Radiology, Sexual Harassment, and the #MeToo Movement

Braileanu, Maria; Edney, Elizabeth; Azar, Shadi F.; Lazarow, Frances; Mogensen, Monique A.; Tuburan, S.; Kadom, Nadja; Phalke, Vaishali V.

doi:10.1016/j.acra.2020.04.036

Cited by 10 publications

(8 citation statements)

References 38 publications

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“…This aligns with previous studies indicating that only a minority of victims were likely to report instances of harassment (6). Reasons for not reporting were similar to what have been recognized in other studies, including fear of negatively impacting their career, futility of reporting, the harasser holding a position of power, concern about retaliation, and/or the hassle associated with reporting (1,14). Given the time frame of experiences for those surveyed, an additional possibility is that adequate reporting procedures, training, or even ample language to describe the inappropriate behavior were not in place at the time to facilitate reporting of such events (11).…”

Section: Discussionsupporting

confidence: 89%

“…T o date, limited information has been published on the occurrence and effects of gender discrimination and sexual harassment in radiology (1,2). Gender discrimination refers to gender-based behaviors, policies, and actions that adversely affect the workplace setting by leading to disparate treatment or creation of an intimidating environment (3).…”

Section: Introductionmentioning

confidence: 99%

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The Current State of Gender Discrimination and Sexual Harassment in the Radiology Workplace: A Survey

et al. 2022

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Rationale and Objectives: Our objectives were (1) to determine the extent to which gender discrimination and sexual harassment are experienced by female radiologists and trainees; (2) to examine whether experiencing harassment or discrimination influences perceptions of gender parity; and (3) to explore whether the existence of either formal institutional policies or the number of women in the workplace and/or in leadership positions influences perceptions of having achieved gender equity.Materials and Methods: An online anonymous questionnaire, developed through an Association of University Radiologists (AUR) À affiliated 2019À2020 Task Force, was used to assess participant demographics, perceptions of gender parity, and experiences of gender discrimination and sexual harassment.Results: A total of 375 complete responses were collected. All respondents were female with most practices consisting of fewer than 25% female radiologists. The majority of respondents reported having been a victim of sexual harassment (n = 226, 60.3%) and gender discrimination (n = 318, 84.8%) in the workplace. Approximately 87.5% of participants believed workplace gender parity would take longer than 10 years to achieve; 26.9% responded that it will never happen. Experiencing gender discrimination or harassment in the workplace was significantly associated with a negative outlook on achieving gender parity. Conversely, the presence and number of adequate formal institutional policies to address workplace gender equity and harassment were significantly associated with optimistic views on achieving gender parity. Higher percentages of women in one's practice as well as number of women in leadership positions were also significantly associated with more optimistic expectations. Conclusion:Gender discrimination and sexual harassment are common in the field of radiology and influence victims' outlook on achieving gender parity in the workplace. Perceptions can be improved by implementing adequate institutional training policies on harassment and increasing the representation of female radiologists.

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Section: Discussionsupporting

confidence: 89%

Section: Introductionmentioning

confidence: 99%

The Current State of Gender Discrimination and Sexual Harassment in the Radiology Workplace: A Survey

et al. 2022

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“…This includes grappling with the considerable impact of gender and race on science. Since 2017, the #metoo movement has had a widespread, lasting impact on various social institutions by making it more admissible to call out, talk about, and institute remedies against gender‐based discrimination and aggressions (Braileanu et al, 2021; Levy & Mattsson, 2020). The sciences have had their moments of reckoning since with regard to the presence of rampant workplace sexism, harassment, and discrimination (Neill, 2017a, 2017b Rodríguez Mega).…”

Section: Thinking Through Equity Diversity and Inclusion In Stem High...mentioning

confidence: 99%

Incorporating equity, diversity, and inclusion in science: Lessons learned from an undergraduate seminar

2022

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Questions of equity, diversity, and inclusion in the sciences have taken center stage in light of the COVID‐19 pandemic and Black Lives Matter movement of 2020. This paper focuses on the experiences of academics engaging in such work, particularly in their roles as educators, by sharing two of the authors' experiences introducing equity, diversity, and inclusion initiatives in a first‐year science course at a Canadian university. Using critical research methodologies like narrative inquiry and memory work, we look at three separate instances where complex personal, institutional and course attributes fostered, allowed, or hindered efforts to bring these initiatives into the classroom. We consider how problematic incidents and obstacles relating to the organization of content on equity, diversity, and inclusion in science cropped up during the process, how they were perceived and handled in the moment, as well as the authors' reflections, takeaways, and lessons learned from the experience. These stories suggest that efforts to center discussions about equity, diversity, and inclusion in undergraduate science classrooms can be unpredictable and complex, particularly at the day‐to‐day level; this is especially the case when handling subtler microaggressions rather than clear instances of discrimination or harassment. Our study points to the importance of creating a more permanent institutional memory for initiatives that outlive those who initiated and organized them, so that they become embedded within the culture of a course or department.

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“…Departments should also have a clear and accessible written protocol explaining the steps for reporting discrimination, bullying, and harassment. [11][12][13] This process should be effective, safe, and anonymous. It is also recommended to keep a record of reports of such actions, their management and their impact to prevent future events.…”

Section: Instituting Clear Policies On Harassment and Bullyingmentioning

confidence: 99%

Recommendations for Improving Canadian Radiology Equity, Diversity and Inclusion

et al. 2022

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Improving equity, diversity, and inclusion (EDI) within Canadian radiology is critical for optimal patient care and to reduce health disparities. Although there are increasing national EDI initiatives, there is a paucity of resources available to assist radiology departments as the culture of EDI evolves and faculty and institutions are expected to incorporate EDI in their practice. We present practical recommendations for radiology departments, radiology training programs, and individual radiologists wishing or mandated to improve EDI in the workplace. Actionable strategies for creating an environment that promotes EDI, attracting and supporting diverse trainees, and for how individual radiologists can be allies are presented. These EDI strategies are imperative to provide the best patient care and to strengthen the future of Canadian radiology.

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Radiology, Sexual Harassment, and the #MeToo Movement

Cited by 10 publications

References 38 publications

The Current State of Gender Discrimination and Sexual Harassment in the Radiology Workplace: A Survey

The Current State of Gender Discrimination and Sexual Harassment in the Radiology Workplace: A Survey

Incorporating equity, diversity, and inclusion in science: Lessons learned from an undergraduate seminar

Recommendations for Improving Canadian Radiology Equity, Diversity and Inclusion

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