Workplace harassment of health worker

Workplace harassment of health worker

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  1 Workplace Harassment ofHealth worker Work Place Harassment Literature review Author: Shahid Imran Khan [email protected] United National defines harassment as any improper and unwelcome conduct that might reasonably be expected or be perceived to cause offence or humiliation to another person. Harassment may take the form of words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle, humiliate or embarrass another or which create an intimidating, hostile or offensive work environment. Harassment normally implies a series of incidents. Disagreement on work performance or on other work-related issues is normally not considered harassment and is not dealt with under the provisions of this policy but in the context of performance management. (United Nation 2008) What is Workplace harassment? Workplace harassment may escalate to threats or acts of physical violence or a targeted worker may react violently to prolonged harassment in the workplace. It is important for employers to recognize these behaviors and to deal with them promptly because they could lead to workplace violence. The requirement for all workplaces to have a workplace harassment policy and program will help workplace parties recognize and deal with workplace harassment before it escalates into possible workplace violence (Ontario 2010). Harassment is behavior, verbal or physical, that unreasonably interferes with work or creates an intimidating, hostile, or offensive work environment. It can take many different forms, including intimidation or sexual harassment (IMF 2008). Sales girls at stores and hotel receptions experience wide range of harassing behaviors at work place.Collinsion & Collinsion (1994) presented the fact that secretaries found that normative
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  2 Workplace Harassment ofHealth worker ,possibly mundane forms of sexualization in the work place was so routine or habitual that they become functionally invisible .Naming such everyday forms of sexualization as sexual harassment may have been a cause of pain for those secretaries who achieved a senses of worth through good role performance ( Cited by Wilson, Thompson 2001) Sexual harassment also exists in educational departments .It is present at and between all levels of campus community. But it is rarely reported or discussed even informally because of combination of shame, fear and resignation .Many are aware of policy but none has taken recourse to it in a deliberate manner .Indeed some has reacted SHARPLY to its very existence. (Srinivasan 1999) staff, students and faculty are advised to take note of the institute’s strong disapproval of any and all conduct, which constitutes sexual harassment. Harassment from customer may be more frequent but less extreme given that customer-worker interaction are often more contained and routine than exchange between coworkers or employees and employer (Hughes & Tadic 1998),they further suggested that female employees were also far more accepting of this type of behaviors from customer than from coworkers. Types and levels of Workplace Harassment (Health Unit Canada, 2010) enlisted types of workplace harassments i.e. Verbally threatening to attack a worker, Leaving threatening notes or sending threatening e-mails to a workplace, Shaking a fist in a worker’s face, wielding a weapon at work, hitting or trying to hit a worker, throwing an object at a worker, Sexual violence against a worker, kicking an object the worker is standing on such as a ladder, trying to run down a worker using a vehicle Workplace harassment can also include verbal abuse or threats or intimidation, unwelcome remarks, jokes, innuendos, or taunting about one’s body, attire, religion, displays of sexually explicit, racist, or other offensive or derogatory pictures, practical jokes which cause awkwardness or embarrassment, unwelcome invitations or requests, whether indirect or explicit, condescension or paternalism which undermines self-respect, unnecessary physical contact such as touching, patting, pinching, physical assault (Canadian Human Rights Commission [CHRC], 1998) Experience at work place like offensive jokes, remarks or gossips, intrusive question, invasion of personal space, unwanted touching ,offensive picture or other materials, physical assaults (Uggen
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  3 Workplace Harassment ofHealth worker and Blackstone 2004),verbal aggression, obscenity, property damage, telephone threats and stalking(Fisher et al 1995) and bullying is a form of harassment that is recognized increasingly as an occupational issue and work based stressor (Taylor et Al 1999),so current study aim at exploring all the harassment aspect which a female can experience at work place including emotional ,mental and professional harassment. Workplace harassment can occur between people in any direction within a workplace, for example:  Laterally (a co-worker harassing another co-worker);  Upwards (a worker harassing a manager/supervisor);  Downwards (a supervisor/manager harassing a worker). Anila, Sabeen and Atika (2002) explored the prevalence of workplace sexual harassment. it can be said that sexual harassment is mostly done by the men who are superior in position and status than women i.e who are their supervisors or bosses or any other person in more authority and command than the victim. The analysis of study shows that sexual harassment is mostly the