Developing a Professionalism and Harassment Policy for Organized Neurosurgery.

Annual conferences, educational courses, and other meetings draw a diverse community of individuals, yet also create a unique environment without the traditional guard rails. Unlike events held at one's home institution, clear rules and jurisdiction have not been universally established. To promote the open exchange of ideas, as well as an environment conducive to professional growth of all participants, the leading neurosurgical professional organizations joined forces to delineate the expectations for anyone who participates in sponsored events. The One Neurosurgery Summit Taskforce on Professionalism and Harassment developed a foundational policy that establishes common expectations for behavior and a unified roadmap for the prompt response to untoward events. We hope that publishing this policy will inspire other medical organizations to establish their own meeting and conference policies. More importantly, we wish to bring greater attention to everyone's responsibility for ensuring a safe and respectful space for education, scientific debate, and networking during organized events.

Mayo Clinic's 5-Step Policy for Responding to Bias Incidents.

Patient bias towards clinicians and employees in health care is common, but policy to address bias and to support staff is relatively limited. Creating a framework to address bias incidents is critical for cultivating environments that are safe for employees and patients. Mayo Clinic has created both policy to support staff and a reporting mechanism for accountability. Education, resources, and training are available and being disseminated to teach employees ways to respond to bias incidents.

Recomendação nº 008, de 15 de março de 2019: recomenda aos/as Senadores/as da República que apreciem e aprovem, com a maior celeridade possível, o Projeto de Lei nº 4742/2001, recentemente aprovado na Câmara dos Deputados, onde define tipificação, no Código Penal Brasileiro, do crime de assédio moral no trabalho, garantindo que o conteúdo/texto esteja em consonância na pretensão de evitar que as pessoas sejam submetidas a situações que violem sua dignidade ou que as exponham a condições humilhantes ou degradantes no ambiente de trabalho / Recommendation No. 008, of March 15, 2019: recommends Senators of the Republic to appreciate and approve, as soon as possible, Bill 4742/2001, recently approved in the Chamber of Deputies, where it defines classification, in the Brazilian Penal Code, of the crime of moral harassment at work, ensuring that the content / text is in line with the intention of preventing people from being subjected

Recomenda aos/as Senadores/as da República que apreciem e aprovem, com a maior celeridade possível, o Projeto de Lei nº 4742/2001, recentemente aprovado na Câmara dos Deputados, onde define tipificação, no Código Penal Brasileiro, do crime de assédio moral no trabalho, garantindo que o conteúdo/texto esteja em consonância na pretensão de evitar que as pessoas sejam submetidas a situações que violem sua dignidade ou que as exponham a condições humilhantes ou degradantes no ambiente de trabalho.

Workplace psychological harassment: Gendered exposures and implications for policy.

This article reports on the results of an empirical study of working conditions including psychological harassment (workplace bullying) in the province of Québec, Canada, the first North American jurisdiction to regulate psychological harassment in its labor legislation. All empirical data provided in this article was drawn from the Québec Survey on Working, Employment and Occupational Health and Safety Conditions, conducted through 5071 telephone interviews of a representative sample of Québec workers, including the self-employed. Here we focus on employees, and provide bivariate and multivariate analyses. All analyses were stratified by gender. We provide a portrait of exposure to psychological harassment, and exposure to other psychosocial factors in the workplace associated with exposure to psychological harassment. Results show associations between exposure to psychological harassment and negative health measures including psychological distress, symptoms of depression, traumatic work accidents, musculoskeletal disorders and negative perception of health status. We report on steps taken by employees to put an end to the harassment. Gender similarities and differences in exposure, associated risk factors, health measures and strategies are presented and discussed in light of the legal context in which the study took place. We conclude with recommendations for prevention strategies that take into consideration the gender composition of the workplace.