#MeToo: the Role and Power of Bystanders (aka Us)

Aggarwal, Rashi; Brenner, Adam M.

doi:10.1007/s40596-019-01173-0

Cited by 9 publications

(10 citation statements)

References 33 publications

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“…Observing discriminatory behavior is detrimental to the well-being of those exposed ( 15 , 17 , 31 ). Engaging bystanders may also be a key component to changing the culture of surgery as bystanders interventions are an effective evidence-based tool that can be used to combat discrimination ( 32 , 33 ).…”

Section: Discussionmentioning

confidence: 99%

Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine

et al. 2022

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ObjectiveWomen make up a majority of the gynecologic oncology workforce. Increasing the numbers of women in leadership has been proposed as a path towards professional gender equity. This study examined whether leadership gender and departmental infrastructure impact the work environment for women gynecologic oncologists.MethodsMembers of a 472-member private Facebook group “Women of Gynecologic Oncology” (WGO) who self-identified as women gynecologic oncologists provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions using a REDcap survey platform.ResultsOf 250 (53%) respondents to this survey, most were younger than age 50 years (93.6%); White (82.2%) and non-Hispanic (94.3%); married (84.7%); and parenting (75.2%). Practice environments included academic (n=152, 61.0%), hospital employed (n=57, 22.9%), and private practice (n=31, 12.4%), and 89.9% supervised trainees. A significant percent of respondents had experienced bullying (52.8%), gender discrimination (57%) and microaggressions (83%). Age, race, ethnicity, practice setting, or mentorship were not statistically significantly associated with these experiences. Reported perpetrators were varied and included colleagues (84%), patients (44%), staff (41%), administrators (18%), and trainees (16%). Prevalence of bullying (55.0 vs 47.7%, p=0.33), gender discrimination (59.1 vs 52.3%, p=0.33) and microaggressions (83.3 vs 83.0%, p=1.00) were similar irrespective of departmental leadership gender.ConclusionsWomen gynecologic oncologists report a high prevalence of workplace bullying, gender discrimination and microaggressions regardless of the gender of their immediate leadership. Proactive and deliberate structural interventions to improve the work environment for surgeons who are women are urgently needed.

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Section: Discussionmentioning

confidence: 99%

Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine

et al. 2022

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“…More recently, interventions targeting would be victims (Senn et al, 2015) and bystanders have gained popularity (Steinmetz et al, 2019). These interventions have been designed to train women at risk of assault to self-protect, and/or bystanders to intervene in some way (Aggarwal & Brenner, 2020; Kettrey & Marx, 2019; Steinmetz et al, 2019). Across many of these efforts, rape-supporting attitudes (i.e., Rape Myths, RMA) have been used as a measure of assault likelihood and preventive efficacy (Flores & Hartlaub, 1998; Foubert et al, 2011; Palmer et al, 2020; Steinmetz et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

“…Despite their proliferation, most didactic trainings have been largely ineffective, such that the number of sexual assault reports on college campuses across the nation has remained constant (Borges et al, 2008; Department of Justice, 2014; Newlands & O’Donohue, 2016) while victim confidence in reporting mechanisms and the likelihood of reporting remain low (Burgess-Proctor et al, 2016). Although some bystander and would-be victim interventions have achieved small-to-medium effects (Aggarwal & Brenner, 2020; Kettrey & Marx, 2019), they have been criticized for putting the onus of sexual assault prevention on individuals other than the would-be-perpetrators (Jozkowski, 2015). Indeed, a minority of programs have focused directly on preventing would-be perpetrators from committing sexual assaults (Salazar et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…In addition, strong awareness of the #MeToo (and the #NowWhat) movement, along with a digital “cancel culture,” which supports public shaming and efforts to punish those who express potentially sexist, discriminatory, or harassing views (Aggarwal & Brenner, 2020; Carr, 2020), may have resulted in fewer young men who are generally willing to endorse rape-supporting beliefs. Yet broad public awareness and fear of shaming make it difficult to disentangle reduced endorsement of these beliefs from reduced belief in these myths.…”

Section: Introductionmentioning

confidence: 99%

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Dispelling a Myth: Reevaluating the Predictive Validity of Rape Myth Acceptance for Likelihood of Engaging in Sexual Violence