expression of power and abuse of authority, command, high authority, and higher status. Otherwise, it does not mean that women are not harassed by their colleague and sub-ordinate. Second important thing to be inferred is that women of any age group can be the target of sexual harassment. Similarly, men of all age group are prone to be harasses. Sexual harassment is any unwelcome sexual advance, request for sexual favor, verbal or physical conduct of a sexual nature, or any other behavior of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behavior, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex. Both males and females can be either the victims or the offenders (United Nations 2008). The European commission’s divide the sexual harassment into five categories nonverbal (e.g. pin ups, leering, whistling and suggestive gestures), physical (unnecessary touching) verbal
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  4 Workplace Harassment ofHealth worker (unwelcome sexual advances, proposition or innuendo) intimidation (offensive comments about dress, appearance or performance) and sexual blackmail. According to (Wilson, Thompson 2001) sexual harassment in workplace remains a significant problem, while the rate of reported incidents clearly depends on how sexual harassment is define (Fitzgerald and Shulman 1993). Workplace Harassment in Healthcare System Alexander and Fraser (2004) investigated the experiences of Workplace harassment in health professionals. The sample was consisted of 158 allied health workers, 135 doctors, and 1229 nurses. The results indicated that nurses experienced more occupational violence (68 %) than allied health providers (47%) and general practitioners (48%) for the duration of the last 12 months. findings further suggested that the of was verbal mistreatment, intimidation, insulting behavior and physical violence were the most frequently experienced forms of occupational violence Stebbing et al. (2004) conducted a research to investigate causes of stress and workplace bullying in 259 doctors. The results suggested a statistically significant relationship between those who would not proposed their post to a colleague and those who had trouble in organizing funds and in write up. Furthermore, dissatisfaction with the post, lack of support and guidance from supervisors and coworkers, desire to change the supervisors and major forms of workplace harassment were found to be significantly correlated. Chaudhuri (2007) conducted a study to explore the experiences of sexual harassment among working women in health sector. The sample was consisted of 135 doctors, nurses, healthcare attendants, administrative and other non-medical staff from 2 government and two private hospitals in Kolkata, India. The results suggested that 77 women experienced 128 incidents of sexual harassment; such as psychological harassment (45), verbal harassment (41), unwanted touch (27) and sexual gestures and exposure (15). The results further indicated that none of the female healthcare worker reported rape or attempt of rape but most of them knew their colleagues who had experienced these. Women were found to be reluctant to complain due to their job insecurity or fear of being stigmatized. The essential characteristics of sexual harassment is that it is unwanted by the recipient that is for each individual to determine what behavior is acceptable to them and what they regard as
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  5 Workplace Harassment ofHealth worker offensive. Sexual attention becomes sexual harassment if it persist in once it has been made clear that it is regarded by the recipient as offensive, although one incident of harassment constitute sexual harassment if sufficiently serious .It is unwanted nature of the conduct that distinguishes sexual harassment from friendly behavior, which is welcome and mutual “(EU commission Recommendation of 27 Nov 1991). Sexual harassment encompass unwanted sexual advances request for sexual favors, and other verbal or physical conduct of sexual nature. Quid pro quo sexual harassment occurs when advances involves threats, bribery or conditions of unemployment. Hostile environment sexual harassment exists when harassment affects the targets to ability to perform his or her job or when it creates intimidating, hostile or offensive working environment. (Richman, Melinda, 1999) Work place aggression is most anxiety provoking as of work (Jackson, Clare, Mannix 2002). Women who are working at different workplaces like lady doctors at hospitals, Female doctors encountered an unacceptable amount of sexual and gender based harassment are common events and are probably present in all medical schools regardless of age ,sex, religion and social background. Nurses there is compelling evidence that nurses are confronted with a range of violent assault in the workplace ,lie being grabbed ,punched ,pushed ,pinched ,scratched ,kicked ( Nabb. 2000) they also experience unwanted physical contact ,offensive sexual comments and sexual proposition (Kayel 1996).Findings of research explore the sexual harassment of nurse and nursing students that 90% of respondents experienced at least one type of sexual harassment and 30% described at least 4 type .More severe type of behavior were experienced by 33% of nurses in comparison with 23% of nurses students. For female lawyers, women police harassment is more likely to take place when women are moving into male dominated jobs. According to Collision. &Collision (1994) sexual harassment is nontraditional jobs for women for women may be more extensive and aggressive than in traditional forms of female employment (cited by Wilson, Thompson2001). Many laws prohibiting sexual harassment recognize that both men and women may be harasser or victims of sexual harassment .It is important to note , however that most victims of sexual harassment are women .This hostile work environment can be created by a supervisor or boss, by coworker or even by non-employee.Feelings of violation are particularly strong when women are
