Incidents Of Harassment Research Articles

Anksiyete Bozukluğunun Bilişsel Davranışçı Terapi ile Sağaltımı: Bir Ergen

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Women’s Representation and Federal Employees’ Sexual Harassment Experience

There has been a good deal of research on sexual harassment in public sector workforces. One facet of this body of research that has not been fully explored is the potential impact of gender representativeness on sexual harassment in the workplace. In the context of representative bureaucracy, we examine if increased representation of women in the upper levels of the federal workforce is associated with active bureaucratic outcomes, such as decreased incidents of sexual harassment at the lower levels of bureaucracy. We also examine the effect of gender representation of the team or workgroup of the employees. We find that as the proportion of women supervisors increases, the likelihood of female employees experiencing sexual harassment significantly decreases. We also find that women’s representation in workgroups and the perceived effectiveness of sexual harassment policies are negatively associated with both the likelihood and frequency of sexual harassment.

Perception and use of public space in Puerto Vallarta. A comparative analysis between men and women

Objectives: To analyze and compare the perception and use of public space in Puerto Vallarta between men and women. Methodology: This is a quantitative, cross-sectional, and descriptive study that included 150 participants (56% women and 44% men). Contribution: Although men and women use these spaces with similar frequency, their experiences differ significantly by gender. Women engage in a more diverse use of public spaces, often utilizing them more frequently for caregiving-related activities. Nevertheless, they face higher incidences of harassment and feel that these spaces fail to fully meet their needs. These findings emphasize the importance of incorporating a gender perspective into the study of public spaces and the formulation of urban policies.

Educator-To-Student Sexual Harassment in UK and Irish Secondary Schools: A Qualitative Analysis

ABSTRACT The current study examines the way sexual harassment, a specific facet of educator sexual misconduct, is experienced by secondary school students. The qualitative component of an online survey was completed by participants aged 18+ who had attended secondary school in Ireland (n = 85) or the UK (n = 74), and who were recruited to participate via social media. Participants were asked to describe the incident of educator-student sexual harassment they experienced that had the greatest effect on them. Data were analyzed using a deductive approach to thematic analysis and coded into topic summary themes using Fitzgerald’s (1995) sexual harassment victimization measure and its respective sexual harassment categories. We also produced an additional theme—the context of sexual harassment. Collectively, these findings can inform educational policies and reporting processes for educator-student sexual harassment, to ultimately support the safety and well-being of all students.

Current status and factors associated with sexual harassment among operating room nurses: a multi-center cross-sectional study.

The purpose of this study was to investigate the prevalence of sexual harassment among operating room nurses, and to analyze the influencing factors. Sexual harassment in the healthcare field has a high incidence and nurses are the main victims; sexual harassment not only leads to physical and mental problems, but also undermines nurses' performance and affects the quality of medical care. A multi-center cross-sectional study was conducted using an online survey to investigate the sexual harassment experiences of 483 operating room nurses. The survey included demographic information, personality traits (Ten-Item Personality Inventory), sexual harassment experiences (Workplace Sexual Harassment Questionnaire), negative consequences, coping strategies, and social support status. 63% of operating room nurses experienced sexual harassment in the past 12 months, with gender harassment predominating (56.7%), followed by unwanted sexual attention (28.6%) and sexual coercion (13.6%). Surgeons (81.20%) and married ones (66.7%) were the most common perpetrators. Most victims possess limited knowledge regarding sexual harassment laws and exhibit weak awareness of their rights protection. 47.8% remained silent after being sexually harassed; most of nurse employed passive coping strategies. Sexual harassment had the most prominent impact on the work of operating room nurses, mainly in the form of decreased work quality and efficiency (87.3%), as well as decreased work engagement (77.0%) and negative workplace pressure experience (72.2%); emotional disturbances, such as anxiety (76.6%), stigma (71.8%), and fear (71.5%); and was accompanied by sleep disorders (74.9%), headaches (56.0%) and nausea and vomiting (54.3%); as well as reduced trust in the opposite sex (83.8%) and disruption of family life (82.1%).Only 39.2% of the hospitals had sexual harassment reporting channels or methods, 30.7% had departments to deal with sexual harassment in the workplace, and 46.8% had communication discussions about psychological safety after sexual harassment. Personality traits, drinking behaviour, age, marriage, and social support were associated with sexual harassment behavior in the operating room. The high incidence of sexual harassment in the operating room affects nurses' productivity and physical and mental health. Operating room nurses had insufficient legal knowledge about sexual harassment and lacked hospital organizational support. agreeableness and openness personality traits, alcohol consumption, age, being married, and lack of social support were influential factors of sexual harassment in the operating room. Healthcare organizations should encourage reporting, care for victims, and join with the police department, judiciary, and women's federation to develop reporting procedures and training programs on sexual harassment knowledge to create a safe and comfortable professional environment.

