1. Department of Education, Mariano Peralta National High School, Davao Occidental, Philippines.
2. Department of Education, Mariano Peralta National High School, Davao Occidental, Philippines.
3. University College of the Cayman Islands, Cayman Islands.
4. Department of Education, Mariano Peralta National High School, Davao Occidental, Philippines.

*             Correspondence: jpkeith98@gmail.com

Keywords: harassment, medical students, workplace, Nepal

1. INTRODUCTION

The increasing prevalence of violence in the workplace has become an issue of concern on a global scale. Violence and harassment in the workplace, whether directed at men or women, represent an abuse of power. This includes both forms of violence and harassment. The workforces that are most likely to be victims of violence and harassment are those that are in vulnerable work conditions and have limited access to labor rights such as freedom of association, collective bargaining, decent work, non-discrimination, and access to justice [1]. These are the workforces that are most likely to be victims of violence and harassment. Violence in the workplace has a disproportionately negative impact on some categories of workers, particularly women on the job. Notably, this is the case in the United States of America. This includes unequal power relations, inadequate pay, hazardous working conditions, and other abuses in the workplace that put women in insecure situations and subject them to violence. Other forms of workplace abuse include sexual harassment and assault incidents. Some of the sorts of mistreatment that can take place in the workplace include sexual harassment, as stated in [2]. It is the most common form of violence, and it typically incorporates gender-based conduct and encompasses a wide range of incidents [3]. Sexual harassment, also known as SH, is the most generally encountered form of violence. SH can manifest itself in a variety of ways, including but not limited to the following: telling offensive jokes, making derogatory remarks based on gender stereotypes, committing sexual assaults, and engaging in acts of physical violence. After conducting research in 161 countries, the World Health Organization (WHO) discovered that around thirty percent of women, which is equivalent to one in three women, have been victims of sexual or physical assault [4].Initial investigations into sexual harassment in the workplace have shown that it is widespread, which is particularly concerning when considering the increasing number of women who are entering the workforce. According to the findings of a number of studies, the percentage of women in the European Union who admit to having experienced sexual harassment or unwanted sexual behavior in the workplace is somewhere between forty percent and fifty percent. Violence has been a pervasive issue in the area of medicine for a lengthy amount of time before it gained widespread attention. There is a substantial risk of physical attack for those who work in the health care business everywhere in the world. As a result of the fact that persons who work in the health care field are frequently in direct touch with those who are going through difficult times, this is considered to be an inescapable element of their career. It is extremely clear that there is a gender problem in the health care profession because the majority of those who work in this sector are women [-5]. When it comes to the health industry, aggression in the workplace has a significant impact on all professional groups, regardless of gender, and in every work setting. On the other hand, the highest rates of offenses were reported by the staff members of the ambulance, the nurses, and the doctors. According to the World Health Organization (WHO), between 8 and 38 percent of those who work in the health care industry have experienced some form of physical abuse at some point in their careers. When compared to other occupational groups, nurses have an average risk of suffering violence in the workplace that is three times higher than that of other occupational groups. This is more than three times higher than the average risk of other occupational groups. According to the findings of a recent survey, one in every four nurses around the world reported having experienced some type of sexual harassment [6].

2. SEXUAL HARASSMENT

On the other hand, sexual harassment is described as activity of a sexual nature that is unwanted and inappropriate, and that causes employees to feel humiliated, frightened, or uncomfortable [7]. Depending on the legal structure of the country in which sexual harassment happens, the meaning of sexual harassment can vary from country to country. The World Health Organization (WHO) defines sexual violence in terms of “any sexual act, attempt to obtain a sexual act, unwanted sexual comments or advances, or acts to traffic or otherwise directed against a person’s sexuality using coercion, by any person regardless of their relationship to the victim, in any setting, including but not limited to home and work.” Using this definition, any sexual act, effort to obtain a sexual act, unwanted sexual comments or approaches, or activities targeted against a person’s sexuality through the use of coercion are all considered to be sexual assault. Because of this, there has been a violation of the rights of the workforces that have taken place. A wide range of people, including coworkers, subordinates, supervisors, and even third parties, are capable of engaging in sexual harassment. This includes the possibility of sexual harassment occurring. The existence of this kind of violence has the effect of producing an environment that is riddled with fear, anxiety, and both physical and mental sickness [8]. For the purpose of defining sexual harassment in the context of the workplace, the International Labour Organization (ILO) has identified two distinct components that make up the phenomenon. A hostile work environment and sexual harassment are two examples of the kinds of scenarios that fall under this particular category. The term “quid pro quo” refers to a type of sexual harassment in which the harasser engages in any form of sexual behavior or action, whether it be physical, verbal, or non-verbal, that undermines the dignity of a person and is unwelcoming, unreasonable, and disrespectful to the person who is the target of the harassment [9]. This type of harassment constitutes a form of sexual harassment. The behavior in question is used, either directly or indirectly, as a foundation for a choice that has an impact on the victim’s job status whenever a person is rejected. This choice typically has an effect on the victim’s employment situation. An example of this would be a supervisor who terminates the employment of an employee on the grounds that the employee refuses to go out with them. The individual who participates in behavior that is threatening, humiliating, or hostile toward the victim of a hostile work environment is the person who is considered to be the perpetrator of the hostile work environment. An example of this would be the fact that the recipient continues to be subjected to persistent sexual jokes or comments that are not acceptable, despite the fact that they have explicitly said that they do not tolerate such behaviors [10].

