Search Results (16)

Little research has examined how often biomedical trainees encounter mistreatment in a single day or how such momentary experiences may undermine engagement in training. To address this gap, we investigated the prevalence and short-term consequences of daily sexual harassment, racial mistreatment, and incivility among graduate students and post-doctoral fellows in U.S. biomedical programs. In Study 1, 404 National Institutes of Health-funded trainees completed a two-wave survey assessing mistreatment, mood, and program attitudes across two 24 h periods separated by 10 days. On either day, 36.9% of participants experienced or observed at least one mistreatment episode, with no differences by gender or underrepresented minority status. Day 1 mistreatment was significantly negatively associated with program attitudes 10 days later, suggesting short-term derailment effects. In Study 2, 21 participants responded to true accounts of peers’ mistreatment to describe their emotional reactions and expectations of mentors. Trainees reported anger, disgust, and betrayal, and emphasized the need for mentors to acknowledge these harms, intervene appropriately, and offer support. This study provides the first evidence of single-day mistreatment prevalence among biomedical health trainees and demonstrates that even brief exposures can degrade training program attitudes. Findings underscore the need for improved mentor training and institutional resources to protect and support trainees. Full article

Platform-mediated work (PMW) represents a highly unregulated and individualized segment of the labor market, with significant implications for psychosocial work environment and limited occupational health and safety (OHS) management efforts. The use of algorithmic management (AM) by digital platforms extensively directs and disciplines remote workers in PMW, and may exacerbate risks. This study employs the affordance concept initially introduced into safety science by Vicente and Rasmussen in 1992 and later applied in social media studies. Adopting a platform-sensitive approach, this study examines how digital mediation facilitates encounters between platform workers and customers across three types of PMW, and in turn affects harassment among platform workers. The analysis draws on 22 qualitative interviews with young platform workers supplemented by three workshops involving 13 stakeholder participants, informed by the Canadian Knowledge Transfer–Exchange approach. The findings identify three high-level affordances that significantly shape risks of harassment: (1) platforms’ ability to transcend physical space; (2) a digital blurring of private–professional boundaries; and (3) the amplification of asymmetric power relations among platform workers’ customers and platforms, relations that are gendered, classed, and racialized. The type and severity of harassment differ across the three types of platforms explored. Full article

Past research has consistently demonstrated the negative effects of interpersonal mistreatment on student experiences by employing retrospective studies; however, little is known about the daily effects that could lead to career derailment. The present study advances evidence of the consequences of experiencing multiple forms of interpersonal mistreatment, including sexual harassment, racial harassment and microaggressions, and incivility (collectively labeled HARM) by employing an experience sampling methodology (ESM) to estimate the immediate impact of HARM on career-relevant attitudes among a sample of 202 biomedical health trainees (mentees) funded by a National Institutes of Health fellowship. Grounded in Affective Events Theory, we found that mentees’ daily experiences of HARM were associated with an immediate degradation of their attitudes toward their training program mediated by negative affect. Being racially isolated in a lab or having a racially different mentor increased the prevalence of HARM; moreover, accounting for negative affect, experiences of HARM were positively associated with program attitudes for mentees who were racially well-represented, suggesting that majority status may buffer the negative impact of HARM on attitudes. Understanding these dynamics provides insight into the importance of assessing and addressing daily experiences of mistreatment among graduate and postdoctoral trainees. Full article

Although scholarship has long called for attention to the intersection of race and gender in workplace harassment, the experiences of Black Americans remain insufficiently theorized. Existing frameworks often assume harassment to be gender-based in ways that center White women’s victimization, leaving limited conceptual space to understand how Black women and Black men are targeted. In this essay, we synthesize research on racialized sex-based harassment (RSBH) to illustrate how harassment directed at Black Americans is shaped by cultural narratives that simultaneously sexualize, criminalize, and devalue them. Specifically, we introduce sociohistorical archetypes (e.g., Jezebel, Mammy, Sapphire, Mandingo, Brute, Uncle Tom) as cultural mechanisms through which RSBH is enacted, rationalized, and normalized within organizational contexts. We argue that RSBH functions as a mechanism for enforcing racialized gender hierarchy: it draws on sociohistorical meanings attached to Black femininity and masculinity to mark certain identities as inherently available, threatening, or subordinate. We further review evidence linking RSBH to psychological distress, social identity threat, physiological strain, and career stagnation, as well as factors that shape vulnerability and adaptation. By conceptualizing RSBH as a patterned and predictable form of identity-based harm, grounded in the lasting impact of sociohistorical archetypes, rather than a variation of generalized sexual harassment, this work advances theories of harassment and race in organizations. We conclude by outlining implications for measurement, organizational policy, and intervention efforts aimed at disrupting the reproduction of racialized gender inequality at work. Full article

