A Statement of Commitment to Zero Tolerance of Harassment and Discrimination in Schools and Programs of Public Health.

The Association of Schools and Programs of Public Health convened a Task Force on Zero Tolerance of Harassment and Discrimination in 2019 to develop a policy statement and strategies for addressing harassment of all types in institutions offering public health education. We outline the premises and scholarly foundation for the development of the Statement of Commitment to Zero Tolerance of Harassment and Discrimination, the statement itself, and future plans for realizing the aspiration established in the statement. The development of this living document is predicated on the belief that it is the core responsibility of academic institutions to build the knowledge and that it is the responsibility of leaders, namely deans of schools of public health and directors of public health programs, to lead in building the shared knowledge and insist on the practices that create institutions for a better future free of harassment and discrimination. Our statement is informed by the knowledge that aggressions in the form of harassment and discrimination undermine the health and well-being of individuals, the public, and populations.

Analyzing and learning the language for different types of harassment.

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.

Psychotherapists in danger: The ethics of responding to client threats, stalking, and harassment.

The ethics issues involved when clients threaten, stalk, or harass their psychotherapists have generally been neglected in the literature, leaving few psychologists prepared to manage such challenging situations. This article presents 3 clinical vignettes and recommendations resulting from a recent conference in Colorado on this important topic. In essence, the article seeks to address ways psychotherapists can balance the ethical challenges of simultaneously protecting clients and themselves. Each vignette is considered from ethical, clinical, and legal perspectives. Suggestions for the individual practitioner include reference to the principles and standards in the American Psychological Association's Ethics Code, professional consultation, and an increased emphasis on self-care. Recommendations for the profession involve ideas for the American Psychological Association's Ethics Code Task Force as well as a call for further research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Preventing harassment and increasing group participation through social norms in 2,190 online science discussions.

Theories of human behavior suggest that people's decisions to join a group and their subsequent behavior are influenced by perceptions of what is socially normative. In online discussions, where unruly, harassing behavior is common, displaying community rules could reduce concerns about harassment that prevent people from joining while also influencing the behavior of those who do participate. An experiment tested these theories by randomizing announcements of community rules to large-scale online conversations in a science-discussion community with 13 million subscribers. Compared with discussions with no mention of community expectations, displaying the rules increased newcomer rule compliance by >8 percentage points and increased the participation rate of newcomers in discussions by 70% on average. Making community norms visible prevented unruly and harassing conversations by influencing how people behaved within the conversation and also by influencing who chose to join.

Resident Perspectives on the Current State of Diversity in Graduate Medical Education.

BACKGROUND: Diversity continues to be an important topic to physicians in training. OBJECTIVE: We set out to define current issues related to diversity in graduate medical education; explore these topics with a multispecialty group of current residents and fellows; and identify programmatic, institutional, and Accreditation Council for Graduate Medical Education actions to support diversity in the medical profession. METHODS: A 35-member, multispecialty council of residents and fellows used a World Café diversity and inclusion exercise to highlight current issues related to diversity. RESULTS: Several common issues in diversity were identified, including microaggressions, team member relationships, underrepresentation of workplace discrimination, and tolerance of unacceptable behavior to conform to workplace norms. Suggestions and methods to improve these diversity issues were also proposed. CONCLUSIONS: As trainees, we must continue to implement strategies and policies that allow us to embrace diversity in our workplace and community for our patients and ourselves. Only with the continued support of residency and institutional leadership can we improve the state of diversity in our training programs.

[Moral harassment in the workplace and work related stress]. / Harcèlement moral en entreprise et souffrance au travail.

Work related stress may be caused by moral harassment or not. The law gives a precise definition of harassment, which constitutes a civil and criminal offence. This situation requires proof to be gathered and those responsible to be identified. In all cases, employees can protect themselves from harassment and seek help.

Risk Management with Clients Who Stalk, Threaten, and Harass Mental Health Professionals.

Although most psychologists will at some point be confronted with a client who engages in stalking, threatening, or harassing behavior (STHB), few feel prepared to manage these situations. In this article, the results of a survey of 112 psychologists who endorsed experiencing STHB are reported. Psychologists were asked about their perceptions of client motivations and personality pathology, frequency of use of 18 risk management responses, and perceived effectiveness of these responses. The effectiveness of risk management strategies differed by client level of personality organization and motivation for STHB. Some of the most commonly used risk management responses were among those most likely to result in adverse outcomes, particularly with certain types of clients. Efforts to develop empirically derived risk management strategies for clinicians confronted with STHB should integrate contextual variables, such as client personality and motivation.

Assédio moral no trabalho hospitalar de enfermagem: uma revisão integrativa de literatura / Psychological harassment in the hospital nursing workplace: an integrative literature review / El acoso moral en el trabajo de enfermería en hospitales: una revisión integrativa de literatura

Objetivo: identificar e analisar as implicações do assédio moral na organização do trabalho e no trabalhador de enfermagem hospitalar. Metodologia: estudo descritivo, do tipo revisão integrativa de literatura. Realizou-se busca de artigos na base Biblioteca Virtual em Saúde, entre julho e novembro de 2015. Aplicou-se a análise de conteúdo, emergindo duas categorias: Efeitos do assédio moral na organização do trabalho hospitalar de enfermagem e Repercussões do assédio moral no processo saúde-doença do trabalhador de enfermagem hospitalar. Resultado: selecionou-se um total de 10 artigos, verificando-se a definição do assédio moral, os tipos de agressões, as consequências para as organizações laborais e para a saúde dos trabalhadores. Constatou-se que o assediado tem seu desempenho profissional comprometido e baixa autoestima. Conclusão: os efeitos do assédio moral na organização do trabalho e na saúde do trabalhador de enfermagem são muito negativos, necessitando-se rever atitudes e métodos de gestão.

Objective: to identify and analyze the implications of psychological harassment for the organization of work and the hospital nursing worker. Methods: in this descriptive study, based on an integrative literature review, a search paper for papers was conducted in the Virtual Health Library database, between July and November 2015. Content analysis was then applied, and two categories emerged: Effects of moral harassment on the organization of hospital nursing work; and Effects of moral harassment in the health-disease process in hospital nursing workers. Results: the ten papers selected for this study were examined to determine the definition psychological harassment, types of aggression, consequences for labor organization and for workers' health. People who had been harassed suffered impaired professional performance and low self-esteem. Conclusion: psychological harassment has highly adverse impacts on the organization of work and on hospital nursing workers' health, and attitudes and management methods need to be reviewed.

Objetivo: identificar y analizar las implicaciones del acoso moral en la organización del trabajo y en el trabajador de enfermería en un hospital. Metodología: estudio descriptivo, del tipo revisión integrativa de literatura. Se ha llevado a cabo una búsqueda de artículos en la base de datos de la Biblioteca Virtual en Salud, entre julio y noviembre de 2015. Se aplicó el análisis de contenido, cuando surgieron dos categorías: Efectos del acoso moral en la organización del trabajo de enfermería en hospitales y efectos del acoso moral en el proceso de salud-enfermedad del trabajador de enfermería en hospital. Resultados: se ha seleccionado un total de 10 artículos, verificando la definición de acoso moral, los tipos de agresiones, las consecuencias para las organizaciones laborales y la salud de los trabajadores. Se constató que el desempeño profesional del acosado queda comprometido y lleva a tener baja autoestima. Conclusión: los efectos del acoso moral en la organización del trabajo y en la salud de los trabajadores de enfermería son muy negativos, siendo necesario revisar las actitudes y los métodos de gestión.