How can We Protect Health Care Practitioners from Workplace Harassment and Violence?

By: Anne-Marie Langan*

A recent poll of 2,300 hospital workers conducted for CUPE reveals that “Ontario hospitals are increasingly toxic and dangerous workplaces, where violence against the workforce, which is 85 percent female, is not only tolerated but largely ignored.”[i] More specifically, 63% of workers reported having experienced violence at work, and 36 % of those polled reported that they were sexually assaulted at work[ii]. A further 78% experienced “name-calling, insults, threats and threatening gestures”[iii] Many of these reported having experienced violence and harassment on a daily or weekly basis.[iv]

Sadly, hospital workers are not alone in facing violence and harassment in their workplaces. 64.1% of medical doctors report experiencing intimidation, discrimination and/or harassment from patients, their family members and staff.[v] It can be very difficult for healthcare providers to know how to respond in this type of situation, particularly as most harassment policies only speak to harassment by a co-worker or supervisor and neglect to include reporting mechanisms for harassment by patients.[vi]

As well, healthcare providers are often concerned about the impact that reporting the harassment might have on their clinical relationship with the patient. As one practitioner noted,

“They try to empathize with patients who may feel angry, frustrated, or powerless when interacting with the sometimes inefficient and bureaucratic health care system. They know patients are often stressed and frightened, and most physicians feel they have a duty to provide care, even when patients are difficult. So, when doctors feel harassed, they often just laugh it off in an attempt to diffuse the situation and avoid offending the patient.”[vii]

As a result, some healthcare providers consider putting up with irate and inappropriate sexual behaviour as being just part of their jobs. Regardless, the impact of these experiences on their mental health is just as severe and can lead to reduced overall well-being and lower job satisfaction, which can adversely affect patient care. This type of toxic work environment ultimately leads to high turnover and increased absenteeism, which is costly to healthcare organizations as they have to invest heavily in recruitment and training new staff. High turnover is also disruptive to the quality of patient care.[viii]

The impact of sexual harassment on employees is compounded in “environments where management is indifferent or inattentive to harassment contribute to a culture where perpetrators expect little to no consequences while victims feel discouraged from speaking up.”[ix] Conversely, when leaders model respectful behaviour and prioritise a zero-tolerance approach to misconduct, they set a standard that permeates the entire organisation, reinforcing a culture where harassment is actively prevented and swiftly addressed”.[x]

Here are some ways to prevent and address harassment and discrimination in healthcare settings, including:

a)        Context specific training: every employee should receive training that is specific to the context in which they are working and which explains the procedures for reporting as well as where the employee can go for help and support in dealing with the emotional impact.[xi]

b)       Harassment Policies: every workplace in Ontario should have a comprehensive policy that addresses discrimination and harassment, including references to harassment by customers/patients and online harassment.[xii]

c)        Swift and Effective Intervention by Managers: When an incident of harassment is reported, managers and HR departments should fully investigate and ensure serious consequences for those perpetrating the harassment, even if they are customers or patients.[xiii]

d)       By-Stander Intervention: Employees should be trained to recognize when one of their colleagues is being harassed and learn how to safely intervene in these situations.[xiv]

e)        Fostering Inclusive and Positive Work Culture: A great deal of harassment could be prevented by ensuring that the workplace culture is inclusive and positive. It is important to build trust with employees so that they feel comfortable reporting incidents of harassment.

f)          Hold Management Accountable: Ensure that managers are actively monitoring the workplace to ensure staff are not being harassed. They must report, investigate, and respond to all incidents they observe, whether or not there is a formal report.

 *Anne-Marie Langan BA, BSW, LL.B., LL.M. is the project lead for the sexual violence projects at Peterborough Community Legal Center, including the SHAPE project, which provides legal advice and education for those experiencing sexual harassment in the workplace and the Your Way Forward project which provides support for those who have experienced intimate partner sexual violence. These projects are sponsored by the government of Canada's Justice Department and Legal Aid Ontario. She can be reached directly at anne-marie.langan@ptbo-nogo.clcj.ca .

 Disclaimer: This post contains general legal information as of February 10, 2025, that may or may not apply in a particular situation. It is important to note that the law, government policies and available programs can change, and this blog will not be updated to reflect these changes. It is highly recommended to seek legal advice from a lawyer.      

[i] Draaisma, M. (2022, July 6). Physical violence “part of the job” for hospital workers, CUPE Poll finds | CBC News. CBCnews. https://www.cbc.ca/news/canada/toronto/cupe-poll-hospital-workers-ontario-violence-1.6511265 (« CBC Article ») at p.2

[ii] Ibid.

[iii] Supra, note 1 at p .2-3.

[iv] Supra, note 1.

[v] Bahji, A., & Altomare, J. (2020). Prevalence of intimidation, harassment, and discrimination in resident physicians: A systematic review and meta-analysis. Canadian Medical Education Journal. https://journalhosting.ucalgary.ca/index.php/cmej/article/view/57019

[vi] Corley, J. (2021, November 18). It’s not just bosses who harass health workers: Hospitals start addressing patients’ “egregious” behavior. STAT. https://www.statnews.com/2019/09/12/sexual-harassment-hospitals-start-addressing-patient-behavior/

[vii] Ibid, p.2.

[viii] Lewis, Dr. H. (2024, November 29). The silent risk: Uncovering the issue of sexual misconduct in Healthcare. WTW. https://www.wtwco.com/en-gb/insights/2024/11/the-silent-risk-uncovering-the-issue-of-sexual-misconduct-in-healthcare, pg.2.

[ix] Ibid.

[x] Supra, note 8. p.2

[xi] How to prevent sexual harassment in healthcare. (n.d.). https://www.canadasafetytraining.com/Safety_Blog/how-to-prevent-sexual-harassment-in-healthcare.aspx

[xii] Ibid.

[xiii] Supra, note 9.

[xiv] Supra, note 9.