Gender Harassment
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Intent:
The Accreditation Council for Graduate Medical Education Institutional Requirement (II. C. 3. a. 8.) requires sponsoring institutions to provide policies and procedures for discipline and redress of grievances including gender or other forms of harassment.
Policy Statement:
The University of Florida College of Medicine is committed to the maintenance of supportive and productive environment for its students, staff, housestaff and faculty. In order to ensure that such an environment exists, inappropriate professional behavior in all forms is not permissible. As an attempt to clarify and unify policy and procedures related to a severe form of inappropriate professional behavior, namely gender harassment, the College of Medicine adopted the policy and procedures set forth in this document.
Description:
Gender harassment is any unwelcome, out-of-context gender reference or conduct, be it verbal, gestural, pictorial, or physical, which can create a hostile environment. Women and men may experience gender harassment by members of the opposite or same gender. Gender harassment whether by peers or across hierarchical lines (academic, administrative or patient care) is unwelcome, illegal, and creates an unhealthy learning or working climate.
Gender Harassment occurs when:
- The submission to or acquiescence in conduct of a gender nature is made a term or condition of an individual's employment or academic performance;
- The submission to or rejection of conduct of a gender nature by an individual is used as the basis for decisions such as employment, promotion, transfer, selection for training, performance, evaluation, or the basis of academic evaluation;
- The presence of conduct of a sexual nature creates an intimidating, hostile, or offensive work or educational environment or interferes substantially with an employee's work performance or student's academic performance.
"Unwelcome" is the key modifier designating such actions as harassment. The "quid pro quo" condition is the most obvious and most serious form of harassment. Conduct which affects the work environment can be harassment when it meets the criterion that a reasonable man or woman would find such action unacceptable. A principle, that may help an individual determine whether his or her conduct is offensive, is to apply the "what if they were here" test. In other words, ask if such conduct would be acceptable if carried out in the presence of a person with whom one has a close personal relationship.
The administrations of the College of Medicine and of its affiliated programs do not tolerate gender harassment. Everyone must respect diversity and refrain from discrimination.
The College of Medicine policies and procedures are set forth in the following:
- The College of Medicine adheres to the tenet of human equality and mutual respect by and for all.
- Prevention is the best means to reduce and abolish harassment, including gender harassment.
- All members of the College of Medicine community will have ready access to neutral, confidential advice and counseling should they, in their opinion, experience or be exposed to gender harassment. Counseling will also be available for anyone accused of gender harassment.
- The victim as well as the accused must be provided confidentiality within legal limits.
- The person identified to serve as the first contact for anyone seeking advice must be in a position to ensure confidentiality, provide first line counseling, explain the options, and recommend steps to the complainant.
- Mediation and subsequent counseling may be sufficient to correct the situation and prevent occurrence in the future. If acceptable resolution is reached, formal complaint procedures will not be pursued. Confidentiality will be maintained.
- Once a complaint is filed and determined to be valid, prescribed University procedures must be followed, including disciplinary action and possibly dismissal.
Procedures for Implementation:
For each group of the academic community, faculty, housestaff and students, an individual will be assigned to serve as the first contact and counselor to members of that group. For Housestaff, a suitable hospital counselor will be appointed by the hospital administration and the dean in consultation with the Institutional Committee for Graduate Medical Education (ICGME).
First Contact Counselor:
- Faculty and Housestaff: Shae Graham Kosch, Ph.D.
Office 392-4541 Ext. 228
Pager 393-4427 - Students: Beverly Vidaurreta Wright, Ph.D.
Office 392-5482
Pager 393-3844
Housestaff are strongly encouraged to contact the counselor when they:
- think they have been a victim of harassment
- have observed potentially harassing or offensive behavior by a student, house officer, member of the faculty, employee or patient, whether that person is a peer or a superior
- are concerned about tone of gender in a particular classroom, hospital or academic environment
- wish to learn the university policies for addressing harassment and discrimination.
In the case of incidents at other off-campus clinical sites, anyone having a complaint should immediately contact the appropriate counselor in Gainesville. Members of the College of Medicine are advised to use the counselor as a first contact even if the incident or episode involves an employee of another institution (e.g. VAMC, Shands or other hospital) or of another UF College (such as Nursing, Allied Health, Dentistry, etc.).
The presumed victim will be advised to file, with the assistance of the counselor, a complaint with the Dean of the college or Chief Executive Officer of the institution which has primary authority over the person being accused.
This detailed policy can be obtained through the Housestaff Affairs Office or the Office of the Dean.
Last Review: Institutional Committee for Graduate Medical Education June 12, 2003
