An Institutional Approach to Harassment

Abstract

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How to handle the academic literature of sex offenders? A post-publication protection mechanism is needed

“…Actions in this plan should not consider or be based on accusations of sexual misconduct in the public arena, such as on social media or blogs because these may merely be cases of hearsay, smear campaigns or tabloid or sensationalist reporting. Step 1: The EiC, with the support of the publisher, needs to reach out to the ethics and IRB committees of the associated research institute(s) (Smyth, 2021; Perry, 2024). Step 2A: All co-authors need to be given an opportunity to offer their opinion and position, in a safe – and if necessary anonymized – location, with necessary legal protections, in which they can better and clearly explain the actions of the perpetrator, their knowledge of any acts of abuse or victimization and where their testament is then considered legally valid by the same court of law that recognized the perpetrator as such.…”

When faculty are bullied: the unacceptable costs of doing our job and what universities can and should do

“…Addressing bullying, then, requires consideration of the whole institutional context and structures and is a whole university community effort, including that of the governing board. The University of Alberta Faculty of Medicine and Dentistry (UAFMD) undertook this effort making evidence-based intentional changes to their structures and processes to facilitate a vibrant, supportive and engaging environment for their faculty, students and staff [12].…”

“…Utilizing a framework of psychological safety, the UAFMD took a holistic approach focused on addressing all forms of mistreatment, no matter from where it comes [12]. To accomplish this, all school members were engaged in the processes of assessment and change, embodying through this process how the school and their members wanted their culture and climate to be.…”

Ensuring Safety of Our Young Doctors - A Time for Action

“…Medical school and teaching hospital leaders should place the highest priority on creating learning cultures that emphasize patient safety, model professionalism, enhance collaborative behavior, encourage transparency, and value the individual leader; eliminate hierarchical authority gradients that intimidate others and stifle teamwork; demonstrate non-tolerance for abusive or demeaning behaviors; enforce a zero-tolerance policy for confirmed egregious disrespectful or abusive behaviors. (7) Program directors and Heads play a significant role in ensuring that mechanisms are in place to combat harassment. There must be a distinction between simply attending, teaching, and being taught.…”