Sexual Harassment in the Medical Workplace: The Experience of Medical Students and Doctors

<p>本文回顧醫師職場的性騷擾議題，包含臺灣醫師勞動條件改革小組與臺北市醫師職業工會等團體於2018發布的「醫師職場性別友善問卷調查報告書」，分析其結果與後續回應，並綜論臺灣與國際文獻，從各國、各專科的研究數據、騷擾行為描述、帶來的負面影響與相應行動，可見#MeToo運動與#MeTooMedicine運動是遍地開花。自詡為亞洲性別平等領航者的臺灣，在當今的全球浪潮中，2023年5月台灣#MeToo運動從政治、學術、演藝界開始延燒，在社群媒體與報導中也陸續看到幾起醫療圈的騷擾事件。對於此議題的關注，臺灣醫界不應缺席，也應檢視醫學教育、醫療職場上的雇主責任、申訴管道與案件分析，並留意2024新版性平三法上路後的相關影響。此外，鑑於經歷疫情、#MeToo運動，帶來生活型態變化和法律變革，但國內對醫療勞動中性別議題的學術研究仍相當有限，今年臺北市醫師職業工會也已重啟「2024醫療職場性別友善調查」。</p> <p> </p><p>This study examines sexual harassment in the medical workplace through analyses of relevant literature, with a focus on the “Medical Workplace Gender-Friendliness Survey Report” published in 2018 jointly by the Taiwan Physician Labor Conditions Reform Group and Taipei Doctors Union. Results and subsequent responses of the report were analyzed, along with related Taiwanese and international literature spanning multiple countries and specialties, including research data, descriptions of harassment, as well as negative impacts of and reactions to harassment. The widespread global influence of the #MeToo movement and #MeTooMedicine movement is evident with Taiwan, generally recognized as a leader in Asian gender equality, experiencing its own #MeToo movement spreading from politics, academia, and the entertainment industry in May 2023. Concurrent with the movement, several harassment incidents in the medical field have been reported in social and news media. and in the news. Instead of remaining neutral or even absent, the Taiwanese medical community must address the issues through comprehensive review of medical education, employer responsibilities in the medical workplace, reporting mechanisms, and case analyses, while also paying attention to the impacts of the 2023 amendments to the three gender equality laws. To date, domestic academic research on gender issues in medical labor remains limited. In response to changes precipitated by the COVID-19 pandemic and the #MeToo movement, the Taipei Doctors Union has initiated a follow-up study, the “2024 Gender-Friendly Workplace Survey for Medical Professionals.”</p> <p> </p>

Addressing Sexual Harassment in Nigerian Higher Institutions Through the Feasibility of a Digital Anonymous Feedback System

Sexual harassment remains a persistent and pervasive issue in Nigerian higher institutions, yet incidents often go unreported due to fear, stigma, and distrust in existing reporting mechanisms. This study investigates the feasibility and effectiveness of introducing a digital anonymous feedback system for students as a proactive measure to curb sexual harassment on university campuses. The aim is to provide students with a safe and confidential platform to report incidents of harassment, thereby empowering them to speak out without fear of retaliation. Using a quantitative research approach, a questionnaire was administered to students from selected Nigerian federal universities to gather data on their perceptions of sexual harassment reporting, the potential impact of an anonymous digital feedback system, and recommendations for addressing the issue. Findings reveal significant barriers to traditional reporting systems, including fear of reprisal and lack of trust in institutional responses. However, there is strong support among students for implementing an anonymous digital feedback system, with confidentiality and accessibility cited as key benefits. Based on the findings, it is recommended that Nigerian higher institutions prioritize the introduction of digital anonymous feedback systems, dedicate sections of their websites for lecturer ratings and anonymous reporting, and conduct awareness and training programs on sexual harassment prevention, including claims verification measures. By implementing these strategies, universities can create safer and more inclusive learning environments where students feel empowered to report sexual harassment without fear of reprisal.

