Sexual Harassment and Prevention Training

Even though sexual harassment policies and procedures are required within the medical field, surveys reveal that unwanted sexual and gender harassment is prevalent in healthcare workplaces. In the healthcare community, sexual harassment remains an issue for worker wellness and productivity, as well as the optimal delivery of patient care. Sexual harassment is a risk factor for various mental health conditions and can result in qualified personnel leaving the workplace. Efficient training and preventive measures improve recognition of potential sexually offensive behaviors and help to establish an inclusive and respectful workplace. Acknowledging the problem is the first step, and prevention is the cornerstone of an effective anti-harassment strategy. Changes in institutional and organizational approaches can prevent sexual harassment and covert retaliation. Helpful initiatives include enhanced senior faculty member training and encouragement of bystander complaints when they witness prohibited behaviors. All medical fields can benefit from reflecting on workplace culture, focusing on prevention, reviewing policies and strategies, and committing to change.

Sexual harassment continues to be prevalent in medical training, a pressing concern for leadership. The adverse effects detract from the professional workforce.

Definitions of Sexual Harassment

According to the Equal Employment Opportunity Commission (EEOC), unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment; unreasonably interferes with an individual’s work performance; or creates an intimidating, hostile or offensive work environment. [See 29 CFR PART 1604] This unethical practice exploits inequalities in status and power, abuses the rights and trust of those affected, may influence or be perceived to influence professional advancement, harm working relationships, and is likely to jeopardize patient care. [See AMA Code of Medical Ethics Opinion 9.1.3] The United States EEOC enforces Title VII of the Civil Rights Act of 1964, which not only prohibits sexual discrimination, including pregnancy, sexual orientation, and gender identity, but also makes sexual harassment or retaliation illegal. Sexual harassment in the workplace is a form of sex discrimination that violates Title VII. Since Title VII, cultural and legal changes include decreased tolerance for harassment, increased legal responsibility assigned to institutions, and a significant increase in women choosing careers in medicine.

Unwelcome sexual behavior occurs when the victim does not invite the behavior or when the victim regards the conduct as undesirable or offensive. If behavior starts as welcome behavior and then crosses over to unwelcome behavior, consent can be revoked at any time. The individual should announce that the behavior needs to stop. The harasser cannot use a defense that the other person started the behavior or initially gave consent after the alleged victim announces that welcome behavior is now unwelcome behavior.