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Background: Gender-based and sexual harassment are prevalent in the medical profession. We aimed to quantify the prevalence of such behaviours within orthopedic surgery in Canada and to identify any risk factors for experiencing gender-based or sexual harassment in the workplace., Methods: In collaboration with the Canadian Orthopaedic Association, we conducted a Canada-wide email questionnaire survey in June 2019 of all orthopedic surgeons registered with the Canadian Orthopaedic Association and the Canadian Orthopaedic Residents' Association. The development of our questionnaire was informed by a review of the literature and published surveys on gender-based and sexual harassment, and consultation with researchers in intimate partner violence. We conducted a multivariable logistic regression analysis to identify risk factors for harassment., Results: Of the 1783 surgeons invited to participate, 465 returned the questionnaire (response rate 26.1%); the response rate was 48.1% for females and 22.1% for males. Overall, 331/433 respondents (76.4%, 95% confidence interval [CI] 72%-80%) and 315/423 respondents (74.5%, 95% CI 70%-78%) reported having experienced at least 1 occurrence of gender-based and sexual harassment, respectively. Women were significantly more likely than men to have experienced both gender-based and sexual harassment (odds ratio [OR] 16.2, 95% CI 4.8-54.0, and OR 2.2, 95% CI 1.2-4.0, respectively). Respondents who identified as nonwhite were significantly less likely than those who identified as white to have experienced gender-based harassment (OR 0.5, 95% CI 0.3-0.99)., Conclusion: The prevalence of gender-based and sexual harassment is high within Canadian orthopedic surgery, and women are at highest risk for experiencing harassment. The results may provide the impetus for orthopedic societies to develop action plans and to re-examine and enforce policies to address these damaging behaviours appropriately., Competing Interests: Competing interests: Kim Madden reports a grant from St. Joseph’s Healthcare Foundation and personal fees from OrthoEvidence, outside the submitted work. Mohit Bhandari reports grants from the Canadian Institutes of Health Research (Foundation Grant 148388), National Institutes of Health, Physicians’ Services Incorporated Foundation and US Department of Defense, and personal fees from PendoPharm, Bioventus and Acumed, outside the submitted work. Michelle Ghert reports grants from the Canadian Institutes of Health Research (Operating Grant 137104), Canadian Cancer Society and Hamilton Academic Health Sciences Organization, and personal fees from Wright Medical Group and Amgen, outside the submitted work. No other competing interests were declared., (© 2022 CMA Impact Inc. or its licensors.)

Objectives: A broad survey of women otolaryngologists on the current state of the field, including opportunities for advancement, support of family leave, and prevalence of harassment, has not been performed since 1998. An update on the experiences of female otolaryngologists is vital to continue to advance the specialty., Study Design: Anonymous web-based survey., Methods: Survey of members of the Women in Otolaryngology (WIO) section of the American Academy of Otolaryngology-Head and Neck Surgery (all members of the AAO-HNS that identify as female are automatically members of this section). Distributed via AAO-HNS., Results: Five hundred thirty-five responses out of 2303 total WIO members (response rate of 23.2%). Respondents ranged in age from 25 to >65 years. Respondents reported that in the residency programs they attended, 29% of residents, 13% of faculty, and 7% of department leaders were women. Forty-four percent disagreed that their department leaders and 39% disagreed that their male co-residents were supportive of women starting families in training. Younger respondents were more likely to feel that their department leaders were supportive of female residents, maternity leave, etc. Harassment in the current work environment did not differ by age; 53% reported harassment-free, 31% subtle undertones, 8% noticeable tones, 2% significant harassment. Harassment in the workplace varied by region; the greatest level of harassment was in the Midwest., Conclusions: Women otolaryngologists continue to experience harassment in the workplace. It is encouraging that younger otolaryngologists feel more supported by their departments in both their careers and their personal lives. This survey highlights critical areas for continued growth within our specialty., Level of Evidence: IV Laryngoscope, 131:E380-E387, 2021., (© 2020 American Laryngological, Rhinological and Otological Society Inc.)

