Perceptions Of Harassment Research Articles

Factors associated with perception of harassment in interns, trainees and residents of Veracruz

Abstract Background Harassment among resident physicians remains prevalent, with reports of abuse at 20% in Mexico, potentially creating a hostile learning environment that does not foster comprehensive learning for students. Objectives To determine the factors associated with harassment among interns, medical interns, and residents in Veracruz. Methods This is a prospective cross-sectional study, including interns, social service interns, and residents in the state of Veracruz, excluding those diagnosed with oppositional defiant disorder or mythomania. Workplace harassment was assessed using the Cisneros scale (Cronbach’s alpha 0.98), in addition to perceptions of workplace, psychological, and sexual harassment. Within the statistical analysis, the association was determined using chi-square test, odds ratio, and 95% confidence interval (OR/CI95%). Results A total of 81 participants were included, with a perception of workplace harassment in 42% and sexual harassment in 51.9%; the Cisneros scale shows 2.5% of subjects free from any harassment behavior. Female gender showed association with workplace harassment (0.7/0.01-0.2); meanwhile, attending a public university (OR: 0.22 / CI: 0.07-0.6) and being a pregraduate intern (OR:2.6/CI:1.03-6.6) were associated with perception of psychological harassment. Furthermore, being female (OR:9.28/CI:3.3-25.4), bisexual (OR:11.8/CI:1.4-97.8), a pregraduate intern (OR:3.44/CI:1.32-8.97), an R1 resident (OR:0.09/CI:0.01-0.79), and being affiliated with Veracruz (OR:2.6/CI:1.05-6.58) or Xalapa (OR:0.1-CI:0.05-0.7) were identified with association for experiencing sexual harassment (p < 0.05). Conclusions Gender and level of education are the main factors associated with harassment, while the type of university of origin plays an important role in psychological harassment, warranting further study of these interactions while considering the limitations of this research. Key messages • The results of this research show that the roles of violence within hospital medical education are still maintained despite the social evolution with respect to gender roles and equality. • It is necessary to promote the culture of denunciation and offer courses to eliminate abuse and promote equality and respect among hospital staff.

Gender Swap in Virtual Reality for Supporting Inclusion and Implications in the Workplace

OCCUPATIONAL APPLICATIONS We explored the potential impacts of a virtual gender swap on perceptions toward sexual harassment, which is a harmful behavior that lacks respect and inclusivity. Given that perceptions of harassing behaviors can vary, and that gender may influence one’s interpretation of such behaviors, we implemented gender swap in virtual reality (VR) to examine changes in sensitivity to harassment across genders. Participants reported harassing behaviors as more inappropriate when embodying female avatars, regardless of their own gender. Our results suggest that gender swap in VR may raise awareness and narrow the gender gap in harassment perceptions, showing potential of VR-based interventions for immersive workplace training to effectively address biases and promote inclusivity among diversity, equity, and inclusion training. Our study also shows the potential of VR to simulate diverse scenarios and perspectives for tailored training experiences that cater to the specific needs and challenges of different occupational settings.

Sexual harassment, rape myths and paraphilias in the general population: a mediation analysis study

Purpose Sexual harassment is a worldwide and prevalent problem that can have severe consequences. The #MeToo movement has highlighted that sexual harassment is not an isolated event and is linked to misogynistic cognitions and other forms of sexual violence. However, there is a lack of research regarding the relationship between sexual harassment and its nomological network, particularly in the general population. Therefore, the purpose of this paper is to explore the nomological network of harassment. Design/methodology/approach The aim of this study was to explore the relationship between perception of harassment and rape myths (RMS), with paraphilia (fantasy and behaviour) as mediators. In addition, the prevalence of paraphilia in the general population was explored and gender difference was analysed. Frequencies, Pearson's r correlations, independent sample t-tests and mediation analyses were conducted on a sample of n = 254 participants from the general population. Findings Analyses revealed that half of the sample have engaged in at least one paraphilia behaviour. Furthermore, correlations between a more lenient perception of harassment, RM acceptance and paraphilia were found, as well as significant gender differences. Finally, mediation models revealed a strong relationship between RM acceptance and a more lenient perception of harassment, with paraphilia mediating this relationship. Practical implications This study has several implications, highlighting the role of misogynistic cognitions in predicting a lenient perception of sexual harassment, and thus, proposing a key focus for prevention and intervention models. Originality/value This research is mostly conducted on male samples in these areas; thus, this study aimed to collect data from a diverse sample that may provide a better overview of sexual harassment and its nomological network.

