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Sexual Harassment



To prevent sexual harassment in the work place and provide recourse if it does occur



Illinois Masonic Medical Center prohibits sexual harassment, and assures that residents who are harassed have a procedure to report the misconduct with the assurance that measures to stop the harassment will be taken.


  1. Definition

    Sexual harassment is defined in the Advocate System Policy # 90.013.015 General and Sexual Harassment.

    The Department of Medical Education has, in addition, adopted the following definition and description of sexual harassment adapted from the "Sexual Harassment and Exploitation Between Medical Supervisors and Trainees" report of the American Medical Association Council on Judicial and Ethical Affairs.

    "Sexual harassment may be defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or academic success, (2) submission to or rejection of such conduct by an individual is used as a basis for employment or academic decisions affecting such an individual, or (3) such conduct has the purpose or effect of interfering with an individual's work or academic performance or creating an intimidating hostile, or offensive work or academic environment.

    Examples of sexual harassment include: unwelcome sexual advances, favoritism based upon gender, sexist jokes or slurs, the exchange of rewards for sexual favors, and malicious gossip or rumors. Sexual harassment also encompasses the use of sexist teaching materials, denied opportunities or poor evaluations because of gender, and punitive measures based upon the refusal of sexual advances."

  2. Faculty Responsibility

    It is the responsibility of everyone in academic administration to abide by this policy and the policy of the corporation.

  3. Reporting

    A resident who believes he or she has been the subject of sexual harassment is to follow the reporting mechanism found in the Advocate System Policy # 90.013.015 General and Sexual Harassment.

  4. Corrective Measures

    Corrective measures will follow the procedure outlined in the Advocate System Policy # 90.013.015 General and Sexual Harassment.

  5. Educational Measures

    The Department of Medical Education will strive to educate the faculty and trainees in the issues of sexual harassment in general and this policy in particular. Such activities will include:

    1. Reference to this policy in the resident contract.
    2. Dissemination of this policy to all residents.
    3. Discussion of this policy during new house staff orientation.
    4. Conferences on sexual harassment as needed.

Approved by Education and Research Committee 06/20/01

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