Sexual Harassment and Female Physicians
Research into sexual harassment and female doctors’ overwhelmingly indicates that sexual harassment regularity and with great consistency occurs during their medical training, most often in primary surgical and clinical settings which for the most part remain unreported. Females entering into a role traditionally seen as a male only has brought to the forefront the misogynist views and harassment from their male counterparts. Exposure to gender discrimination and sexual harassment during the undergraduate years may impact future career decisions. This is true of many occupations where female and male work alongside each other, but this paper evolves around an article written by Herbst (n.d.) which relates …show more content…
Herbst (n.d.) goes on to state that studies estimate that between 30 and 70 percent of female med-school faculty experience gender-based discrimination (Herbst n.d.)
Major ideas and assumptions?
Major Idea. In essence the major idea of this entire paper deals with females enduring physical attacks and mental abuse in order to become physicians (Chin, 2002; Herbst, n.d.; Mergler, 1896).
Assumptions. The majority of assumptions are that the medical community is rife with sexual harassment towards female resident students brought on by male doctors. Based on the research, this behavior is wide spread and has been an issue with female physicians as long as there have been opportunities for females to become doctors. Research also indicates that this is a rite of passage for most females, so say male physicians, and many female align this derogatory behavior as another day, of many, dealing with sexual harassment. Gruber (1989) suggests from a meta-analysis that most women deal with harassment by dismissing it or downplaying it; the least common tactic of resistance is direct confrontation (Hinze, 2004). Another assumption is that females will enter into medical programs and occupations that are more accepting of females than other medical occupations, for example …show more content…
Because of its persistence here and throughout medical education it must be time to implement negative consequences for males who violate female rights and protections. As for institutions that allow it, funding and accreditation should be considered. Title IX page 151 in the Fire’s guide (2014) mention sexual harassment and the 1972 decision that no one, regardless of gender should be discounted from school actives and programs based on gender. In other words, Academia who continues to negate females rights should have their federal funding withheld. Furthermore the University’s accreditation should be tied to a climate that significantly, seriously, and consistently works toward a humane environment. In short, the environment in which students, regardless of gender, work and study should not be impacted by a negative behavior gender based environment. In addition Herbst (n.d.) discusses her issues and experience in this written article, the message is clear and University’s need to take notice (Herbst, n.d; Silverglade, & Gewolb, 2014; Wear, & Aultman,
Research into sexual harassment and female doctors’ overwhelmingly indicates that sexual harassment regularity and with great consistency occurs during their medical training, most often in primary surgical and clinical settings which for the most part remain unreported. Females entering into a role traditionally seen as a male only has brought to the forefront the misogynist views and harassment from their male counterparts. Exposure to gender discrimination and sexual harassment during the undergraduate years may impact future career decisions. This is true of many occupations where female and male work alongside each other, but this paper evolves around an article written by Herbst (n.d.) which relates …show more content…
Herbst (n.d.) goes on to state that studies estimate that between 30 and 70 percent of female med-school faculty experience gender-based discrimination (Herbst n.d.)
Major ideas and assumptions?
Major Idea. In essence the major idea of this entire paper deals with females enduring physical attacks and mental abuse in order to become physicians (Chin, 2002; Herbst, n.d.; Mergler, 1896).
Assumptions. The majority of assumptions are that the medical community is rife with sexual harassment towards female resident students brought on by male doctors. Based on the research, this behavior is wide spread and has been an issue with female physicians as long as there have been opportunities for females to become doctors. Research also indicates that this is a rite of passage for most females, so say male physicians, and many female align this derogatory behavior as another day, of many, dealing with sexual harassment. Gruber (1989) suggests from a meta-analysis that most women deal with harassment by dismissing it or downplaying it; the least common tactic of resistance is direct confrontation (Hinze, 2004). Another assumption is that females will enter into medical programs and occupations that are more accepting of females than other medical occupations, for example …show more content…
Because of its persistence here and throughout medical education it must be time to implement negative consequences for males who violate female rights and protections. As for institutions that allow it, funding and accreditation should be considered. Title IX page 151 in the Fire’s guide (2014) mention sexual harassment and the 1972 decision that no one, regardless of gender should be discounted from school actives and programs based on gender. In other words, Academia who continues to negate females rights should have their federal funding withheld. Furthermore the University’s accreditation should be tied to a climate that significantly, seriously, and consistently works toward a humane environment. In short, the environment in which students, regardless of gender, work and study should not be impacted by a negative behavior gender based environment. In addition Herbst (n.d.) discusses her issues and experience in this written article, the message is clear and University’s need to take notice (Herbst, n.d; Silverglade, & Gewolb, 2014; Wear, & Aultman,