In 2022, Austria experienced a significant surge in Syrian arrivals. Unlike refugees arriving to Europe in 2015/2016, who predominantly embarked on direct journeys from Syria, most of the recently admitted cohort experienced protracted displacement in Turkey. During these prolonged periods in transit, individuals’ fundamental rights and essential economic, social, and psychological needs frequently remained unmet, due to the weak Temporary Protection Status they were granted in Turkey and rising tensions with the local population. To assess protracted displacement histories of recently arrived Syrians in Austria, we employ a qualitative approach with four qualitative focus group discussions, 17 semi-structured interviews (in total N = 29) and an additional online questionnaire on sociodemographic characteristics to support the qualitative data collection. Furthermore, expert interviews (N = 21) help to contextualize the situation of recently arrived Syrians in Austria and assess differences to the first cohort of arrivals (2015–2016). Our results reflect the marginalizing dynamics encountered by Syrians who underwent impermanent settlement experiences and their multidimensional experience of socio-economic marginalization in Turkey. This includes limited employment opportunities and economic deprivation, limited access to education as well as experiences of racial discrimination, harassment, violence, and state-sanctioned deportations. These have added to their eventual secondary migration to the EU. Our study allows for a more comprehensive understanding of the (im)permanent settlement challenges faced by refugee populations with Temporary Protection such as applied to Syrians in Turkey. Full article

Background: This study’s objective was to be the first to explore the ethnicity/cultural origins, gender identity, ability/disability, sexual orientation, socioeconomic background, and harassment/discrimination experiences of Canadian radiation oncologists (ROs). Methods: Following a literature review and input from content experts, an ethics-approved national cross-sectional electronic survey was developed in English and French and electronically distributed to all ROs in Canada (n = 598). Descriptive statistics summarized responses. Comparisons between groups were performed using Chi-square tests, and content analysis was performed on open-ended responses. Results: The survey was completed in full by 42.5% of ROs (254/598). Most respondents were male (62.9%), 35–44 years old (39.2%), and heterosexual (94.3%). 41.2% identified as belonging to a racialized group, which is higher than the overall Canadian population (27%), but Black, Indigenous, and Southeast Asian ROs were underrepresented (1.9% vs. 4%, <1% vs. 5% and 1.6% compared to 4%, respectively). A significant subset analysis showed that only 20% (21/105) of racialized ROs were women, whereas Caucasian women comprised 49.3% (74/150) of Caucasian respondents (p < 0.001). While 75.4% of respondents reported job satisfaction, 42.1% reported experiencing workplace discrimination/harassment within the past 5 years; most commonly, this was perpetrated by fellow faculty (31.7%; 58/183) or patients or their family members (31.7%; 58/183). Respondents felt that gender, race/ethnicity, and age were the three top reasons for discrimination/harassment, with double the amount of racialized ROs reporting harassment compared to White ROs (p < 0.001). Nearly half (45.2%; 114/252) did not understand how to report, or felt uncomfortable reporting, workplace discrimination/harassment. Conclusions: This study highlights high harassment and discrimination rates amongst Canadian ROs, especially amongst racialized women, which may affect career satisfaction and attrition rates. Compared to census data, Black, Indigenous, and Southeast Asian ROs were underrepresented, and amongst racialized ROs, racialized women were significantly underrepresented. These findings underscore the need for targeted diversity initiatives, improved mentorship programs, and stronger institutional policies to address harassment and foster an inclusive work environment. Full article

Background: This study characterizes the current representation of sociodemographic groups within Canadian radiation oncology training programs and trainees’ lived experiences. Methods: A 59-item ethics-approved, bilingual survey assessed sociodemographics, training perceptions, mentorship, discrimination/harassment experienced, and open-ended questions. Electronic surveys were distributed to all Canadian radiation oncology residents/fellows. Descriptive statistics summarized survey responses. Categorical groups were compared using chi-squared/Fisher’s exact tests. Thematic analysis was performed on open-ended responses. Results: Between July and December 2023, 98 of 177 (56%) trainees participated: 70% were residents, 52% identified as male, 62% as a racialized minority, and 10% as a sexual minority. Most respondents reported training program satisfaction (83%) and a respectful workplace culture (69%); however, discrimination during training was reported by 38%. Less than half (45%) felt comfortable reporting discrimination/harassment within their workplace. Women were more likely to feel under-represented in-training (46% vs. 13%, p = 0.001) and perceived more discrimination events (64% vs. 19%, p < 0.001). Three themes emerged as follows: importance of offering EDI education, ensuring pathways for reporting learner mistreatment, and creating appropriately diverse selection committees. Conclusions: Although most Canadian radiation oncology trainees reported satisfaction and a respectful culture, key differences between groups were observed. Targeted strategies and stronger institutional policies to improve representation and reduce rates of discrimination/harassment are needed. Full article

