"Nuts & Bolts 2" - A Guide to the Clinical Years Section 1: General Information Table of Contents Sexual Harassment Policies UCSF is committed to providing an environment free from discrimination and harassment of any kind. Despite improvements, sexual harassment can still occur. Sexual harassment and/or gender discrimination most often occur when there is a real or perceived imbalance of power between the supervisor and those being supervised. Clinical rotations, for example, may be fertile ground for deliberate or unintentional sexual harassment as students, residents, fellows, and faculty interact. If you feel you have been harassed, please discuss your concerns formally or informally. Reporting the harassment, even if you do not wish to pursue a resolution, is crucial for making continued improvements in the work/learning environment. Dr. Loeser and Dr. Papadakis are also always available to discuss the issue. A list of Office of Sexual Harassment Prevention and Resolution resources, as well as a complete version of the policy definition on the following page, is available at http://www.ucsf.edu/oshpr UCSF Policy on Sexual Harassment (partial): Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of instruction, employment, or participation in any other University activity (quid pro quo); or 2. Submission to or rejection of such conduct by an individual is used as a basis for evaluation in making academic or personnel decisions affecting an individual (quid pro quo); or 3. Such conduct has the purpose or effect of unreasonably interfering with an individual's performance or creating an intimidating, hostile or offensive work or academic environment. In determining whether the alleged conduct constitutes sexual harassment, consideration shall be given to facts and circumstances, including the context in which the alleged incidents occurred. Central to the definition are two elements: The behavior is unwelcome and it is sexual in nature, as perceived by the recipient. Conduct in the University environment may be considered sexually harassing whether physical, verbal, visual, or written or whether it occurs between people of the opposite or same gender. Quid pro quo (this for that) sexual harassment is considered to have occurred when a person in a position of authority or power makes educational or employment benefits conditional upon an individual's willingness to engage in unwanted sexual behavior. Hostile environment occurs when unwelcome conduct, either sexual or sex-based, severe or pervasive, that offends, intimidates, ridicules, and insults an individual sufficiently to alter her/his work or learning environment. Perception differences have led to rulings of the "reasonable person/reasonable woman" standard in evaluating offensive behavior. Failure to recognize that one's behavior is harassing to an individual or a group of individuals is not a suitable response to an allegation of sexual harassment. Gender-based harassment or behavior that ridicules, denigrates, and/or harasses a person because of his/her gender may not be sexual in nature, but may constitute hostile environment harassment and will not be tolerated. Third-party sexual harassment is unwelcome sexual or gender-based behavior that is not directed toward the individual, but may create a hostile or offensive work environment for the individual. Consensual intimate and sexual relationships between faculty and registered students, residents, or fellows should not exist until after supervision, the period of evaluation, or grade is achieved. These relationships may jeopardize professional judgements or risk the appearance of favoritism. Retaliation against an individual for use of this UCSF policy or complaint resolution process is strictly prohibited and subject to disciplinary action.