Background: The aim of this study was to investigate staff's experiences with violation and humiliation during work in mental health care (MHC). A total of 1160 multi-professional MHC staff in Norway responded to an online questionnaire about their experiences with different kinds of violation and humiliation in the MHC setting. In addition, a sample of professionals (eight MHC nurses) were recruited for in-depth individual interviews., Method: The study used an explorative mixed method with a convergent parallel design; this included a web-based questionnaire to MHC staff in combination with individual interviews. The sample is considered to be equivalent to staff groups in MHC in Norway., Results: Between 70 and 80% of the staff reported experiencing rejection, being treated with disrespect, condescending behaviour or verbal harassment. Male workers were significantly more often victims of serious physical violence, and women were significantly more often targets for sexual harassment. In interviews, participants said they considered being exposed to violence and humiliation to be part of the job when working in MHC, and that experience, as well as social support from colleagues, helped MHC practitioners to cope better with violent situations and feel less humiliated at work., Discussion: A high amount of MHC staff report experiences of being violated and humiliated during work. The participants' perceptions of the users and their behaviour seem to influence their experience of feeling violated and humiliated. Knowledge about the dynamics of aggression between staff and users in MHC may be used in safeguarding staff and users, prevent coercion and heighten the quality of care., Competing Interests: Declaration of Competing Interest The authors have no competing interests., (Copyright © 2020 The Authors. Published by Elsevier Ltd.. All rights reserved.)

THIS ARTICLE USES WORDS OR LANGUAGE THAT IS CONSIDERED PROFANE, VULGAR, OR OFFENSIVE BY SOME READERS. The presence of a significant amount of harassment in user-generated content and its negative impact calls for robust automatic detection approaches. This requires the identification of different types of harassment. Earlier work has classified harassing language in terms of hurtfulness, abusiveness, sentiment, and profanity. However, to identify and understand harassment more accurately, it is essential to determine the contextual type that captures the interrelated conditions in which harassing language occurs. In this paper we introduce the notion of contextual type in harassment by distinguishing between five contextual types: (i) sexual, (ii) racial, (iii) appearance-related, (iv) intellectual and (v) political. We utilize an annotated corpus from Twitter distinguishing these types of harassment. We study the context of each kind to shed light on the linguistic meaning, interpretation, and distribution, with results from two lines of investigation: an extensive linguistic analysis, and the statistical distribution of uni-grams. We then build type- aware classifiers to automate the identification of type-specific harassment. Our experiments demonstrate that these classifiers provide competitive accuracy for identifying and analyzing harassment on social media. We present extensive discussion and significant observations about the effectiveness of type-aware classifiers using a detailed comparison setup, providing insight into the role of type-dependent features., Competing Interests: The authors have declared that no competing interests exist.

A study was conducted to determine perceptions, attitudes and experience of workplace violence among residents and faculty at a tertiary care centre in Karachi, Pakistan. An anonymous, electronic, self-administered questionnaire was circulated among all residents and faculty members working at Aga Khan University Hospital, Karachi. A standard questionnaire was devised and used, and workplace violence and its types were defined as per World Health Organization (WHO) definitions. An overall response rate of 44.9% was achieved. A total of 53.4% of the respondents reported being victims of some form of workplace violence with verbal abuse being the most prevalent (41.6%) followed by bullying and threat. Most frequent perpetrators were found to be faculty members followed by patients or their attendants. Specialty of respondents was found to be significantly associated with verbal abuse and significantly more females were subjected to sexual harassment, while ethnicity was found to be significantly associated with racial harassment. The results correspond to previously available literature, while they also highlight some findings unique to our culture. We suggest that measures should be taken as per WHO and Joint Commission International Accreditation ( J CIA) recommendations to prevent workplace violence across the country.

Estimating the prevalence of harassment, verbal abuse, and discrimination among residents is difficult as events are often under-reported. The purpose of this study was to determine the prevalence of discrimination and abuse among surgical residents using the HITS (Hurt, Insulted, Threatened with harm or Screamed at) screening tool. A multicenter, cross-sectional, survey-based study was conducted at five academic teaching hospitals. Of 310 residents, 76 (24.5%) completed the survey. The HITS screening tool was positive in 3.9 per cent. The most common forms of abuse included sexual harassment (28.9%), discrimination based on gender (15.7%), and discrimination based on ethnicity (7.9%). There was a positive correlation between individuals who reported gender discrimination and racial discrimination (r = 0.778, n = 13, P = 0.002). Individuals who experienced insults were more likely to experience physical threats (r = 0.437, n = 79, P < 0.001) or verbal abuse (r = 0.690, n = 79, P < 0.001). Discrimination and harassment among surgical residents in academic teaching hospitals across the United States is not uncommon. Further research is needed to determine the impact of these findings on resident attrition.