Legal scholarship and caselaw suggest that exposure to peer racial harassment in school (PRHS) harms student mental health and can derail students’ academic trajectories. Legal precedents call on schools to intervene to reduce student exposure to PRHS when feasible. However, little quantitative social science has explored the impacts of PRHS, explored whether exposure to PRHS varies by racial group, or identified structural factors that may protect against PRHS. We review data from over 350,000 California 6th–12th-grade students in nearly 1000 schools and estimate that exposure to PRHS is related to a twenty-percentage-point-higher depressive symptom rate for students of all racial groups, that Black students are significantly more likely to experience PRHS, that being in a school with a race-matched school counselor or psychologist is related to lower rates of both PRHS and depressive symptoms, but that White students are more likely than students of other backgrounds to be in a school where the mental health workforce reflects their racial background. The results suggest a need to reduce exposure to PRHS, particularly for Black students, and that expanding the diversity of school mental health providers could be a pathway to protecting students against PRHS and its attendant harms. Full article

The current study examines the links between anxiety and depression symptoms and COVID-19-related racism amongst Asian Americans living in western New York, United States. Based on the findings of survey data (n = 333) and in corroboration with minority stress theory, all forms of racism are positively correlated with anxiety and depression levels. There are differences across different forms of racism. Experiences of avoidance and verbal harassment are primarily linked to increased levels of anxiety, while encountering discrimination in business and social settings is more likely to contribute to depression. Indirect discrimination and stigma consciousness tend to heighten anxiety more than depression. Moreover, individuals who are native-born and female tend to report worse mental health outcomes than those who are foreign-born Asians or males. There is a contrasting relationship with income, where higher earnings are linked to reduced depression but can correlate with more significant anxiety. The study findings reveal that COVID-19-related racism may lead to stigma consciousness, race- and racism-based stress, anxiety, and depression. The study contributes to the literature by connecting theories on mental health effects of racism, as well as by distinguishing the links between different forms and intensities of racism and mental well-being, rather than treating all racism as uniform. Considering the detrimental effects on mental health, public policies must confront and address racial prejudice and discrimination that individuals from marginalized communities encounter, particularly during times of crisis. Full article

Background: Discrimination, racism, harassment, stereotyping, and bullying are a significant issue for medical students as they create a hostile environment with detrimental effect on student wellbeing and educational experience. Findings suggest that though prevalent, reporting of these experiences is rare and perceived as ineffective. Objectives: This scoping review aims to map the trends, types, and nature of discrimination, harassment, bullying, stereotyping, intimidation, and racism reports in undergraduate medical education in the UK since 2010 and to determine areas of focus for undertaking full systematic reviews in the future. Method: A search was conducted using the MEDLINE, AHMED, CINHL, and EMBASE electronic databases from 2010 up to February 2022 in English. Only primary research papers (e.g., cohort studies, cross-sectional studies, and case series) that report the words/phrases discrimination (including gender and racial), harassment (including verbal, sexual, academic, and physical), bullying, stereotype, intimidation, and racism within medical education in the UK after 2010, following the Equity Act 2010, were eligible for inclusion. Results: Five relevant articles relating to discrimination, harassment, bullying, stereotyping, intimidation, and racism in medical schools in the UK were included. Three themes were identified across these studies. Conclusions: The data suggest that there is a high prevalence rate of discrimination, harassment, and stereotyping being experienced by ethnic minority undergraduate medical students in the UK. There is underreporting due to perceived and structural barriers. The identified studies suggest that less progress has been made in these areas. Full article

Background: This cross-sectional study aims to evaluate the prevalence and socio-demographic factors associated with workplace bullying, sexual harassment and racial harassment among Italian health workers. Methods: We recruited 3129 participants using an online Italian translation of the ‘Workplace Violence in the Health Sector Country Case Studies Research Instruments Survey’ (WVHS) questionnaire. Data were analyzed with univariate (chi-square) and multivariate (multiple logistic regression) analysis. Results: Univariate analysis shows that females are significantly more affected by bullying (16.4% vs. 12.3%) and sexual harassment (2.4% vs. 1.3%). On the other hand, males are significantly more affected by racial harassment (3.1% vs. 2.0%). Multivariate analysis shows higher odds of being affected by bullying (OR = 1.30; 95% CI (1.03, 1.64)) and sexual harassment (OR = 2.08; 95% CI (1.04, 4.00)) for females, and higher odds of undergoing racial harassment (OR = 1.55; 95% CI (0.95, 2.53)) for males. Conclusion: This analysis of work situations looks to identify those risk factors, existing or potential, that increase the probability of episodes of violence. A group of work or other subjects identified by direction will have to evaluate the vulnerability of workplaces and establish more effective preventive actions to be adopted. Full article