Harassment of interns, medical interns and residents: consequences and complaints

Abstract Introduction Workplace harassment manifests in various forms for healthcare students, potentially leading to modifications in their lives and academic activities. Objectives To describe the type of harassment experienced by interns, medical interns, and residents, and its consequences. Methods A cross-sectional and prospective study was conducted, including medical interns, social service interns, and residents from Veracruz who reported experiencing harassment in their assigned areas during their last academic year. Direct and virtual invitations were sent through various electronic means. Results 58 students were included, with 39 (67.2%) being women. 50% reported experiencing psychological abuse, and 65.5% reported experiencing sexual harassment. The most severe sexual harassment incidents included sexual assault with physical force (1.7%) and three instances of non-consensual sexual relations (5.2%), while the most common were sexual jokes/comments (72.4%). Following harassment experiences, 25% of participants reported feeling anxious, 22% stressed, and 17% angry. Students who perceived psychological abuse reported anger (69%), stress (58.6%), and anxiety (58.6%) as the most frequent consequences, while those reporting sexual abuse indicated anger (73.7%), shame (68.4%), and anxiety as primary consequences. The most frequently identified harassers were attending physicians (56.9%), senior students (34.5%), and non-medical personnel (34.5%). Students filed complaints with hospital authorities (6.9%), university authorities (6.9%), and external agencies (5.2%). The individual who experienced sexual assault with physical force did not file any complaint, while only one person reported non-consensual sexual relations to hospital authorities. Conclusions It is crucial to establish safe spaces for students within the hospital environment to promote their overall well-being and academic success, as well as to encourage a culture of reporting. Key messages • Highlighting the need for intervention within the work teams where our students are placed, promoting a violence-free environment. • Annexing a therapist as part of the work team could favor the well-being of students, since mental health is one of the main points affected within a violent environment.

Attitudes and perceptions of undergraduate medical students about sexual harassment and gender discrimination: A survey-based study.

Sexual harassment (SH) and Gender discrimination (GD) faced by medical students have been neglected areas of study in India. Only a few recent studies could be found, despite frequent media reports on SH and GD. This study aimed to assess the attitudes and perceptions of sexual harassment and gender discrimination and evaluate the forms of SH and GD experienced by them. A Google form based mixed method survey tool was distributed amongst students of 28 medical colleges in Maharashtra. Participants were assured of confidentiality and anonymity. Of the 308 students who were eligible for the present study, 14.3% (44) and 26.6% (82) reported incidence of sexual harassment and gender discrimination, respectively, while 133 (43.2%) of them reported having experienced some or the other form of SH/GD. A wide range of instances of SH and GD were described by the students. The study highlights the need to create awareness about sexual harassment and gender discrimination amongst medical students, and to create an atmosphere where such abuses do not occur.

(Mis)Matching Expectations: The Effects of Claimant Gender Identity and Harassment Form on Perceptions of Sexual Harassment Claims

ABSTRACTLaypeople often assume a typical sexual harassment incident involves a cisgender man directing sexual advances toward a cisgender woman. Alternatively, when people learn that a transgender woman was sexually harassed, they tend to assume she experienced gender harassment. How are harassment claims that do not match these expectations evaluated? In two preregistered studies, participants (N = 630 and 638) read a social media post from a transgender or assumed cisgender woman who experienced unwanted sexual attention or gender harassment at work. Regardless of harassment form, transgender (vs. assumed cisgender) women were more likely to be rated as complainers and as overreacting (Studies 1 and 2) and elicited less empathy (Study 2). Additionally, participants in both studies were less likely to label gender harassment (vs. unwanted sexual attention) as sexual harassment. How sexual harassment claims are evaluated may have serious consequences for the (lack of) support claimants receive when speaking up about harassment.

