May 2008
Career  |  Web Exclusive

Is it harassment?

How to identify and respond to sexual harassment in your office.

By Sandra Greenberg, RDH, EdD, LCSW, BCD

Creating a work environment that frees people to bring their best selves to the office each day is the responsibility of both employers and their employees. When the “climate” in the dental office is supportive and respectful of the dignity of each person—employers, employees, and patients—everyone, and the practice, is more likely to flourish.

Even in the best of circumstances, however, there are the inevitable three M’s that occur in the workplace: Misunderstandings, Miscommunications, and Misinterpretation. Usually, such situations can be cleared up when everyone involved participates in addressing problems directly and as soon as possible.

crossing the line
When specific behaviors involved with the three M’s are associated with sex, it becomes the arena of sexual harassment. With more subtle forms of sexual harassment, such as sexual innuendo, the offender may not be aware that a particular behavior is unwanted and causing discomfort. Consequently, the offender may not even understand that it is sexual harassment until he or she is accused of it.

Whether sexual harassment is intended to intimidate or control—or not—it’s essential, for everyone’s protection as well as the optimal functioning of the dental workplace, for each employer and employee.

• To be able to identify and define what is sexual harassment based on the Equal Employment Opportunity Commission (EEOC) guidelines.¹
• To be aware of the specific facts of the dental office policy, procedure, and responsibilities associated with issues related to sexual harassment.
• To learn effective communication skills necessary for following through with the procedures defined in the office manual.

A general definition of sexual harassment based on the EEOC guidelines includes unwelcome sexual advances, requests for sexual behaviors, or other verbal or physical conduct of a sexual nature; and includes the following conditions that most often characterize sexual harassment situations:
When sex…

• Becomes a term or condition of employment
• Affects decisions about an employee
• Interferes with a person’s job performance
• Is used to intimidate
• Is hostile or offensive

all about prevention
Remember, just as in dental health, the first step are preventive. Make sure a good policy and procedural description exists. If one is not in place, initiate the conversation and the process. Everyone in the office should be sensitized and educated to current standards associated with sexual conduct through office trainings or meetings. Also, everyone should know their rights as well as office procedures for addressing the problem and filing a complaint in your particular office setting.
Generally, if you feel that you’ve been the target of inappropriate conduct or harassment:

• Let the offending party know clearly and directly of the specific conduct that is offensive or makes you uncomfortable. For example, “When you pass by and press your body into mine, I do not like it. It makes me uncomfortable (or is offensive to me). I am telling you so that you are more aware of what you are doing and so that you will take this as notice to stop that behavior immediately. I wouldn’t want any misunderstanding to occur that interferes with my (or your) job performance.”
• If the behavior persists or you prefer not to face the offending party directly, you have the responsibility to report the matter as soon as possible to the office manager or someone in the office who can support you to notify the offending party (see above) and follow office procedure. 

Sandra Greenberg, RDH, EdD, LCSW, BCD, is an editorial advisory board member for Modern Hygienist.

References
1. Sexual harassment. The U.S. Equal Employment Opportunity Commission . The U.S. Equal Employment Opportunity Commission; March 4, 2008. http://www.eeoc.gov/types/sexual_harassment.html