to reputational

damage and is costly; the effects

include loss of referrals to a practice

and a tendency among patients to

avoid those practices that accept or

ignore the ‘disruptive radiologist’.

The same will be true for our radiation

oncology colleagues. In this regard, we

would well take note of the words of

Lieutenant General David Morrison, the

2016 Australian of the Year, who said in

addressing the issue of unacceptable

behaviour in the Army: “The standard

you walk past is the standard you

accept”.

Most incidents of bullying,

discrimination and harassment are

matters for your individual employer.

However, as the welfare of our members

is of the utmost importance to the

College, we are committed to working

with employers and other organisations

to address bullying, harassment and

discrimination.

I draw your attention to the existing

processes we have in place to counter

these divisive and malicious behaviours.

In the new RANZCR Code of Ethics, the

imperatives of Principle Eight represent

explicitly the College’s position on these

issues

Clinical radiologists and radiation

oncologists have a duty to attend

to the health and wellbeing of

their colleagues, including trainees,

students, and also of themselves.

Understanding what the

College means by ‘bullying’ and

‘harassment’

For all members, the College’s

Grievance Policy applies to any incident

of bullying, discrimination or harassment

that occurs in the course of activities

relating to the business of the College.

The Grievance Policy defines bullying

and harassment, as well as discusses

various common forms of discrimination

and the related offences of victimisation

and defamation.

3.2.1 What is harassment?

Harassment is defined as any behaviour

that: (i) A person does not want; (ii)

offends, humiliates or intimidates them;

and (iii) creates a hostile environment.

3.3.1 What is bullying?

While there is no statutory definition

of bullying, it is generally accepted to

be behaviour that intimidates, offends,

degrades, insults or humiliates an

individual. From a workplace health and

safety perspective, workplace bullying

is defined as repeated, unreasonable

behaviour directed towards a person or

group of persons at a workplace, which

creates a risk to health and safety.

From the

Chief Executive Officer

continued over...

Working towards

eradicating bullying

and harassment