Dark Tetrad at Work: Perceived Severity of Bullying, Harassment, and Workplace Deviance.

Although the Dark Tetrad has been linked to deviant behaviors, more research is needed about its expression in workplaces and continuity outside of work. The current study investigated the role of the antagonistic traits on perception of workplace harassment and bullying. Men were found to score higher on antagonistic traits and have a more lenient perception of harassment and bullying. Personality traits at work and outside were highly correlated. Regression analyses revealed that sadism predicted a more lenient perception of bullying, while a more lenient perception of harassment was predicted by sadism and industry type, and partially by psychopathy and gender. In summary, personality traits enduring across environments, but sadism was the most important predictor of a more lenient perception of harassment and bullying at work. The current study suggests a disparity between personality traits and expressed behaviors. Findings can be used to prevent workplace deviance and aid recruitment processes.

An investigation on perceptions of street remarks by Bruneian men and women

PurposeThe current study investigates perceptions of street harassment from a linguistic perspective. With regard to the theory of speech acts, some may deem street remarks as compliments instead of catcalls. There is a lack of linguistic research regarding the issue conducted with a Bruneian demographic. This study recognises the difference in the use of language by men and women and aims to find whether there is a difference in their perceptions of street remarks.Design/methodology/approachA method of triangulation between questionnaire surveys and focus group interviews was carried out to actualise these aims. Thirty-two female and thirty-two male respondents from the survey were used to conclude quantitative findings, whereas three male and three female participants were recruited for the focus group interview. Data were analysed through a t-test and discourse analysis consecutively.FindingsQuantitative data (p = 0.398) reveal that both men and women perceive street remarks almost equally as a form of street harassment. However, qualitative data reveal that male language and behaviour portray a more positive and tolerant attitude.Practical implicationsThis study provides evidence of the difference in perceptions between men and women towards street harassment.Originality/valueThis study explores a relatively unexplored area, that is investigating street remarks in a non-Western context, where the demographic could have different perceptions towards street remarks.

Analysis of the perception of harassment episodes or bullying to nursing students in their clinical practice

Objectives: Visualize the perception of the level of harassment and intimidation that exists towards nursing students by health professionals, non-health professionals and users in their clinical practices. These students come from the Universities of Malaga, Cordoba, Sevilla, Granada, Ceuta and Melilla. In addition, analyze the possible consequences produced by the perception of harassment and intimidation of these students and propose methods that universities can use to address this problem. Background: Violence in the workplace consists of violent acts against workers that can occur in verbal, physical or psychological violence. This act is very frequent in the nursing profession due to the levels of stress that are experienced, to which is added long and tiring shifts, dealing with critically ill patients and relatives with uncertainty that can cause difficult and violent situations. Design: A descriptive cross-sectional study was carried out with the survey model used by Tee in 2016 in a study carried out in the United Kingdom. The number of respondents was 64. Conclusions: The results indicate a perception of the episodes of intimidation and/or harassment in the clinical practices of the students may affect their thoughts as a future profession and can even lead to career abandonment before finishing it. Universities and health centres should work to solve this problem.

