According to one survey, sexual harassment is now the number one concern of human resource managers throughout the country. Employers who do not respond to the complaints of sexual harassment by their victims will be heavily penalized. The 1991 Civil Rights legislation grants women the right to file at the federal level for monetary damages due to sexual discrimination. Additionally, more cases are being filed at the state level for infliction of emotional distress. Second, both business and health care alike must take preventive strategies to deal with this issue.
Prevention is the first line of defense against sexual harassment.
Individuals need to be informed of their right to work in a setting free of harassment. If the source of the behavior is a patient, charting the incident promptly and openly discussing prevention measures help to control the situation. Identifying high-risk places and using a buddy system, if necessary, can decrease the likelihood of harassment. Those in authority must communicate that this behavior will not be tolerated. All staff need to be made aware of the reporting process and encouraged to use it.