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  6 Workplace Harassment ofHealth worker harassed by authorities entrusted .Sexual harassment is especially traumatic when coaches ,mentors, therapists or doctors commit it.(Rutter 1989). Worldwide definition of sexual harassment in laws, regulations, policies and court adjudications differed in details but agreement existed on its key characteristics. The common elements in all definitions were:  Any physical, verbal or nonverbal conduct of sexual nature and other conduct based on sex affecting the dignity of women and men, which is unwelcome ,unreasonable , and offensive to the recipient.  A person rejection of, or submission to, such conduct is used explicitly or implicitly as a basis for a decisions which affects that persons job.  Conduct that creates an intimidating, hostile or humiliating working environment for the recipient. Sexual harassment does not effect the individual on personal job or related issues. At personal level studies have shown that harassment may impair women’s physical and mental health in a number of ways. (Susan 1994) With respect to the physical health, women may experience headache, sleep disturbance, nausea, weight loss or gain and sexually dysfunction. Common consequences for mental health include anxiety and depression ( Sever 1996) a victim might be sea red about the affect it will have on them as they might be labeled a trouble maker (Wilson & Thompson 2001). Effect of Workplace harassment on victim There are a range of psychological and physical illnesses and injuries that an individual who continues to be exposed to workplace harassment may experience. The effects of workplace harassment on a person may include: high levels of distress, impaired ability to make decisions and poor concentration; loss of self-confidence and self-esteem and feelings of social isolation at work; panic attacks, anxiety disorders, depression, social phobia (withdrawal from usual social interaction) and deteriorating relationships with family and friends; reduced output and performance, incapacity to work, loss of employment; sleep disturbances, such as, insomnia or severe tiredness (Queenland, 2012).
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  7 Workplace Harassment ofHealth worker Of all the form that violence against women can assume, sexual harassment is the most ubiquitous and insidious; all the more so because it is deemed normal behavior and not an assault on the female entity. It affects women in all settings whether public or private and has psychological, medical, social, political, legal and economic implications .Instances of sexual harassment should not be views as isolated incidents; rather they should be construed as gendered aggression against the rights and dignity of women (Chaudhari Swati 1998). According to Karega (2002) victims of sexual abuse in the workplace suffered from depression, psychological instability, feeling of helplessness, humiliation and shame. Unfortunately the more financially unstable the women are the more vulnerable they for sexual harassment. Sadia (2011) explored positive relationship between workplace harassment (general and sexual harassment) and posttraumatic stress symptoms reported by all the female doctors, house-job doctors and nurses. Significant positive relationship was found between workplace harassment (general and sexual harassment) and posttraumatic stress symptoms among the three sub-samples composed of doctors, house-job doctors and nurses. The nurses reported more general workplace harassment than the house-job doctors and doctors, whereas sexual harassment experiences were most frequently reported by the house job doctors than the doctors or nurses probably due to the fact that both of them have different job status, different responsibilities and different job timings which affect the frequency and types of workplace harassment. Sexual harassment is the most ubiquitous and insidious, It affects women in all setting whether public or private and has psychological, medical, social, political, legal and economic implications .Instances of sexual harassment should not be views as isolated incidents, rather they should be constructed as a gendered aggression against the rights and dignity of woman .the fact that is pernicious affects are visible globally discount any effort to view it with less gravity than it deserves..According to a study by International Labor Organization in 1992, in the 23 countries surveyed, 15-30 percent of working women had been subjected to sexual harassment, which varied from explicit demands for sexual intercourse of offensive remarks. One out of 12 women surveyed had to quit her job. Some of them were dismissed .the issue of sexual harassment has been in forefront of western woman’s movements for equality and in the efforts to make educational institutions and workplace safer (Chaudhari Swati 1998)
