1/Just out-@MayoClinic shares approach to addressing, preventing #Sexualharassment, & developing a culture intolerant of this behavior. I hope this #Tweetorial is helpful #Medtwitter @TIMESUPHC @ChetRihal 
2/ #Sexualharassment in healthcare cannot be uncoupled from issues in larger society. 60-80% of the health care workforce has experienced #sexualharassment. @TIMESUPHC @reshmajagsi @ChetRihal doi.org/10.1089/jwh.20…
3/ #Sexualharassment in healthcare is particularly pernicious--serious & lasting psychological damage to victims & deleterious effects on teamwork & communication, affecting patient care. @drjessigold @pringlmillermd @JWestendorfPhD @TIMESUPNOW @TIMESUPHC
4/A tiny fraction of harassing behaviors are reported. Those who remain silent are not confident that harassment can be safely reported without retribution or that an appropriate institutional response will occur. @arghavan_salles @JulieSilverMD @TIMESUPNOW @TIMESUPHC
5/Robust policies/procedures against sexual harassment that are widely promulgated throughout the organization are important for addressing the problem but are insufficient by themselves. @choo_ek @DrLaurenP @TIMESUPHC @katie_sharkey
6/No organization should consider itself immune from sexual harassment. Step up! It takes commitment, transparency, resources, accountability. jamanetwork.com/journals/jama/… @ultrasoundREL @MichaelaWst @choo_ek @darakass
7/To start: Create a clear, well-communicated harassment & antidiscrimination policy, by itself, it’s insufficient for addressing allegations & mitigating #sexualharassment. @TIMESUPHC @ChetRihal
8/Then: Educate employees about & reinforce cultural expectations of mutual respect & #zerotolerance of #sexualharassment. Leadership messages, training, mandatory attestation of knowing policy/procedures. @myhalyard @ChetRihal @MayoClinic @TIMESUPNOW @TIMESUPHC
9/ @Mayo Clinic, that includes the complexity of personal relationships in the workplace, effect of power differentials, importance of bystanders taking action when they observe questionable behavior by a colleague.
10/ Next: Orgs develop a systematic method to thoroughly investigate allegations of & impose fair & consistent corrective actions when allegations are substantiated. Create a specialized team: Leadership, HR, Legal. @ChetRihal
11/ “All employees have a responsibility to report immediately to the appropriate supervisor, administrator or designee any complaint of a lack of mutual respect or harassment which is brought to their attention…. “
12/“Employees are not required to determine whether suspected conduct constitutes harassment under this policy. They simply may report the suspected conduct according to the procedure”
13/Once an allegation is made: Safety 1st! Protect & support both reporter & accused during investigation, thoroughly investigate, determine action (using Fair & Just Culture). #CQI process
14/RESULTS: Of 153 allegations (2017-2019) & associated investigations, the accused was overwhelmingly male (81.7%) In 6.5%, the sex of the complainant & accused was the same.
15/Almost 30% of accused were physicians or scientists, a disproportional representation of the staff. This has profound implications re the power differential with the victims. medscape.com/viewarticle/89…
16/Create tools to help staff proactively handle situations: report, handle the harasser, effectively develop working relationships w/coworkers, mentees, esp., those of different sexes. @myhalyard doi.org/10.1016/j.mayo…
17/We owe a debt of gratitude to the #MeToo, @TIMESUPHC & @TIMESUPNOW movements for sparking the conversations we are now all engaged in in multiple arenas. @myhalyard @ChetRihal @DrLaurenP