Assédio moral institucional: o caso dos servidores administrativos do Ministério do Trabalho e Previdência

Abstract Objective to share the experience of administrative workers of the Secretariat of Labor (Strab) of the Ministry of Labor and Social Security (MTP) during the Bolsonaro Government about their perception of institutional harassment, as well as to present the results of the actions taken by the workers to confront it. Methods 27 meetings of administrative workers of the MTP were followed and, through field diaries, the data from the meetings were treated and problem situations systematized. Results and Discussion the results show, on one hand, a long history of claims made by the workers (with the creation of discussion groups, strikes, and advances in working conditions) and, on the other hand, in the last years of Bolsonaro Government, an increase in the precariousness of the working conditions (with the suppression of the advances made, difficulties in workers qualification, and a decrease in the quality of the service provided). Therefore, there is a possible relationship between the situations perceived and identified together with the Strab`s administrative staff and institutional moral harassment characteristics. At the same time, we reflect on perspectives for advancement in the political, legal, and labor spheres.

Association Between Sexual Harassment Intervention Strategies and the Sexual Harassment Perception and Attitude of University Students in Beijing, China.

Sexual harassment in universities harms the physical and psychological health and development of students. Although Chinese universities are required to implement sexual harassment interventions, few studies have estimated how well interventions are perceived by students and the association with their perceptions and attitudes toward sexual harassment. This study aims to examine the perceptions and attitudes toward sexual harassment and perceived sexual harassment interventions among university students. Further, it evaluated the association between sexual harassment interventions and sexual harassment perceptions and attitudes among university students and explored potential gender differences in the observed associations. We categorized sexual harassment interventions into three types of strategies (informal education activities, prevention mechanisms, and multiformat publicity) and designed an 8-item scale for sexual harassment perception and a 10-item scale for sexual harassment attitude. A total of 872 students were recruited from six universities in Beijing, China. Association between intervention strategies and sexual harassment perceptions and attitudes was analyzed using multiple linear regression. The results showed that 78.56% of the university students recognized all sexual harassment behaviors, and 11.58% felt angry about all sexual harassment behaviors. Male students felt angrier at same-sex harassment than female students (p < .001). Overall, the students were aware of approximately 3 of the 13 sexual harassment interventions. None of the three intervention strategies was significantly associated with perceptions of sexual harassment (p > .050). The attitude toward sexual harassment was positively associated with informal education activities (coeff = 0.055, p = .015) and multiformat publicity (coeff = 0.077, p = .030) among female students, and negatively associated with prevention mechanisms (coeff = -0.123, p = .033) among male students. Our findings imply that sexual harassment interventions are not well known among university students. Universities should develop and propagate more sexual harassment informal education activities and multiformat publicity intervention strategies and pay more attention to gender differences in intervention strategies.

Experience of stigma and harassment among respondents to the 2019 Canadian abortion provider survey

ObjectiveWe conducted a national survey to assess the experiences of stigma and harassment among physicians and nurse practitioners providing abortions and abortion service administrators in Canada. Study designWe conducted an exploratory, cross-sectional, national, anonymized, online survey between July and December 2020. Subsections of the survey explored stigma and harassment experienced by respondents, including the 35-item Revised Abortion Providers Stigma Scale and open-ended responses. We analyzed the quantitative data to generate descriptive statistics and employed a reflexive thematic analysis to interpret open-ended responses. ResultsThree hundred fifty-four participants started the stigma and harassment section of the survey. Among low-volume clinicians (<30 abortions/year, 60%, n = 180) 8% reported harassment; 21% among higher volume clinicians (≥30 abortions/year, 40%, n = 119) and 47% among administrators (n = 39), most commonly picketing. The mean stigma score was 67.8 (standard deviation 17.2; maximum score 175). Our qualitative analysis identified five themes characterizing perceptions of stigma and harassment: concerns related to harassment from picketing, protestors, and the public; wanting protestor “bubble zones”; aiming to be anonymous to avoid being a target; not providing an abortion service; but also witnessing a safe and positive practice environment. ConclusionsBeing a low-volume clinician compared to higher volume clinician and administrator appears to be associated with less harassment. Clinicians providing abortion care in Canada reported mid-range abortion-related stigma scores, and expressed strong concerns that stigma interfered with their abortion provision. Our results indicate that further de-stigmatization and protection of abortion providers in Canada is needed through policy and practice interventions including bubble zones. ImplicationsWhile Canadian abortion care clinicians and administrators reported relatively low incidence of harassment, our results indicate that they are concerned about stigma and harassment. However, as this was an exploratory survey, these data may not be representative of all Canadian abortion providers. Our data identify a need to support abortion clinicians and to bolster protections for dedicated abortion services.