Introduction: Sexual harassment has been identified as a major public health problem that is hidden in most institutions/organizations., Objective: This study assessed sexual harassment and victimization of students in a higher institution in South Africa., Methods: A quantitative, cross-sectional descriptive design was used in this study. The target population was registered students of the higher education institution and the sample size was 342. Questionnaire was used for data collection and data were analyzed using Statistical Package for Social Sciences (SPSS) Version 23.0 program. The basic principles of ethics were duly observed and the ethical clearance certificate was obtained prior to data collection., Results: The findings revealed that 27 (17.3%) of the male and 47 (25.5%) of the female respondents (P = 0.047) had personally experienced unwanted touching. Two (1.3%) male and 5 (2.7%) female students admitted that they have been raped. Seventeen (10.8%) of the males and 19 (10.2%) of the females had been coerced to comply with a sexual relationship on campus., Conclusion: This study shows that both male and female students on campus are experiencing different forms of sexual harassment.

Despite the growing number of meta-analyses published on the subject of workplace mistreatment and the expectation that women and racial minorities are mistreated more frequently than men and Whites, the degree of subgroup differences in perceived workplace mistreatment is unknown. To address this gap in the literature, we meta-analyzed the magnitude of sex and race differences in perceptions of workplace mistreatment (e.g., harassment, discrimination, bullying, incivility). Results indicate that women perceive more sex-based mistreatment (i.e., mistreatment that explicitly targets a person's sex) in the workplace than men (δ = .46; k = 43), whereas women and men report comparable perceptions of all other forms of mistreatment (δ = .02; k = 300). Similarly, although racial minorities perceive more race-based mistreatment (i.e., mistreatment that explicitly targets a person's race) in the workplace than Whites (δ = .71; k = 18), results indicate smaller race differences in all other forms of workplace mistreatment (δ = .10; k = 61). Results also indicate that sex and race differences have mostly decreased over time, although for some forms of mistreatment, subgroup differences have increased over time. We conclude by offering explanations for the observed subgroup differences in workplace mistreatment and outline directions for future research. (PsycINFO Database Record, ((c) 2018 APA, all rights reserved).)

Violence toward nursing staff occurs frequently, particularly in intensive care units and closed or intensive psychiatric facilities, which have been studied previously. However, violence toward community nurses has not been investigated. The purpose of this study was to explore the frequency of violence toward community nurses in Slovenia. More than 56% of study respondents were verbally abused by their patients during the past year. More than 42% of all cases of horizontal violence were directed at community nurses.

Little is known about online victimization of Spanish adolescents. The present study aims to determine the past-year prevalence of online victimization in a community sample of Spanish adolescents. The final sample consisted of 3,897 adolescents between 12 and 17 years old (M=14.45, SD=1.59), 1,836 males and 2,049 females, recruited from 39 secondary schools in the east of Spain. The Cuestionario de victimización juvenil mediante internet y/o teléfono móvil (hereinafter, Juvenile Online Victimization Questionnaire, JOV-Q, Montiel & Carbonell, 2012) was applied for the assessment of eight types of online victimization grouped in two major domains: sexual (sexual coercion, sexual pressure, online grooming by an adult, unwanted exposure to sexual content and violation of privacy); and nonsexual victimization (online harassment, happy slapping, pressure to obtain personal information). Sixty-one percent of adolescents reported online victimization during the last year. Online sexual victimization was reported by 39.5% of adolescents and nonsexual victimization by 53.4% of them, whereas 31% of youth reported having experienced online victimization in both domains. The highest prevalence rates were recorded for online harassment (50%), unwanted exposure to sexual content (24.4%), pressure to obtain personal information (18.4%) and online grooming by an adult (17.2%), and the lowest for sexual coercion (6.7%) and happy slapping (2.2%). Thirty-five percent of the adolescents were considered online polyvictims and most of them experienced victimization in both sexual and nonsexual domains (88%). This study illustrates that Spanish adolescents experience high levels of online victimization and that multiple online victimization appears to be the norm among cybervictims., (Copyright © 2015 Elsevier Ltd. All rights reserved.)