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  8 Workplace Harassment ofHealth worker Sexual harassment violates the dignity of the person to whom it is directed. It can also cause psychological and physical harm to the person harassed (Balchin 88) Females face many problem due to sexual harassment, they faced loss of self-esteem, Lack of confidence, fear of insecurity and constant fear of being exploited. Sleeplessness general loss of health psychosomatic complaints depression lack of interest in studies, lack of motivation, restricted the mobility of female which hinder the economic and social progress of country (Mehdi 2004). Yet conservative Ulema (scholars of Islam) argue that woman’s field struggle is restricted to her family only, serving the husband, bearing and rearing up children. And guarding her chastity by observing purdah, worshiping God privately in her home, and practicing piety within the four walls of homes rather than praying in the mosques and participating in economic, social and other activities outside home. This misconception has distorted the image of Islam for fourteen hundred years it is sanctioned neither by the Quran or the teachings of the prophet, who consoled women of his time by directing them to other ways of struggling in the cause of Allah, , he did not mean to confine her to home and prescribe for the domestic chores, only .If a woman feels that she is strong enough to participate in war, or contribute outside her home to economic or social struggle ,in war by fighting the enemy ,and he praised then for their bravery (Farid ,84)
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  9 Workplace Harassment ofHealth worker References Abbas, M. A., Fiala, L. A., Abdel-Rahman, A. G., & Fahim, A. E. (2010). Epidemiology of workplace violence against nursing staff in Ismailia Governorate, Egypt. Journal of Egypt Public Health Association, 85(1-2), 29- 43. Alexander, C., Fraser, J. (2004). Occupational violence in an Australian health care setting: Implications for managers. Journal of Healthcare Management, 49, 379-394. Balchin, C. (1996). An Action Manual; Women Law and Society, Lahore. Shirkat Gah. Pb. 181, 226, 230 Chaudhuri, P. (2007). Experiences of Sexual Harassment of Women Health Workers in Four Hospitals in Kolkata, India. Reproductive Health Matters,15, (30),221- 229 European Commission policy, 2006. “Protecting the dignity of the person and preventing Psychological harassment and sexual harassment” Brussels, C (2006) 1624/3 Farid, A. (1984). Muslim Women in world Religions’ Perspective. Karachi Bureau of Composition, Compilation and translation, University of Karachi, p 67-70 Fitzgerald, L. F., Sandra, L. Shullmna. 1993. Sexual Harassment: A Research Analysis and Agenda for the 1990s. Journal of Vocational Behavior. 42:5-27. Fisher, J., Bradshaw, J., Currie. B., Robins P., Searlk and Smith J. 1995. Context of Salience: Violence and Remote Area Nurse. Central Queensland University. 3: Pp 43-56 Hughes, K. D. & Tadic, V. 1998, “Something to Deal with Custmers Sexual Harassment and Women’s Retail Service Work in Canada”, Gender Work and Organization, 5:207-219. International Monetary Fund (IMF) 2010, Policy on harassment. P 3-4 Jakson, J., Clare J., Mannix J, 2002, “Who Would Want to be a Nurse? Violence in the Work Place-A Factor in Recruitment and Retention”, Journal of Nursing Management 10:Pp 13-20 Karega, R. G. (2002). Violence against women in the workplace in Kenya. International Labour Rights Fund, Washington. D.C Kayel. J. 1996. “Sexual Harassment and Hostile Environment in the Preoperative Area”. AORN Journal 63 (2); 443-449 Mehdi. T. (2004). Women on Trial: Gender Violence in Pakistan. Centre for Democratic Governance, Islamabad. P. 28.
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  10 Workplace Harassment ofHealth worker Nabb, D. 2000. ‘Visitor’ Violence: The Serious Effects of Aggression on Nurse and Others, Nursing standard 14(23): Pp 36-38 Ontario 2010, Workplace Violence and Harassment: Understanding the Law, Ministry of Labour, Ontario, Canada, P-3 Richman, J., Melinda, L., 1999. Sexual Harassment and Generalization Workplace Abuse Among University Employees, Prevalence and mental Health Correlates. American Journal of Public Health. 89(3): Pp 2-3 Rutter, P. 1989. Sex in the Forbidden Zone, When Men in Power-Therapists, Doctors, Clergy, Teachers and others Betray Women’s Trusts. New York: Faweett Books. Sadia M. 2002, Relationship between Workplace harassment and posttraumatic stress symptoms among Pakistani female healthcare professionals, Lahore, unpublished Thesis University of the Punjab. Pp 90-92 Server, A. 1996. Mainstream neglect of Sexual Harassment as a Social problem. The Canadian Journal of Sociology. 21:185-202 Srinivasan, A., 1999. Sexual Harassment in Delhi. Indian Institute of Technology. New Delhi Stebbing, J., Mandalia, S., Portsmouth, S., Leonard, P., Crane, J., Bower, M., et al. (2004). A questionnaire survey of stress and bullying in doctors undertaking research. Postgraduate Medical Journal, 80, 93-96 Susan, L. (1994). The Global Impact of Sexual Harassment, Webb, New York 1994. Swati, C. 1998. Sexual Harassment. Indian Journal of Gender Studies 5(1). Pp.115-125. Taylor, S., White, B., and Muneer, S., 1999. “Nurse’s Cognitive structural Models of Work Based Stress”. Journal of advanced nursing 29: pp, 974-983. Uggen, C., Blackstone, A., 2004. “Sexual Harassment: A gendered expression of power”, American Sociological review. 69: Pp 1-150 United Nations 2008, Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority, Secretary-General’s bulletin ST/SGB/2008/5 Wilson, F. & Thompson, P. 2001. Sexual Harassment as Exercise of Power. Gender, Work and Organization. 8:81-82