Everyday Sadism as a Predictor of Rape Myth Acceptance and Perception of Harassment.

The #MeToo movement has stressed the need to understand why individuals who witness sexual violence may or may not take action. However, prevention programs usually fail to address the association between personality traits and attitudes, perception, and behavior in the context of sexual violence. To improve prevention programs' effectiveness, it is vital to understand how personality traits might interfere with willingness to engage in bystander intervention. This study aims to explore the relationships between Everyday Sadism, perception of harassment, Rape Myths and gender in a sample of 177 participants recruited online. Analyses revealed significant gender differences, with men endorsing more Rape Myths, perceiving less harassment, and being more sadistic. Gender and everyday sadism emerged as significant predictors of perception of harassment. In the case of Rape Myths, age emerged as an additional predictor. These results have several implications, ranging from expanding our knowledge of the influence of everyday sadism on factors known to modulate bystander behaviors as well as informing and shaping the development of prevention programs.

The role of authentic leadership on healthcare Street‐Level Bureaucrats’ well‐being during the pandemic

AbstractThis study uses Conservation of Resources Theory, to explain Street‐Level Bureaucrats’ (SLBs) workplace behavioural responses to threats to their well‐being. We examine whether authentic leadership within street‐level organisations positively impacts employee well‐being by increasing SLBs’ perception of personal resources, and reducing their perceptions of work harassment. The research design comprises a survey that solicited quantitative and qualitative data from 163 healthcare SLBs working in Australian hospitals during the pandemic in April 2020. Analysis of the means indicates low levels of satisfaction with leadership and low levels of well‐being for SLBs. The structural equation modelling findings show that poor leadership is associated with higher levels of work harassment and lower levels of employee well‐being. Qualitative data support these findings. As healthcare workers were already listed as over‐represented in the stress‐related workers compensation statistics, one strategy may be to improve the level of organisational support by upskilling managers in authentic leadership behaviours with the aim of increasing their perception of support so as to increase employee well‐being. This will benefit employees and their families, and the community they service.Points for practitioners Street‐Level Bureaucrats (SLBs) have been increasingly experiencing the public sector gap (demand outstripping supply of resources) because of the dominance of the austerity‐driven managerialist paradigm. The recent COVID‐19 crisis amplified the severity and impact of the public sector gap causing increased perceptions of work harassment and reductions in SLBs’ well‐being. However, SLBs with high levels of Psychological Capital had a natural buffer in place to protect their well‐being, and as such, they perceived less work harassment and erosion of their well‐being. The way forward is to complement the austerity‐driven managerialist paradigm in management decision‐making with authentic leadership behaviours focused on maximising the well‐being of SLBs and the public.

Enhancing Mental and Physical Health of Women through Engagement and Retention (EMPOWER) 2.0 QUERI: study protocol for a cluster-randomized hybrid type 3 effectiveness-implementation trial

