___________________________________________ Sexual Harassment Prevention: The Illinois Requirement
The field of health care has several risk factors that make it par- ticularly prone to incidents of sexual harassment. For example, sexual harassment occurs more often in workplaces with hierarchal structures and significant power disparities, both of which are apparent in healthcare workplaces. Also, harassment is more common in workplaces that are male-dominated. One study found that women are six times more likely to experience sexual harassment than men in male-dominated workplaces. In female-dominated workplaces, men are twice as likely to experience sexual harassment than women [5]. In another survey, 30% to 70% of female physicians and 50% of female medical students reported having experienced sexual or gender harassment at work [6]. Another survey showed that nearly 75% of female non-surgical interns experienced sexual harassment when considering the definition, but only 25% identified their experience as such [7]. Sexual harassment has also been found to be particularly common in the field of nursing. In one survey of nursing students, nearly 50% reported having experienced sexual harassment [9]. In mental health care, a study of workers at an acute psychiatric facility found that 9.5% to 37.2% had experienced sexual harassment perpetrated by a patient/client [10]. It is important to note that the incidence of sexual harassment is difficult to determine, as most studies of workplace violence do not distinguish physical from verbal violence/threats or sexual harassment. It was once thought that sexual harassment was a predictable risk in order to advance in the healthcare field. However, it is important that all employees know that sexual harassment is not something that should be endured, regardless of the setting. This course will discuss the laws and regulations that define sexual harassment and the many consequences victims may experience. Steps to take in order to report sexual harassment if one experiences or witnesses it in the workplace will also be outlined. Lastly, this course will review the laws in place to protect those who make a report. DEFINING SEXUAL HARASSMENT Sexual harassment is a form of sex discrimination, violating Title VII of the Civil Rights Act of 1964. According to the EEOC, [11]: ...unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sex- ual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individu- al’s employment, unreasonably interferes with an individual’s work performance, or creates an intimi- dating, hostile, or offensive work environment. Psychologically, sexual harassment has been divided into three categories that reflect the legal definitions [8]:
HOW TO RECEIVE CREDIT • Read the entire course online or in print. • Complete a mandatory test (a passing score of 75 percent is required). Test questions link content to learning objectives as a method to enhance individualized learning and material retention. Provide required personal information and payment information. • Complete the mandatory Course Evaluation. INTRODUCTION Sexual harassment in the workplace has existed for centuries, primarily affecting domestic workers, servants, and women in the workforce. It was often assumed that women wanted or deserved the sexual attention and advances that they reported, unless they had substantial evidence that they had rejected or fought against their aggressor [1]. Only in recent decades has the law protected workers from the harassment and assault that many experienced. Under Title VII of the Civil Rights Act of 1964, unwanted sexual advances in the workplace were made illegal, but it was not until the 1970s that the term “sexual harassment” began to gain recognition, due in large part to the women’s rights movement [1; 2]. While sexual harassment is a term that has been familiar to the general population for the past 40 years, it has returned to the spotlight since the beginning of the “Me Too” movement, which started in 2006 before gaining renewed support and widespread following in 2017 with the viral hashtag #metoo. The now-global movement continues to provide support and resources for survivors, as well as building communities of advocates and working to disrupt the systems that allow sexual harassment and violence to occur [3]. In 2024, the Equal Employment Opportunity Commission (EEOC) reported 35,774 charge receipts alleging harass- ment in the workplace, a 68% increase from 2021 reports of 21,270 charge receipts [4]. In addition, the number of sexual harassment charge receipts increased proportionately from 5,581 in 2021 to 8,747 in 2024, remaining at approximately 25% of all harassment charges [12]. According to the EEOC, approximately 75% of employees who experience harassment in the workplace never talk to a supervisor or take formal action against their harasser [5; 13]. Overall, it is estimated that between 25% and 85% of women experience sexual harass- ment at work [5; 13]. While women are more likely to experi- ence sexual harassment, men are also affected; approximately 15% of all sexual harassment charges made to the EEOC in 2024 were filed by men [12].
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