Optimizing Extension Communication in The Prevention of Sexual Harrasment in Higher Education Institutions (Systematic Literature Review)

This study aims to optimize communication strategies for preventing sexual harassment in higher education institutions. Amid rising incidents of sexual harassment that threaten the safety and well-being of students, especially women aged 18-24, there is an urgent need for more effective interventions. Employing a descriptive qualitative approach, this research analyzes data from various scientific publications, official documents, and journals using content analysis techniques to identify main themes and categorize relevant information. The findings suggest that effective counseling communication strategies are crucial in preventing sexual harassment within higher education institutions. The study highlights the importance of education and awareness, development of interpersonal communication skills, provision of support resources, specialized training for facilitators, integration of a comprehensive sexual education curriculum, and the use of media and technology in counseling. These approaches aim to deepen understanding, enhance support for victims, and develop inclusive and effective prevention strategies. The discussion emphasizes the need for adapting communication strategies to match the cultural context and policies of each institution to enhance their effectiveness. Recommendations from this research include a holistic integration of approaches focusing on training, advocacy, and clear policies, as well as ongoing evaluation to assess and improve existing strategies, ensuring their effectiveness in preventing sexual harassment in university environments.

Incident reporting and data monitoring of sexual violence and harassment on public transport

IntroductionSexual violence and harassment occur in different settings, including public transport, and cause significant harm to victim-survivors' mental and physical health. While sexual violence and harassment on public transport is a documented problem, the public transport sector uptake has been slow and the true prevalence of sexual violence and harassment on public transport is yet to be determined. We aimed to investigate existing public transport and key stakeholder data systems, and explore the views of service providers, to ultimately improve sexual violence and harassment incident reporting and data monitoring. MethodsUsing a mixed methods design, researchers worked with public transport providers and other interested stakeholders in one Australian state. Twelve organizations were involved in the project and six provided current data on public transport safety for analysis. An audit of public transport and stakeholder websites was also undertaken to assess sexual violence and harassment incident reporting pathways. In addition, seven managers from five public transport organizations were interviewed to capture views on gender sensitive data collection and monitoring, and the challenges and enabling factors facing the sector. ResultsThe results uncovered varied sexual violence and harassment reporting formats and subsequent limited reporting of sexual violence and harassment incidents on public transport. In addition, poor-quality data sets lacked gender sensitivity, comprehensiveness, comparability, reliability and accessibility. Three key themes from public transport providers, on sexual violence and harassment data collection included increasing incident reporting, barriers and enablers of collecting and analysing quality data and governance frameworks. A minimum data set collection tool has been developed and could be tested in future. ConclusionTo improve women's safety on public transport, enhanced gender-sensitive data collection and monitoring is required. Long term government investment in sexual violence and harassment primary prevention strategies on public transport are urgently needed.

Edukasi Tentang Pemahaman Kekerasan Seksual Pada Anak – Anak di Desa Landbaw

In various regions of Indonesia, violence against children has become one of the most concerning issues. The high amount of media coverage regarding cases of sexual violence against children serves as evidence that many cases are still occurring. The lack of education about sexuality for children from a young age is one of the triggering factors for the increase in incidents of sexual harassment. Sex education for children is still considered a taboo by society, especially among parents. The lack of education causes children to be unaware of the crimes of sexual violence that may occur around them. Educational activities in the form of sexual education as part of community service programs are one of the efforts to prevent sexual violence against children. The purpose of this activity is for students to understand and recognize the importance of preventing sexual violence, so that they can take appropriate action if they encounter a dangerous situation.

Jordanian nursing students’ experience of harassment in clinical care settings

IntroductionNursing students experienced various types of bullying and abuse in their practice areas. This study aims to assess the incidence, nature, and types of bullying and harassment experienced by Jordanian nursing students in clinical areas.MethodologyA cross-sectional, descriptive design was used, utilizing a self-report questionnaire. A convenient sampling technique was used to approach nursing students who are in their 3rd or 4th year in governmental and private universities.ResultsOf 162 (70%) students who reported harassment, more than 80% of them were females and single. Almost 40% of them reported that males were the gender of the perpetrator. Almost 26.5% of them reported that patient’s relatives or friends were the sources of harassment. Psychological/verbal harassment was the most reported type of harassment (79%). Findings showed that there was a statistically significant difference in psychological/verbal harassment based on gender and type of the university. Also, there were significant negative correlations between psychological/verbal harassment, professional achievement, and personal life.ConclusionHarassment in the clinical area is affecting the professional and personal lives of students, who lack the knowledge of policy to report this harassment.

