J OralMaxillofacSurg 50:319.1992
Stopping Sexual Harassment What is sexual harassment? As was shown in the recent hearings on television, it is evident that there is not even agreement on how to pronounce the term, let alone how to define it. Perhaps one can paraphrase what was once said about pornography: you may not be able to define it, but you should be able to recognize it when you see it. Certainly, it is now very clear that sexual harassment goes far beyond the usual stereotyped example of the superior forcing the underling to provide sexual favors under the threat of loss of his or her job. As employers it is our obligation to be cognizant of the feelings of our employees and to assure that they are treated with the dignity and respect to which they are entitled. Those who believe that sexual harassment does not occur very frequently in our offices need only look at the statistics. In a nationwide survey taken by the American Dental Assistants Association in 1984, 43% of the respondents reported having been the victims of sexual harassment, and nearly 75% considered the problem to be a serious one. Even if some of the reported claims could be subject to interpretation, these are still very impressive numbers. Maybe those who believe that sexual harassment does not happen either are unable to recognize it or just don’t want to acknowledge it. Certainly, our offices seem to provide an ideal atmosphere for such occurrences. The doctors are generally male and the employees are generally female, the number of employees is usually small, and the working conditions are quite intimate. When sexual harassment does occur in the office, it should not be very difficult to determine who is the offender. Unlike most business situations in which there are multiple employees and various levels of supervision, there are very few layers of authority between the doctors and the employees in our offices. Thus, when a problem does exist, it is usually the doctor who is at fault. This is not meant to imply that what occurs is always done intentionally. More often, it is probably a lack of either understanding or sensitivity on his or her part. When dealing with this complex subject, there are still very few absolute answers regarding what is appropriate and inappropriate behavior. However, this should not be used as an excuse for overstepping the boundaries of propriety. In recent times it has become very clear that all forms of sexual harassment do not necessarily have to do with sex. A commonly unrecognized form of sexual
harassment involves a superior creating a hostile environment for a particular employee. It is also considered sexual harassment when an employer promotes an employee with whom he is romantically involved while denying the same promotion to a more qualified person. A very common form of sexual harassment involves telling dirty jokes or making suggestive remarks. While we may think such actions are funny, and not ill-intended, we need to be sensitive to the feelings of others who may not find them as amusing as we do. In addition to those acts that are considered sexual harassment, there are also other situations frequently occurring in offices that, while not actually a form of harassment, also can be very offensive to employees. One of these is the use of profanity. Even when not directed at the employee, and no matter how great the anger, there should never be an excuse for such language. Another is the manner in which reference is often made to women employees as girls. They are receptionists, secretaries, assistants, or nurses, and should be referred to as such. To do otherwise is degrading to these individuals. If we are to create pleasant working conditions in our offices, we constantly need to be aware of those situations that can lead to misunderstanding. Sexual innuendo, suggestive comments, and jokes about gender-specific traits are all inappropriate, no matter how friendly we are with those who work with us. The same is true for nonverbal actions such as suggestive or insulting noises, or obscene gestures, or for any form of physical contact. We must always remember not to let friendliness and camaraderie be used as a license to engage in behavior that could be subject to question. It is the doctor’s responsibility to see that sexual harassment does not occur in the office. While never an easy task, it is even more difficult when the potential perpetrator is also the person responsible for prevention. Because of the uncertainty in this area, it is very possible that we may be engaging in offensive behavior without even being aware of it. We owe it to our employees to discuss this matter with them in a frank and open manner, without their having any fear of reprisal. Hopefully, we will get a clean bill of health. If not, we need to take every complaint seriously and correct the situation. If we want respect from those whom we employ, we must be willing to give them the same respect. DANIEL M. LASIUN
319
Stopping Sexual Harassment What is sexual harassment? As was shown in the recent hearings on television, it is evident that there is not even agreement on how to pronounce the term, let alone how to define it. Perhaps one can paraphrase what was once said about pornography: you may not be able to define it, but you should be able to recognize it when you see it. Certainly, it is now very clear that sexual harassment goes far beyond the usual stereotyped example of the superior forcing the underling to provide sexual favors under the threat of loss of his or her job. As employers it is our obligation to be cognizant of the feelings of our employees and to assure that they are treated with the dignity and respect to which they are entitled. Those who believe that sexual harassment does not occur very frequently in our offices need only look at the statistics. In a nationwide survey taken by the American Dental Assistants Association in 1984, 43% of the respondents reported having been the victims of sexual harassment, and nearly 75% considered the problem to be a serious one. Even if some of the reported claims could be subject to interpretation, these are still very impressive numbers. Maybe those who believe that sexual harassment does not happen either are unable to recognize it or just don’t want to acknowledge it. Certainly, our offices seem to provide an ideal atmosphere for such occurrences. The doctors are generally male and the employees are generally female, the number of employees is usually small, and the working conditions are quite intimate. When sexual harassment does occur in the office, it should not be very difficult to determine who is the offender. Unlike most business situations in which there are multiple employees and various levels of supervision, there are very few layers of authority between the doctors and the employees in our offices. Thus, when a problem does exist, it is usually the doctor who is at fault. This is not meant to imply that what occurs is always done intentionally. More often, it is probably a lack of either understanding or sensitivity on his or her part. When dealing with this complex subject, there are still very few absolute answers regarding what is appropriate and inappropriate behavior. However, this should not be used as an excuse for overstepping the boundaries of propriety. In recent times it has become very clear that all forms of sexual harassment do not necessarily have to do with sex. A commonly unrecognized form of sexual
harassment involves a superior creating a hostile environment for a particular employee. It is also considered sexual harassment when an employer promotes an employee with whom he is romantically involved while denying the same promotion to a more qualified person. A very common form of sexual harassment involves telling dirty jokes or making suggestive remarks. While we may think such actions are funny, and not ill-intended, we need to be sensitive to the feelings of others who may not find them as amusing as we do. In addition to those acts that are considered sexual harassment, there are also other situations frequently occurring in offices that, while not actually a form of harassment, also can be very offensive to employees. One of these is the use of profanity. Even when not directed at the employee, and no matter how great the anger, there should never be an excuse for such language. Another is the manner in which reference is often made to women employees as girls. They are receptionists, secretaries, assistants, or nurses, and should be referred to as such. To do otherwise is degrading to these individuals. If we are to create pleasant working conditions in our offices, we constantly need to be aware of those situations that can lead to misunderstanding. Sexual innuendo, suggestive comments, and jokes about gender-specific traits are all inappropriate, no matter how friendly we are with those who work with us. The same is true for nonverbal actions such as suggestive or insulting noises, or obscene gestures, or for any form of physical contact. We must always remember not to let friendliness and camaraderie be used as a license to engage in behavior that could be subject to question. It is the doctor’s responsibility to see that sexual harassment does not occur in the office. While never an easy task, it is even more difficult when the potential perpetrator is also the person responsible for prevention. Because of the uncertainty in this area, it is very possible that we may be engaging in offensive behavior without even being aware of it. We owe it to our employees to discuss this matter with them in a frank and open manner, without their having any fear of reprisal. Hopefully, we will get a clean bill of health. If not, we need to take every complaint seriously and correct the situation. If we want respect from those whom we employ, we must be willing to give them the same respect. DANIEL M. LASIUN
319