Extant research has documented police interactions between racial and ethnic minority populations, including negative perceptions of and experiences with the police; police corruption and misconduct; and the deleterious effects of negative relationships with the police, such as reduced legitimacy and mistrust. Comparatively, exchanges between lesbian, gay, bisexual, trans, and queer (LGBTQ) populations and the police have received limited attention. This is despite work suggesting that LGBTQ citizens face an elevated risk of victimization, and a possible reticence in reporting their victimization, resulting from negative perceptions of police, fear of mistreatment, or even experiences of harassment and abuse by police. To extend the research in this area, I analyze 12 focus groups with LGBTQ participants (N = 98) in an urban setting to examine the circumstances in which LGBTQ people would seek assistance from the police, when they would avoid doing so, and their justifications for avoiding or contacting the police. I also considered intersectionality in shaping police–citizen interactions between sexual and/or gender minority citizens of color, as the sample was almost exclusively LGBTQ persons of color. I conclude by discussing implications for policing practices and policies. Full article

There is limited available evidence on sex workers (SW) ability to access police protection or means of escaping situations of violence and confinement under an “end demand” criminalization model. Of 200 SW in five cities in Canada, 62 (31.0%) reported being unable to call 911 if they or another SW were in a safety emergency due to fear of police detection (of themselves, their colleagues or their management). In multivariate logistic regression, police harassment–linked to social and racial profiling in the past 12 months (being carded or asked for ID documents, followed by police or detained without arrest) (Adjusted Odd Ratio (AOR): 5.225, 95% Confidence Interval (CI): 2.199–12.417), being Indigenous (AOR: 2.078, 95% CI: 0.849–5.084) or being in Ottawa (AOR: 2.317, 95% CI: 0.865–6.209) were associated with higher odds of being unable to call 911, while older age was associated with lower odds (AOR: 0.941 per year older, 95% CI: 0.901–0.982). In descriptive statistics, of 115 SW who had experienced violence or confinement at work in the past 12 months, 19 (16.52%) reported the incident to police. Other sex workers with shared expenses were the most commonly reported group to have assisted sex workers to escape situations of violence or confinement in the past 12 months (n = 13, 35.14%). One of the least commonly reported groups to have assisted sex workers to escape situations of violence or confinement in the past 12 months were police (n = 2, 5.41%). The findings of this study illustrate how the current “end demand” criminalization framework compromises sex workers’ access to assistance in safety emergencies. Full article

Bullying is a problematic situation that negatively affects thousands of children and adolescents in today’s world. The multicultural society resulting from globalization has caused different reactions throughout society. In the school context, some authors indicate that ethnicity and race are risk factors for being victims of bullying. Therefore, the purpose of this paper was to analyze the scientific production on racial or ethnic bullying with the greatest impact at present, considering nine variables: Publication date, authors, organizations, countries, journals, type of document, area of research, language, and reference with more impact (cites). We conducted a bibliometric study through systematic review, documentary quantification, and data visualization techniques. We analyzed 831 documents, with a notable increase in recent years (2011–2019), highlighting the production from Dewey Cornell (University of Virginia, Charlottesville, VA, USA). On the other hand, the results showed that ethnic identity constitutes a differential factor in harassment appearing, accompanied by very poor socio-economic and cultural levels favoring depressive tendencies and drug consumption in the ethnic harassed. In short, bullying has a negative impact both physically and psychologically on the victims. For this reason, we must continue to work from the school context to eradicate the situation that is affecting more and more people. Full article

This paper sets out to estimate the prevalence of workplace violence in relation to socio-demographic characteristics of physicians and nurses working in healthcare settings in Macau. Background: Concerted efforts worldwide to reduce workplace violence (WPV) have not yet removed medical-related professionals from the threat of patients’, family members’, and colleagues’ physical and other assaults in Southeast Asia. Methods: The study employs a cross-sectional design to estimate the prevalence and examines the socio-economic and psychological correlates of WPV among medical doctors and nurses in Macau. The data collection period spanned from August to December 2014. Multiple logistic regression examines the prevalence rates of WPV and its associated factors in doctors and nurses. Results: A total of 107 doctors (14.9%) and 613 nurses (85.1%) participated in the study; 57.2% had suffered WPV in the preceding year. The most common forms of workplace violence were verbal abuse (53.4%), physical assault (16.1%), bullying/harassment (14.2%), sexual harassment (4.6%), and racial harassment (2.6%). Most violence was perpetrated by patients and their relatives, colleagues, and supervisors. Conclusions: WPV remains a significant concern in healthcare settings in Macau. Macau’s local health authority should consider putting in place a raft of zero-tolerance policies designed to prevent it. Full article