Shattered innocence: uncovering the epidemic of sexual violence against women workers in Dhaka, Bangladesh

PurposeThis study aims to explore the prevalence and patterns of workplace sexual violence against women workers in Dhaka, Bangladesh.Design/methodology/approachThis study used a mixed-methods approach to investigate workplace sexual violence against women workers in Dhaka, Bangladesh. Data collection spanned four months, using structured interviews, self-administered questionnaires and qualitative methods such as in-depth interviews and focus group discussions. A stratified random sampling technique ensured a diverse representation across sectors like garment manufacturing, domestic work and construction. Quantitative data from 384 respondents were analyzed using descriptive statistics and Pearson correlation analysis, while qualitative data provided practical insights into participants' experiences. Limitations included sample specificity to Dhaka, underreporting bias and potential biases in self-reported data, impacting generalizability and data validity.FindingsThe findings reveal significant demographic trends, with younger age groups (16–35 years) experiencing higher rates of harassment, particularly within the garment industry. Occupation-wise, garment workers report more incidents of harassment, while housemaids and child domestic workers face comparatively lower risks. The length of time in current employment shows mixed correlations with harassment prevalence. Fears of job loss, social stigma and reliance on internal resolution mechanisms within workplaces influence reporting behaviors.Practical implicationsThis research highlights the urgent need for tailored interventions to protect young women in the garment sector and vulnerable occupations from sexual harassment. Policy reforms should enhance reporting mechanisms and address cultural barriers to reporting, ensuring safer workplaces and fair treatment for all female workers in Bangladesh.Originality/valueThis research contributes original insights by examining demographic correlates of sexual harassment across diverse occupations in Dhaka, Bangladesh. It uniquely identifies age-related vulnerabilities, occupational disparities and reporting behaviors, offering a comprehensive framework for understanding and addressing sexual violence in a critical socio-economic context.

Prevention of, and response to, sexual harassment at secondary school: A system map

BackgroundSexual harassment in secondary school is common but only recently acknowledged as a widespread problem in the United Kingdom. There is limited research on how schools respond to incidents of sexual harassment. The aim of this study was to understand how school systems shape the dynamics of disclosure, reporting and handling of sexual harassment in school (including behaviours, processes, norms), and to identify opportunities for effecting systems change. MethodsWe used participatory systems mapping to elicit school stakeholders' perspectives on systems factors and their connections. Researchers built the map based on in-person workshops with students (n = 18) and staff (n = 4) from three schools in Scotland. Survey data (n = 638 students; n = 119 staff) was used to augment participant perspectives. The map was validated via three workshops (two online, one in-person) involving students and staff from seven schools. ResultsThe final map (causal loop diagram) represents a hypothesised system of 25 causally connected factors and three feedback loops shaping the disclosure, reporting and handling of sexual harassment. We grouped these factors into four interlinked themes: 1] Knowledge and confidence; 2] Trust in reporting system and processes; 3] Communication, confidentiality and safeguarding; and, 4] Prioritisation of sexual harassment. Conclusions and implicationsThis study highlights the interconnectedness of factors shaping disclosure, reporting and handling of sexual harassment within secondary schools. The map surfaces key challenges for schools and provides a foundation for learning and discussions on where to focus efforts in future.

P-516 WORKING IN THE TIME OF COVID-19: HOW COVID-19 PUBLIC HEALTH POLICIES AFFECT THE EXPERIENCE OF BULLYING AND HARASSMENT AMONG RESTAURANT WORKERS

Abstract Introduction This study explored how COVID-19 public health policies affected experiences of bullying and harassment among workers in the restaurant industry and the impact of these policies on the health and safety of workers. Methods Qualitative interviews were conducted with 47 restaurant workers in the Canadian province of British Columbia. Participants worked in various roles at any kind of restaurant during the first two years of the COVID-19 pandemic. Ethics approval was obtained from the UBC Research Ethics Board. Inductive coding was applied towards the development of themes. Results COVID-19 public health restrictions in restaurants contributed to bullying and harassment of workers. A lack of managerial support and implementation guidelines from public health officials led to workers having to enforce restrictions on their own, which resulted in workers routinely experiencing verbal violence and harassment by customers. Workers described unsafe work conditions that put them at risk for contracting COVID-19 as well for bullying and harassment from management, which was exacerbated for women, gender-diverse, and racialized workers. In workplaces with a supportive organizational culture, workers reported feeling safer and buffered from incidents of bullying and harassment from customers.“ Discussion The COVID-19 pandemic exacerbated existing structural dynamics in the restaurant industry that enabled bullying and harassment of workers, including the hierarchical dynamic of restaurant work as well as discrimination in the industry. Conclusion While supportive workplace policies and practices mitigated some of the bullying and harassment experienced by restaurant workers working during the COVID-19 pandemic, broader equity-focused organizational and structural change is needed to protect workers.

