Texas pediatric facilities can prevent sexual harassment by instituting policies that establish effective prevention and education methods. The policies should also provide no leniency for inappropriate actions, create clear rules and tools for addressing concerns and include suitable responses. It's important to note that people who work in environments rife with sexual harassment may suffer a decline in work performance and morale.
According to the Equal Employment Opportunity Commission, sexual harassment can include requests for sexual favors and unsolicited sexual advances. The behavior can also include other types of physical or verbal sexual conduct that directly or indirectly interferes with a worker's employment, results in a work environment that is hostile or unreasonably inhibits work performance. When such conduct takes place in office settings in which there are at least 15 people employed, the behavior is in violation of the Title VII of the Civil Rights Act of 1964.
The AAP policy Prevention of Sexual Harassment in the Workplace and Educational Settings states that over 33 percent of women physicians believe that they have been victims of sexual harassment. The frequency of the behavior seems to be more common when they are attending medical school and training.
The number of men who are reporting sexual harassment is increasing as well. In recent years, up to 17 percent of all sexual harassment charges that have been reported to the EEOC have been filed by men.
An attorney who practices employment law may protect the rights and interests of employers who are engaged in disputes related to employment law matters. Legal counsel could advocate on behalf of a company that is being sued for workplace sexual harassment.