Intimidating workplace definition
Of both male and female respondents, 12% indicated that they were sexually harassed or assaulted because of their sexual orientation.
A survey of gay and lesbian third- and fourth-year medical students applying for residency was conducted in parallel with a survey of family practice program directors to assess attitudes and biases about sexual orientation.
The first step is a proactive approach based on fair policy development.
Due process is a particularly important component, because false accusations may be made.
Although these examples highlight problems in hospital and educational settings as they apply to students, residents, and other employees, there is no reason to believe that other settings such as clinics or physician offices are immune to the effects of this unwelcome behavior.
Sexual harassment is certain to affect employees at all levels.
To determine if certain conduct constitutes harassment, various factors may be taken into consideration: Notwithstanding all the law, literature, and discussion on this issue, even very well-meaning people remain confused and concerned about what really constitutes sexual harassment.
In a landmark case brought to the US Supreme Court in 1997, a man filed a complaint against his employer after being subjected to egregious “hazing” behaviors involving groping and physical contact by co-workers.
The court held that same-sex harassment is actionable under Title VII and that men, as well as women, are entitled to protection.
Research supports the significance of the problem in the medical education setting.
According to a study of female physicians, sexual harassment has been found to be more common among individuals in medical school (20%) or during internship, residency, or fellowship (19%) than in practice (11%).