SIMON Corbell has released a review into the clinical training culture at Canberra Hospital, accepted all of its recommendations and announced the establishment of a leadership group of clinical staff within the Canberra Hospital and Health Services to lead the necessary cultural transformation.

“The review, released publicly today, had been ordered by the Director-General of ACT Health Nicole Feely earlier this year and was conducted by KPMG,” Simon said.

“What has been made clear, through both this review and through the recent Royal Australian College of Surgeons’ review into training culture nationally, is that action needs to be taken to address the poor clinical training culture in Australian hospitals.

“The ACT is not alone in facing these problems but we recognise the seriousness of this problem and are taking steps to make Canberra Hospital a better place to work, teach and learn.

“While there are steps that the ACT Government and ACT Health can take, and we will take them, it’s critical that this change in culture is driven from within the clinical workforce.

“There are many excellent, professional and respectful people in the clinical workforce at the hospital and we need those people to lead by example.  We need them to be recognised for the way they go about their work and for the positive impact their respectful behaviour has on their peers, colleagues and pupils.

“For this reason I am establishing a leadership group of clinical staff to help lead the transformation. The group will report directly to me regularly on progress of implementation of the recommendations made within this review.

“The government will adopt all the recommendations of the report.

“It is deeply disappointing to find that poor behaviours such as bullying, inappropriate interpersonal relationships and emotional intimidation have been allowed to persist for so long among some senior staff within our largest and most important health teaching facility.

“Even more concerning is that these behaviours were prolonged and normalised, and that some junior staff feel they are not sufficiently empowered to speak up, nor that there were appropriate mechanisms in place for them to do so.

“That ends today. I will be driving changes to ensure the teaching reputation of the hospital is re-established, outmoded practices are abolished and the wellbeing of clinical staff – particularly the more junior members – is protected. I want all staff to feel proud to work that they at our hospital, no matter what their role or position.

“What is also now identified as a result of other culture reports, such as that issued recently by the Royal Australasian College of Surgeons, is that issues such as we have found here within the ACT are by no means confined to our hospital but can be found in other teaching hospitals around the country.

“Changing the culture in a workforce takes time but that transformation needs to start immediately.

“I am confident that with this swift and decisive action, issues surrounding the hospital’s internal training culture can begin to be addressed.”

The seven recommendations made by the review team and adopted by the ACT Government are:

1. Work with the Executive and Clinical Directors to conduct further detailed analysis of those areas noted in this review as having a culture that accepts or condones bullying, discrimination and/or harassment.
2. Engage senior leaders and staff across CHHS in developing a statement of the desired culture for success.
3. Develop, implement and embed a positive culture, patient and colleague focused, ‘saturation’ and ‘maintenance’ communications campaign.
4. Adjust reward, performance and induction structures for leadership to specifically address behaviours. Consider recruitment processes, recognising limited market.
5. Develop and institute mandatory leadership and management training for all clinicians who hold a leadership or management position.
6. Review governance structures in relation to the accountabilities and reporting requirements associated with bullying and harassment.
7. Strengthen policy statements to clarify and commit to consequences for unacceptable behaviour.

The review is available online.