BackgroundWomen Veterans are the fastest-growing segment of Veterans Health Administration (VA) users. The VA has invested heavily in delivering care for women Veterans that is effective, comprehensive, and gender-tailored. However, gender disparities persist in cardiovascular (CV) and diabetes risk factor control, and the rate of perinatal depression among women Veterans is higher than that among civilian women. Challenges such as distance, rurality, negative perception of VA, discrimination (e.g., toward sexual and/or gender minority individuals), and harassment on VA grounds can further impede women’s regular use of VA care. Enhancing Mental and Physical Health of Women through Engagement and Retention (EMPOWER) 2.0 builds on work to date by expanding access to evidence-based, telehealth preventive and mental health services for women Veterans with high-priority health conditions in rural and urban-isolation areas.MethodsEMPOWER 2.0 will evaluate two implementation strategies, Replicating Effective Practices (REP) and Evidence-Based Quality Improvement (EBQI), in supporting the implementation and sustainment of three evidence-based interventions (Virtual Diabetes Prevention Program; Telephone Lifestyle Coaching Program; and Reach Out, Stay Strong Essentials) focused on preventive and mental health care for women Veterans. We will conduct a mixed-methods implementation evaluation using a cluster-randomized hybrid type 3 effectiveness-implementation trial design to compare the effectiveness of REP and EBQI on improved access to and rates of engagement in telehealth preventive lifestyle and mental health services. Other outcomes of interest include (a) VA performance metrics for telehealth care delivery and related clinical outcomes; (b) progression along the Stages of Implementation Completion; (c) adaptation, sensemaking, and experiences of implementation among multilevel stakeholders; and (d) cost and return on investment. We will also generate implementation playbooks for program partners to support scale-up and spread of these and future evidence-based women’s health programs and policies.DiscussionEMPOWER 2.0 provides a model for mixed-methods hybrid type 3 effectiveness-implementation trial design incorporating evaluation of performance metrics, implementation progress, stakeholder experience, and cost and return on investment, with the ultimate goal of improving access to evidence-based preventive and mental telehealth services for women Veterans with high-priority health conditions.Trial registrationClinicalTrials.gov, NCT05050266. Registered on 20 September 2021.

Lessons learnt through gender-based travel data collection and related sexual harassment in Sub-Saharan Africa

Background and objectiveKey motivations for the study described in this paper were to gain insights into the differences in travel behaviour between males and females, as well as gender-based sexual harassment exposure in public transport in sub-Saharan Africa. The mobility and sexual harassment results, based on data collection in two African cities (Blantyre in Malawi and Lagos in Nigeria), is presented in this paper, to document the true extent of sexual harassment and ways in which sexual harassment practices affected women's mobility on the continent. The analysis aims to illuminate gender-based mobility differences and sexual harassment experiences, as well as provide some guiding principles towards addressing sexual harassment challenges. Methodand Data: This study developed a standardised gender-based travel and sexual harassment perception questionnaire that was applied via pen-and-paper, as well as technology (offline tablets) in the cities of Lagos (Nigeria) and Blantyre (Malawi). Overall, 1478 respondents participated. Approximately 58% of the sample in both cities were women. The data collected was analysed to highlight differences between male and female travel behaviour and differences in relation to exposure to sexual harassment whilst in the transport system. ResultsData revealed that women make more, shorter trips, while they carry a significantly higher sexual harassment burden. All parts of public transport trips are affected, including travelling to/from the system, while waiting for the vehicle and in the vehicle. The need for transfers increases the risk of crime and sexual harassment. This paper concludes that there is a need for improved policy frameworks, educational campaigns, for men and women, as well as the creation of safe reporting structures when sexual harassment does occur. Actions are needed in the two case study cities and beyond.

The Effect of Female Teachers' Relationship with Their Children of Psychological Harassment Perception: The Case of Kosovo

Çocukların psikolojik ve sosyal gelişiminde ebeveynleri ile olan ilişkilerinin etkisinin önemli bir rol oynadığı bilinmektedir. Ebeveyn-çocuk ilişkisinde birçok farklı ilişkili faktör yer almaktadır. Araştırmamızda bir ebeveyn olan annenin iş hayatındaki karşılaştığı mobbing unsurunun çocuklarıyla olan ilişkileri incelenmiştir. Araştırmanın evreni Prizren/Kosova ‘daki 439 kadın öğretmen oluşturmaktadır. Mobbing ve çocuk-ebeveyn ilişkisi güvenirlilir ve geçerliğe sahip olan ölçeklerle ölçülmüştür. Araştırmada nedensellik ilişkisi yapısal eşitlik modeli ile kurulmuştur. Elde edilen sonuçlara göre çocuk-ebevyn ilişkisindeki uyumsuzluğa mobbingin ‘’Tehdit ve Taciz ‘’, ‘’Uyumsuzluk’’, ‘’Özel Yaşama Müdahale’’, ‘’İş Arkadaşı ile İlişkiler’’, ‘’İş Yeri ve Kariyer ile İlgili Engellemeler’’ boyutlarının etkili olduğu görülmüştür.

