Sexual Harassment in the Workplace

Author(s): Ruth Zook

Source: The American Journal of Nursing, Vol. 100, No. 12 (Dec., 2000), pp.
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Published by: Lippincott Williams & Wilkins
Stable URL: http://www.jstor.org/stable/3522184
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Sexual Harassment in the Workplace

Learn how to protect yourself:
By Ruth Zook, MEd, RN,C

- J anet Sargent, a 32-year- One study believed. Harassment by a

showed that 40
old nurse, was giving a 158 nursing and
supervisor demanding occupatio
sexual
' bed bath to Samuel relations conditional to employ-
therapy students reported
ment is the classic
sexually harassed by patie
i Borsey, a 43-year-old male
case. Unwelcome of
a pilot study 13 nurses
~_jp patient. She was making
routine small talk, when he said sexual conduct-
nursing auxiliaries, 60% of
her touch felt sexy and asked if obscene drawings, I sexual h
subjects reported
she would perform oral sex. "I vulgarities, sexual
ment, predominantly whil
was angry and embarrassed," language, requests
bathing patients.
Janet recounted. "I treated it like Nurses also face harassment for sexual rela-
a joke, finished the bath, and got by other professionals. In a sur- tions, obscene tele-
out of the room as soon as I vey of critical care nurses, 46% phone calls-from
could. It's not the first time reported sexual harassment- supervisors,
something like this has hap- 82% by physicians, 20% by coworkers, or
pened, but I just don't know nurse colleagues, and 7% by patients creates an
what to say." supervisors. Studies indicate that intimidating and
Nurses have been exposed to most sexual harassment affects abusive work envi-
sexual harassment since female nurses, who tend to be ronment and is
Florence Nightingale wrote harassed by male patients and considered harass-
about her nurses being mis- male physicians. Incidents of ment. Home health
treated by physicians and about homosexual harassment and care nurses are

student nurses being harassed byfemale harassment of male often at greater

porters and drunken officers. nurses are known to occur, but risk of sexual
The common conception of they are rarely reported. harassment because
nurses as "handmaidens" to they commonly
male physicians, combined with WHERE DO YOU DRAW THE LINE? work alone in the
the physical contact involved in Under the terms of the Civil patient's home.
nursing (such as bathing) and Rights Act of 1964, the Equal
the personal nature of the work,Employment Opportunity ADDRESSING PATIENT OVERTURES
make nurses targets of sexual Commission defines sexual Some people act in a sexually
harassment. harassment as "unwelcome inappropriate manner because
Today, despite media atten- advances, requests for sexual they are driven by obsession:
tion and legislation, sexual behaviors, and other verbal or compulsive masturbation,
harassment is still an occupa- physical conduct of a sexual voyeurism, and exhibitionism.
tional hazard. In fact, nursing nature." The harassment can Such behavior can arise from
has the highest reported sexual range from nonverbal (leering, feelings of inadequacy, which
harassment rate. Studies show smirking, obscene gestures) to may worsen with hospitaliza-
that from 33% to more than verbal (sexual innuendoes, tion. Some patients, fearing the
50% of nurses have experienced explicit sexual propositions) to loss of sexual function, react
some form of inappropriate sex- unwanted physical touch. with sexually aggressive com-
ual behavior in the workplace. Most sexual harassment is ments or actions that they
not reported because the nurse believe will give them power
Ruth Zook is a clinical nurse educator for
psychiatry at the Milton S. Hershey Medical
is embarrassed, fears the loss of over others and, thus, over their
Center, Hershey, PA. her job, or thinks she won't be own lives.

http://www. nursingcenter.com AJN v December 2000 v Vol. 100, No. 12 24AAAA

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Inappropriate sexual behaviorpropriate, and it may even higher levels of intervention.

in patients leads nurses to change his behavior. Be sure to The law is on the side of the
respond with either passive provide consistent verbal, non-victim, but it's important to
avoidance or aggressive retalia- verbal, and physical feedback. take decisive action. If the
tion. However, an assertive Setfing limits. Limit settingharassment continues, docu-
approach is recommended; it ment the date and time of the
entails defining clear and reason-
will help the nurse maintain her able consequences that are con-incident and describe it in a
self-respect and encourage the sistently enforced. By doing statement
so, requesting that the
behavior stop. Provide the
patient to take responsibility for you give the patient an opportu-
his behavior. nity to manage his behavior.offender with this written state-
Nurses should avoid being ment (preferably by registered
Present the patient with positive
critical of the patient, checking behavior alternatives before mail) and keep a copy of any
the undesirable behavior but detailing the negative conse-documentation. If the behavior
maintaining respect for the per- continues, consult your supervi-
quences (for example, "If you
son. Proper management of stop asking me for sex, I cansor and, if necessary, send a
fin-
inappropriate sexual behavior ish your bath and we can talkcopy of your request to the
requires that you become aware about what is bothering you. offender's
If supervisor. You
of your feelings and responses, you don't stop, however, I'llwould next file a grievance with
understand the patient's defense leave immediately"). hospital authorities. A final
mechanisms, provide assertive Enforce the stated conse- option is to seek legal advice.
responses, and set appropriate quences and consult your Sexual harassment by patients
limits. coworkers, ensuring that theor colleagues is unacceptable
Self-awareness. Don't deny health care team follows this and requires immediate action.
your feelings about harassment; behavior modification plan. When By faced with this behavior,
instead, write them in a journal; maintaining boundaries and your set-first priority is to protect
talk with peers, supervisors, and ting appropriate limits, nurses yourself, and then you should
psychiatric educators; and if nec- can provide patients with a educate the harasser to prevent
essary, see a professional coun- framework for understanding the inappropriate behavior from
selor. This can help you avoid socially acceptable behaviorcontinuing.
and Following these
compromising the therapeutic setting healthy sexual boundaries.guidelines will help to encourage
interaction. a healthy, harassment-free work
Defense mechanisms. When HARASSMENT BY COLLEAGUES environment. V
individuals who demonstrate Employers have sought to dis-
inappropriate behavior are con- courage hostile behavior and SELECTED REFERENCES
fronted, they often become sexual harassment by educating Alberti RE, Emmons ML. Your perfect
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Publishers; 1995.
person confronting them. guidelines for an employee's
Chenevert M. STAT: special techniques in
Although being intimidated by response to sexual harassment. assertiveness training for women in the
or acting passively toward the The goal is to prevent sexualhealth professions. 4th ed. St. Louis:
Mosby; 1994.
patient isn't helpful, neither is harassment and promote a
Crisis Prevention Institute. The art of set-
scolding him. Instead, provide work environment in which
ting limits [videotape]. Brookfield (WI):
feedback in a nonthreatening respectful behavior is valued. The Institute; 1991.
way; for example, state the facts, If you are harassed by a Finnis SJ, et al. A pilot study of the

use proper names for body coworker, confront the offender prevalence and psychological sequelae
of sexual harassment of nursing staff.
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Nurs Ment Health Sew 1993;31(7):11-3.
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