Frazier

Gonzales

2021

Sex Abuse

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Sexual violence prevention on college campuses has received significant recent attention. A prevalent intervention paradigm has centered around re-educating young people around consent and reduce endorsement of “rape myths,” based on the correlation between rape myths and sexual violence incidents. Yet many of these programs have not measurably reduced sexual assaults. We evaluated the predictive value of a rape myth measure, as compared with other predictors (criminal history, childhood victimization, aggressive tendencies, substance use, and empathy), in predicting self-reported acts of forcible and incapacitated sexual assault in college-age men ( N = 304) from 45 U.S. states. Across three logistic regression model pairs, rape myths were weakly associated with violence when considered as sole predictors. However, this predictive power dissipated when other predictors were included. Comprehensive models accounted significantly better for variability in outcomes; with criminal history demonstrating consistent predictive effects. Based on these findings, we recommend further research into prevention programming based on other predictors of violence.

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“…3,6 Bystander intervention training empowers individuals who are present but not directly involved in a harassment situation to diffuse the situation and help confront the harasser. 17 However, existing literature on bystander training for physicians does not include data on the effects of training on physician preparedness to respond to harassment in the clinical setting. 6,18 This study evaluates the impact of a pilot training workshop for ophthalmologists and ophthalmology trainees on techniques for responding to patient-initiated verbal sexual harassment on preparedness to respond to harassment behavior.…”

mentioning

confidence: 99%

Responding to Patient-Initiated Verbal Sexual Harassment: Outcomes of a Pilot Training for Ophthalmologists

Hock

Scruggs

Barlow

et al. 2020

Journal of Academic Ophthalmology

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Background Sexual harassment of physicians by patients is highly prevalent and rarely reported. Little is known on how to prepare physicians to handle verbal sexual harassment that detracts from their ability to provide care but does not meet the threshold for reporting. Purpose To assess the impact of a sexual harassment workshop and toolkit for ophthalmologists and ophthalmology trainees on responding to patient-initiated verbal sexual harassment. Methods A survey study of ophthalmology faculty, fellows, and residents who participated in workshops on responding to patient-initiated verbal sexual harassment was performed at an academic center. A toolkit of strategies for response was distributed. Volunteer participants completed a retrospective pretest–posttest evaluation at the conclusion of the workshop and follow-up survey 3 weeks after the workshops on whether they experienced harassment and intervened. The pretest–posttest surveys assessed the workshop's effect on ophthalmologists' perceptions of and preparedness to respond to sexual harassment in the moment using a 5-point Likert scale, including bystander intervention. Participants described their responses observing and/or experiencing patient-initiated sexual harassment in the 3 weeks following the workshop and whether they had intervened toward the harassment. Results Ophthalmologists (n = 31) felt significantly more prepared to respond to patient-initiated sexual harassment directed toward themselves or a trainee in the moment after participating in the workshop (4.5 ± 1.63) than before (3.0 ± 1.3) with a mean change of 1.6 (95% confidence interval: 0.98–2.2, p < 0.001). After the workshop, 86.3% of participants felt mostly or completely prepared to respond to comments about their age, gender, marital status, appearance, attractiveness, a specific body part, and sexual or inappropriate jokes. Most participants (83.9%) said that they had not previously received training on techniques for responding to patient-initiated sexual harassment. Two-thirds (66.7%) of participants who experienced (n = 8) or observed (n = 13) harassment (n = 15) following the workshop intervened. All participants who intervened toward patient-initiated harassment behavior after the workshop (n = 10) found the Sexual Harassment Toolkit helpful in addressing harassment in the moment. Conclusion Participation in a brief skills-based workshop significantly improved ophthalmologists' preparedness to respond to verbal sexual harassment by patients.

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#MeToo: the Role and Power of Bystanders (aka Us)

Cited by 9 publications

References 33 publications

Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine

Gynecologic Oncology and Inclusion of Women Into the Surgical Workforce: The Canary in This Coal Mine

Dispelling a Myth: Reevaluating the Predictive Validity of Rape Myth Acceptance for Likelihood of Engaging in Sexual Violence

Responding to Patient-Initiated Verbal Sexual Harassment: Outcomes of a Pilot Training for Ophthalmologists

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