Did They Deserve It? Adolescents’ Perception of Online Harassment in a Real-Case Scenario

Online harassment, particularly cyberbullying and the non-consensual sharing of intimate images, is a widespread phenomenon among adolescents and young adults. Descriptive research was carried out to investigate any differences among Italian school classes in the perception of cybercrime through a real-case scenario. Following the Italian school system, the final sample of 1777 adolescents (Mage = 15.37, SD = 1.65; Male = 52%) was divided into three groups based on the school class attended: middle school (N = 562; Mage = 13.37, SD = 0.48); high school biennium (N = 728; Mage = 15.55, SD = 0.50), and triennium (N = 487, Mage = 17.40, SD = 0.71). Participants completed a self-report questionnaire investigating the use of the Internet and the perception of a real case scenario involving the non-consensual sharing of intimate images and cyberbullying received by the National Centre for Combating Child Pornography Online (NCPO). Results showed differences among the three groups' perceptions of the event's features, motivations underlying the offense, victim-blaming and harassment justification (e.g., cyberbullying, in particular non-consensual sharing of intimate images, is recognized as a crime as age increases). The findings provide significant insights for future research and age-specific factors to consider when developing prevention programs for online risks.

Dark Traits, Harassment and Rape Myths Acceptances Among University Students.

The convergence of Machiavellianism, narcissism, psychopathy and sadism is known as the "Dark Tetrad." Our understanding of the relationship between the Dark Tetrad, harassment and Rape Myths is limited. While men are more likely to blame victims of sexual violence, it is unclear how gender influences the ability to perceive harassment. The aim of the present study is to look at the relationship between dark traits, gender, Rape Myths and perception of harassment. A sample of N = 210 university students located in England & Wales were recruited on SONA and social media platforms. Student's t-tests, Pearson's correlations, and multiple linear regressions were conducted. Analyses revealed gender differences for both Rape Myths endorsement and perception of harassment. Furthermore, a relationship between the dark traits, Rape Myths and perception of harassment was founded. These results have several implications, including our ability to understand perpetrators' characteristics, the impact of the Dark Tetrad on Rape Myths and perception of harassment, and our ability to develop effective prevention programs.

The Use of Negative Interface Cues to Change Perceptions of Online Retributive Harassment

Online retributive harassment refers to a range of abusive online behaviors targeted at offenders with the intent of sanctioning norm violations. Online retributive harassment is common in online interactions, can be devastating in its effect, and is hard to moderate. We examined the role that negative interface cues (i.e., Dislikes, flags) might have in changing people's harassment perceptions to mitigate this activity. We conducted a 4x2 between-subjects experiment (N = 242) to test the effects of interface cues (control with Likes only vs. Dislikes outnumbering Likes vs. Likes outnumbering Dislikes vs. a flag with Likes) and harassment severity (low vs. high) on how people perceive retributive harassment. We hypothesized that Dislikes and flags, despite the presence of Likes, signal social disapproval and descriptive norms against harassment and thus reduce bystanders' belief that retributive harassment is appropriate, deserved, or justified. We found that Dislikes can be effective when they outnumber Likes in high-severity harassment but backfire when outnumbered by Likes. A flag, contrary to popular practice, does not have a significant mitigating effect on perceptions of retributive harassment. We demonstrate the potential of negative interface cues to signal anti-harassment norms to bystanders and discuss alternatives to social media platforms' one-size-fits-all content moderation approach.

