Bullying and toxic culture

There was a huge churn of staff after her arrival. 

As discussed in the previous blog, harassment and gaslighting was normalised through sustained victimisation focused on undermining skills and competencies. 

This led to 5 medically recognised breakdowns due to workplace stress, and numerous staff forced out after long careers at the school and clear evidence of excellent results.

Here is a summary of the staff turnover since 2017:

2017-2018 

• Class teacher left at end of year due to disagreeing with head's EYFS vision before she even began headship.

2018-2019 

During academic year:

• Special Needs Coordinator’s contract not renewed despite excellent results and years of experience (replaced with inexperienced person from head’s previous school);
• Specialist reading teacher retired early after feeling poorly treated;
• Cleaning team x4 resigned after feeling poorly treated;
• Class Teacher x 2, one left at start of year and one retired early, after feeling poorly treated.

At end of academic year:

• Class Teacher moved onto other job feeling poorly treated/disliking direction school had taken; 
• Teaching Assistant (very experienced) resigned after feeling poorly treated;
• Class Teacher (also English subject leader) moved onto other job after being poorly treated;
• Office worker (pushed out); 
• Premises Assistant (pushed out); 
• Head of governing body left due to being unhappy with new direction of school.

2019-2020 

During academic year:

• Class Teacher left before Christmas after being poorly treated;
• Teaching Assistant left before Xmas;
• Class Teacher (also union rep) left in summer term after mental health issues prompted by head;
• Class Teacher (also union rep) disciplined for breach of GDPR having raised wellbeing concerns with Governing Body using a non-work email address. School’s claims of ICO investigation disputed by ICO itself in writing. School made likely GDPR breaches in hearing; not reported. Investigation conducted by head, who was central to the raised concern, hence conflict of interests. Appeal request not engaged with; (council) unresponsive. All of this indicative of victimisation.

At end of academic year:

• Class Teacher x 2 left at end of academic year (one of them being me, also a union rep).

2020-to-date

• Business Manager & office worker leave during academic year after mental health issues caused by issues with head;
• Bursar dismissed;
• Class Teachers x 3 left (one of whom was a union rep);
• Several TAs and mealtime supervisors lost jobs in restructure;
• 3 other governors – possibly more - have also left (at least 2 because of head).

 Conclusion: a fair few people have left...