• Charanjit S Rihal, Nichelle A Baker, Brian E Bunkers, Steven J Buskirk, John N Caviness, Erin A Collins, Joseph C Copa, Sharonne N Hayes, Sherry L Hubert, Darcy A Reed, Stephanie R Wendorff, Cathryn H Fraser, Gianrico Farrugia, and John H Noseworthy.
• Personnel Committee, Mayo Clinic, Rochester, MN. Electronic address: rihal@mayo.edu.
• Mayo Clin. Proc. 2020 Apr 1; 95 (4): 749-757.

AbstractSexual harassment is a particularly pernicious form of harassment that can result in long-lasting psychological damage to victims. In health care, it has deleterious effects on teamwork and communication and may affect patient care. Although concerns regarding sexual harassment in the workplace, including within health care, are not new, increased attention has been focused on this topic since late 2017 as a result of the #MeToo movement. As in other sectors, health care centers have experienced instances of sexual harassment. Evidence indicates that harassment in health care centers is not uncommon and has not decreased with time. Beyond reporting and addressing, health care institutions must establish policies that clearly outline the unacceptability of harassing behaviors. Moreover, institutions must have a systematic method to thoroughly investigate allegations of sexual harassment and to impose fair and consistent corrective actions when allegations are substantiated. This article describes Mayo Clinic's approach to this complex problem, including targeted efforts toward developing a culture intolerant of sexually harassing behavior.Copyright © 2020. Published by Elsevier Inc.

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