간호대학생의 성희롱 예방교육 수행의 효과

Objectives This study is a preliminary study conducted to investigate the effect of learning by teaching for sexual harassment prevention education. The study analyzed the effects of nursing students’ teaching experiences in providing sexual harassment prevention education to elementary school students on their gender equality awareness, sexual harassment perception, and sexual harassment behavior. Methods The study utilized a pretest-posttest non-equivalent group design with 65 subjects (40 in the experimental group, and 25 in the control group) of fourth year nursing students at a nursing school located in Gyeonggi Province. The experimental group was provided with reference materials, one observation experience of sexual harassment prevention education, and two teaching opportunities for upper elementary students. In contrast, the control group was provided with one session of lecture-type sexual harassment prevention education for 40 minutes. In order to evaluate the effectiveness, a survey was conducted on gender equality awareness, sexual harassment perception, and sexual harassment behavior before and after the intervention in both groups. The effect of sexual harassment prevention education was analyzed with the t-test. Results Gender equality awareness and sexual harassment recognition scores significantly increased in the experimental group experiencing teaching activities, compared to the control group that received lecture-type education. Sexual harassment behavior was not statistically significantly different between the groups before and after the intervention. Conclusions This study suggests that teaching experience can be an effective teaching and learning method to improve the awareness of gender equality and sexual harassment. In the future, repeated studies that expand the intensity, duration, and number of participants of the intervention program are recommended, as well as long-term effects evaluation studies on sexual harassment perception and behavior.

Experiences and Perceptions of Racism and Sexism Among Alberta Physicians: Quantitative Results and Framework Analysis of a Cross-Sectional Survey.

The prevalence of harassment and discrimination in medicine differs by race and gender. The current evidence is limited by a lack of intersectional analysis. To evaluate the experiences and perceptions of harassment and discrimination in medicine across physicians stratified by self-identified race and gender identity. Quantitative and framework analysis of results from a cross-sectional survey study. Practicing physicians in the province of Alberta, Canada (n=11,688). Participants completed an instrument adapted from the Culture Conducive to Women's Academic Success to capture the perceived culture toward self-identified racial minority physicians (Black, Indigenous, and People of Color (BIPOC)), indicated their perception of gender inequity in medicine using Likert responses to questions about common experiences, and were asked about experiences of reporting harassment or discrimination. Participants were also able to provide open text comments. Among the 1087 respondents (9.3% response rate), 73.5% reported experiencing workplace harassment or discrimination. These experiences were least common among White cisgender men and most common among BIPOC cisgender women (52.4% and 85.4% respectively, p<0.00001). Cisgender men perceived greater gender equity than cisgender women physicians, and White cisgender men physicians perceived greatest racial equity. Participant groups reporting the greatest prevalence of harassment and discrimination experiences were the least likely to know where to report harassment, and less than a quarter of physicians (23.8%) who had reported harassment or discrimination were satisfied with the outcome. Framework analysis of open text responses identified key types of barriers to addressing racism, including denial of racism and greater concern about other forms of discrimination and harassment. Our results document the prevalence of harassment and discrimination by intersectional identities of race and gender. Incongruent perceptions and experiences may act as a barrier to preventing and addressing harassment and discrimination in the Canadian medical workplace.

When “Good People” Sexually Harass: The Role of Power and Moral Licensing on Sexual Harassment Perceptions and Intentions

History has shown that people who embody responsibility-focused power have been credibly accused of sexual harassment. Drawing from power-approach and moral licensing theories, we present two complementary studies examining how responsibility-focused power triggers moral licensing, which, in turn, decreases perceptions of sexual harassment (Study 1) and increases intentions to engage in sexual harassment (Study 2). In Study 1, 365 participants read a scenario of a man embodying responsibility-focused power, self-focused power, or low power (control) and then read a case about the man’s alleged sexual harassment against a subordinate. Findings illustrated that moral crediting mediated the effect of power construal on false accusation judgments. In Study 2, 250 participants were primed to experience responsibility-focused power or low power. Responsibility-focused power increased sexual harassment intentions through effects on communal feelings and moral crediting. Based on these findings, we develop a new theoretical perspective on why sexual harassment occurs and why people deny perceiving it. We provide practical recommendations to organizational leaders for developing interventions, such as training, that may disrupt effects of power and moral licensing on sexual harassment intentions. We also encourage public discourse on the harms of harassment that supposed “good people” commit.