Sexual harassment against female nurses: a systematic review

Kahsay, Woldegebriel Gebregziabher; Negarandeh, Reza; Nayeri, Nahid Dehghan; Hasanpour, Marzieh

doi:10.1186/s12912-020-00450-w

Cited by 89 publications

(99 citation statements)

References 35 publications

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“…These women face the new difficulties derived from the lockdown. Before the COVID-19 crisis, these women were already at risk of poor mental health due to sexual harassment ( 32 , 33 ), lack of work-life balance ( 34 ) and inferior career prospects compared to their men peers ( 35 ). Women in their medical training suffered from higher levels of suicide and depression due to work-family conflicts ( 36 ).…”

Section: Introductionmentioning

confidence: 99%

Gender-Based Analysis of the Psychological Impact of the COVID-19 Pandemic on Healthcare Workers in Spain

et al. 2021

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Purpose: This study aims to analyze from a gender perspective the psychological distress experienced by the medical workforce during the peak of the pandemic in Spain.Methods: This is a single-center, observational analytic study. The study population comprised all associated health workers of the Cruces University Hospital, invited by email to participate in the survey. It consisted of a form covering demographic data, the general health questionnaire-28 (GHQ-28), and the perceived stress scale (PSS-14). We used multivariant regression analysis to check the effect of gender on the scores. We used gender analysis in both design and interpretation of data following SAGER guidelines.Results: Females made 74.6% of our sample, but their proportion was higher in lower-paid positions such as nursery (89.9%) than in higher-paid ones. The percentage of women categorized as cases with the GHQ-28 was 78.4%, a proportion significantly higher than in the male population (61.3%, p < 0.001). The multivariant regression analysis showed that being women, working as orderly hospital porters, and having a past psychiatric history were risk factors for higher scores in both the GHQ-28 and PSS-14.Conclusion: Women and those with lower-paid positions were at risk of higher psychological distress and worse quality of life within the medical workforce during the first wave of the pandemic. Gender analysis must be incorporated to analyze this fact better.

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Section: Introductionmentioning

confidence: 99%

Gender-Based Analysis of the Psychological Impact of the COVID-19 Pandemic on Healthcare Workers in Spain

et al. 2021

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“…A bystander program, which takes the onus of ending sexual harassment off the shoulders of the individual and places responses on the organizational community, targets changes in behavioral/ organizational norms and may be effective if bystander training integrates context-specific research evidence on victim-blaming and other silencing dynamics, and links sex-based harassment to sexism, gender inequality and other forms of gendered violence[ 26 ], in addition to training witnesses to disrupt harassing behaviors in safe ways [ 80 , 81 ]. It is likely that the prevention of violence and harassment would be more effective if bystander programs were established upstream during heath professional training [ 82 ].…”

Section: Discussionmentioning

confidence: 99%

Uganda’s response to sexual harassment in the public health sector: from “Dying Silently” to gender-transformational HRH policy

Newman

Nayebare²,

Neema

et al. 2021

Hum Resour Health

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Introduction Sexual harassment is a ubiquitous problem that prevents women’s integration and retention in the workforce. Its prevalence had been documented in previous health sector studies in Uganda, indicating that it affected staffing shortages and absenteeism but was largely unreported. To respond, the Ministry of Health needed in-depth information on its employees’ experiences of sexual harassment and non-reporting. Methods Original descriptive research was conducted in 2017 to identify the nature, contributors, dynamics and consequences of sexual harassment in public health sector workplaces and assess these in relation to available theories. Multiple qualitative techniques were employed to describe experiences of workplace sexual harassment in health employees’ own voices. Initial data collection involved document reviews to understand the policy environment, same-sex focus group discussions, key informant interviews and baseline documentation. A second phase included mixed-sex focus group discussions, in-depth interviews and follow up key informant interviews to deepen and confirm understandings. Results A pattern emerged of men in higher-status positions abusing power to coerce sex from female employees throughout the employment cycle. Rewards and sanctions were levied through informal management/ supervision practices requiring compliance with sexual demands or work-related reprisals for refusal. Abuse of organizational power reinforced vertical segregation, impeded women’s productive work and abridged their professional opportunities. Unwanted sexual attention including non-consensual touching, bullying and objectification added to distress. Gender harassment which included verbal abuse, insults and intimidation, with real or threatened retaliation, victim-blaming and gaslighting in the absence of organizational regulatory mechanisms all suppressed reporting. Sexual harassment and abuse of patients by employees emerged inadvertently. Discussion/conclusions Sex-based harassment was pervasive in Ugandan public health workplaces, corrupted management practices, silenced reporting and undermined the achievement of human resources goals, possibilities overlooked in technical discussions of support supervision and performance management. Harassment of both health system patients and employees appeared normative and similar to “sextortion.” The mutually reinforcing intersections of sex-based harassment and vertical occupational segregation are related obstacles experienced by women seeking leadership positions. Health systems leaders should seek organizational and sectoral solutions to end sex-based harassment and make gender equality a human resource for health policy priority.

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“…Sexual harassment could take many forms ranging from physical forms, verbal forms and nonverbal forms (Kahsay et al, 2020). Physical form of sexual harassment occurs when there is an unwanted and unwelcomed bodily contact with the victim such as embarrassing touch, kissing, cuddling, deeds, and actions, to behaviours of sexual nature.…”

Section: Review Human Sexuality and Sexual Harassmentmentioning

confidence: 99%

Evaluating Sexual Harassment against Female Workers in Higher Institutions in Anambra State, Nigeria

Anierobi¹,

Etodike²,

Nwogbo³

et al. 2021

IJARBSS

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Sexual harassment like any negative job antecedents is one of the workplace vices which organizations attempt to checkmate in order to create conducive atmosphere for employees to thrive. In Nigeria, lack of legislative efforts and enforcement of extant laws have increased vulnerability. This study therefore attempts to evaluate the incidence and the impacts it may have on the workers which most likely affect organizational efficiency and effectiveness. Using a descriptive design, the study evaluated patterns of sexual harassment, prevalence and consequences in higher institutions in Anambra State, Nigeria. The sample comprised 312 female workers from three higher institutions in Anambra State whose ages ranged from 23yrs and mean age of 37.50yrs and standard deviation of 2.40. Data were collected with the aid of 31-item questionnaire. Reliability of the instrument was ascertained at determined Cronbach alpha coefficient of 0.71. The result of descriptive analysis revealed the prevalence of sexual harassment is high among female workers at 69.4% (X = 3.9) with verbal sexual harassment being the most common type at 73.7% prevalence. Job insecurity was identified as the leading consequences of sexual harassment in the views of the female workers at 67.2% (X = 3.4) among other consequences. Considering the job outcomes of sexual harassment of female workers in the workplace, it is recommended that organizational climate in education sector be protected by legislative enablement to create a gender free working environment for thriving of both males and females especially females who are the common victims of sexual harassment in this part of the world while prosecuting reported cases.

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Sexual harassment against female nurses: a systematic review

Cited by 89 publications

References 35 publications

Gender-Based Analysis of the Psychological Impact of the COVID-19 Pandemic on Healthcare Workers in Spain

Gender-Based Analysis of the Psychological Impact of the COVID-19 Pandemic on Healthcare Workers in Spain

Uganda’s response to sexual harassment in the public health sector: from “Dying Silently” to gender-transformational HRH policy

Evaluating Sexual Harassment against Female Workers in Higher Institutions in Anambra State, Nigeria

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