Incidence and Group Comparisons of Harassment Based on Gender, LGBTQ+ Identity, and Race at an Academic Medical Center

Vargas, Emily A; Brassel, Sheila T.; Perumalswami, Chithra R.; Johnson, Timothy R.B.; Jagsi, Reshma; Cortina, Lilia M.; Settles, Isis H.

doi:10.1089/jwh.2020.8553

Cited by 16 publications

(27 citation statements)

References 41 publications

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“…The interested reader is encouraged to review previously mentioned papers (e.g., Hardeman et al, 2016a, b). It is outside the scope of this paper to further detail each specific type of discrimination and antidiscrimination work within those specific areas; these could easily be (and are) their own papers (e.g., disability: Meeks & Herzer, 2016;Meeks & Jain, 2018;Meeks & Neal-Boylan, 2020;VanPuymbrouck, Friedman, & Feldner, 2020;sexual orientation: Hill et al, 2020a, b;Lu et al, 2020;Vargas et al, 2020;gender: Agrawal, Madsen, & Lall, 2019;Borlik et al, 2021;Richter et al, 2020). Specific DEI terms used in this paper are defined above to ensure a common understanding.…”

Section: Introductionmentioning

confidence: 99%

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

Lingras

Alexander

Vrieze

2021

J Clin Psychol Med Settings

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Academic Health Centers (AHCs) across the nation are experiencing a reawakening to the importance of Diversity, Equity, and Inclusion (DEI). Such work impacts both employees and patients served by healthcare institutions. Yet, for departments without previously existing formal channels for this work, it is not always apparent where to begin. The current manuscript details a process for creating a committee as a vehicle for championing DEI efforts at the department level within an AHC. The authors present a six-step model for forming a DEI Committee and progress monitoring measures to remain accountable to identified objectives. In each step, the authors provide examples of their work with the goal for readers to tailor and apply each step to their own departments' DEI efforts. The current paper also identifies lessons learned with regard to barriers and facilitators of department-level DEI work. Reflections and next steps for DEI work beyond the proposed model are also discussed.

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Section: Introductionmentioning

confidence: 99%

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

Lingras

Alexander

Vrieze

2021

J Clin Psychol Med Settings

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“… 17 Another academic medical institution reported different types of sexual harassment experienced by women, by members of the lesbian, gay, bisexual, transgender, queer (LGBTQ+) community, and by underrepresented minorities from staff, students, and faculty, with differences in prevalence among department groups. 18 A high prevalence of discrimination, sexual harassment, and bias was reported among acute care surgeons, 23 and 70% of both women and men physicians reported sexual harassment at a German academic medical centre (n = 737). 20 A 2018 study from the National Academies of Science, Engineering, and Medicine revealed that more than 50% of women faculty and staff reported being harassed in academic environments.…”

Section: The Prevalence Of Harassment In Medicinementioning

confidence: 98%

“…Experiences of harassment persist after medical training, with multiple studies exploring experiences of different types of harassment within various medical groups and institutions with different survey questions. 17 , 18 , 19 , 20 , 21 , 22 Sexual harassment had been experienced by 25% of faculty members, more women than men, at one academic centre. 17 Another academic medical institution reported different types of sexual harassment experienced by women, by members of the lesbian, gay, bisexual, transgender, queer (LGBTQ+) community, and by underrepresented minorities from staff, students, and faculty, with differences in prevalence among department groups.…”

Section: The Prevalence Of Harassment In Medicinementioning

confidence: 99%

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An Institutional Approach to Harassment

Smyth

2021

CJC Open

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This is a PDF file of an article that has undergone enhancements after acceptance, such as the addition of a cover page and metadata, and formatting for readability, but it is not yet the definitive version of record. This version will undergo additional copyediting, typesetting and review before it is published in its final form, but we are providing this version to give early visibility of the article. Please note that, during the production process, errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.

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“…The interested reader is encouraged to review previously mentioned papers (e.g., . It is outside the scope of this paper to further detail each specific type of discrimination and antidiscrimination work within those specific areas; these could easily be (and are) their own papers (e.g., disability, Meeks & Herzer, 2016;Meeks & Jain, 2018;VanPuymbrouck, Friedman & Feldner, 2020;Meeks & Neal-Boylan, 2020;sexual orientation, Lu et al, 2020, Vargas et al, 2020gender, Richter, et al, 2020, Agrawal et al, 2019, Borlick et al, 2021. Specific DEI terms used in this paper are defined above to ensure a common RUNNING HEAD: A Model for Departmental DEI Efforts 7 understanding.…”

Section: Introductionmentioning

confidence: 99%

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

Lingras¹,

Alexander²,

Vrieze³

2021

Preprint

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Academic Health Centers (AHCs) across the nation are experiencing a reawakening to the importance of Diversity, Equity, and Inclusion (DEI). Such work impacts both employees and patients served by healthcare institutions. Yet, for departments without previously existing formal channels for this work, it is not always apparent where to begin. The current manuscript details a process for creating a committee as a vehicle for championing DEI efforts at thedepartment level within an AHC. The authors present a six-step model for forming a DEI committee and progress monitoring measures to remain accountable to identified objectives. In each step, the authors provide examples of their work with the goal for readers to tailor and applyeach step to their own departments’ DEI efforts. The current paper also identifies lessons learned with regard to barriers and facilitators of department-level DEI work. Reflections and next steps for DEI work beyond the proposed model are also discussed.

show abstract

Incidence and Group Comparisons of Harassment Based on Gender, LGBTQ+ Identity, and Race at an Academic Medical Center

Cited by 16 publications

References 41 publications

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

An Institutional Approach to Harassment

Diversity, Equity, and Inclusion Efforts at a Departmental Level: Building a Committee as a Vehicle for Advancing Progress

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