The Regulation on Sexual Harassment in ASEAN Workers: Evidence from Several Countries

Despite the existence of numerous laws and regulations that govern policy arrangements for the management of sexual harassment cases, victims still lack access to justice. This research examines the rules governing the management of sexual harassment cases in the workplace, with a particular emphasis on ASEAN member countries. This research employs normative juridical methods, which include statutory, conceptual, and comparative approaches. The research results show that, despite the existence of the 1955 Employment Law and Criminal Code in Malaysia, the incidence of sexual harassment continues to rise. To address this issue, it is critical to involve all employees in the development, execution, and oversight of workplace policies. Second, Singapore's primary law for dealing with sexual harassment, the Protection from Harassment Act, is accompanied by an employment law. Nevertheless, there are apprehensions regarding the inadequate remedies, uncertainty, and statutory protections against harassment, particularly in the workplace. Third, Indonesia has implemented numerous laws and regulations to manage sexual harassment cases. However, the government still faces challenges, such as an incomplete and insufficient legal framework, which results in victims being denied justice. Fourth, the effective implementation and protection of women's rights necessitate a comprehensive approach that considers cultural sensitivities, regional dynamics, and international norms to reconstruct sexual harassment regulations in ASEAN countries. As a result, it is critical to establish an anti-sexual harassment organizational culture and restructure sexual harassment regulations to protect victims' rights.

Harassment among women health workers in university hospital: An epidemiological study

Introduction: Women have played an active role in medicine since ancient times, but they have often faced many challenges. Today, bullying is a major issue in the healthcare field. According to Einarsen (1999) and Leymann, this phenomenon encompasses frequent abuse over a prolonged period, with humiliating consequences. Studies carried out in Morocco, notably in Fez and Marrakech, show a high incidence of moral harassment, at 34.2% and 27.5% respectively. Despite progress, women still face prejudice and obstacles in the healthcare field. The aim of this study is to assess the frequency of moral harassment among female doctors and paramedical staff at the Med VI University Hospital (CHU) in Marrakech, by analyzing their profile and identifying related elements. Materials and method: From September 2019 to February 2020, this descriptive, cross-sectional study was conducted among all female healthcare staff at Marrakech University Hospital with at least six months' experience, with the exception of students, office workers, administrators and secretaries. Data were collected using the Leymann Inventory of Psychological Terror (LIPT), supplemented by questions on personal history and job satisfaction. Three hundred professionals were approached, and 208 responded (70% participation rate). The participants were doctors and paramedics. Informed consent was obtained, and anonymity was respected. Statistical analysis was carried out with SPSS version 23.0, using the Chi2 test for categorical variables with a significance level of p = 0.05. Results: The average age of the participants was 29, mainly single (60%). The majority were junior doctors (60%). Average professional seniority was 36.4 months, with 50% having less than five years' seniority. 62% worked in medical departments. The prevalence of moral harassment was 26%. Frequent situations included rumors (32%) and humiliating remarks (37.4%). Harassment came mainly from hierarchical superiors (41% of perpetrators were women). There were no significant gender differences in terms of harassment. Conclusion: The study reveals a high incidence of moral harassment among female doctors and paramedical staff at Marrakech University Hospital. Despite advances, women still face major challenges that impact on their well-being and professional fulfillment. Recognizing and addressing these behaviors is essential to improving the professional environment for women in healthcare. Urgent, coordinated measures are needed to prevent bullying, support victims and promote gender equality in medicine.

Asian International Students’ Barriers to Reporting Sexual Harassment Incidents

Asian International Students’ Barriers to Reporting Sexual Harassment Incidents