3. PHYSICAL SEXUAL HARASSMENT

The term “sexual harassment by physical contact” refers to any sort of unwelcome touching or grabbing, regardless of the nature of the meeting. This encompasses any form of sexual harassment. A person’s clothes, body, or hair touching, hugging, kissing, or caressing them are all forms of affectionate contact [11]. Other examples include stroking, hugging, and kissing. The act of touching someone’s breasts or buttocks, doing repetitive neck massages, grabbing someone by the shoulders or waist, or brushing up against another person in a sexual manner are all examples of behaviors that are considered to be indicators of those who have experienced or witnessed severe instances of sexual assault [12].

4. VERBAL SEXUAL HARASSMENT

Examples of verbal harassment include any comments or jokes that are sexually suggestive or offensive; offensive comments and questions about a woman’s physical appearance [13], inappropriate invitations to go out on dates [14], intrusive, offensive questions about a woman’s private life and sexual orientation [15], and offensive phone calls [16]. Verbal harassment is a form of psychological or emotional abuse on the part of males.

5. NON-VERBAL SEXUAL HARASSMENT

Non-verbal sexual harassment includes inappropriate and intimidating staring or leering; whistling; stalking or blocking the way; receiving or displaying offensive, sexually explicit pictures, photos, or gifts; indecent exposure; being forced to watch or look at pornographic material; and winking, kissing, or licking lips [15].

6. STATISTIC ON THE OCCURRENCE OF SEXUAL HARASSMENT

The use of statistics is beneficial for analyzing, comprehending, and organizing sexual harassment. Especially in light of the growing number of women who are entering the profession, research indicates that sexual harassment in the workplace is pervasive. There was no social awareness with sexual harassment before to the 1970s [16]. For some decades, sexual harassment in the workplace has been regarded as unacceptable [17]. The global investigation found that exposure rates differed from region to region. When it came to sexual harassment, the Anglo region was the worst. Bullying and other forms of non-physical hostility are particularly prevalent in the Middle East [18]. According to polls conducted by the European Union [19], between forty and fifty percent of women have experienced sexual harassment or inappropriate sexual behavior in the job. In 2004, 55.4% of Italian women between the ages of 14 and 59 reported facing sexual harassment. Blackmail on a weekly basis by the same harassers affected sixty-five percent of women. Typically, these harassers were coworkers or superiors in the workplace. In addition, 55.6% of women who have been sexually harassed go on to quit [20]. As a result of the fact that women predominate in the health profession, nurses are particularly susceptible to sexual harassment in the workplace [21]. In the nursing profession, developing emotional and physical bonds with patients and coworkers is a result of working closely with both groups. As a result of these bonds, nurses are susceptible to suffering sexual harassment. According to the findings of the study, nurses are often portrayed as sexual objects, which is a factor that contributes to sexual harassment in the nursing profession [22]. A total of 91 percent of nurses in Israel reported experiencing at least one form of sexual harassment, 30 percent reported experiencing more than three instances, and 5 percent reported experiencing five or more instances [23]. From 2002 to 2013, there was a fourfold increase in the incidence of major workplace violence in the healthcare industry, and eighty percent of patients were responsible for causing serious violent incidents. There have been numerous studies conducted in Nepal that have shown that nursing professionals have been subjected to sexual harassment on a variety of levels. When taking into consideration the demographic of the research, 87.2% of nurses working in western Nepal reported experiencing sexual violence in the workplace [24]. At the same sites, another poll found that forty-three percent of nurses had experienced sexual harassment. Seventy percent of Nepalese nursing students reported experiencing harassment in the workplace [25].Staff nurses and auxiliary nurse midwives working in hospitals run by the government made up the bulk of victims, accounting for 69% of the total. Eighty-nine percent of contract and temporary female health professionals report experiencing sexual harassment [26].

7. IMPACT OF SEXUAL HARASSMENT

Harassment of a sexual nature can have a range of affects on individuals, including their physical and mental health, their financial status, and the opportunities they have to grow in their career. These repercussions can be extremely detrimental to the individual. It is possible for victims of sexual harassment to endure significant psychological repercussions, like headaches, nausea, sleep difficulties, anxiety, decreased self-esteem, depression, weight loss or increase, and sexual dysfunction or dysfunctional sexual behavior [27]. These are only some of the potential outcomes that may occur. Additionally, people who are afflicted by this illness may exhibit changes in their behavior, such as feelings of isolation, a decrease in their relationships, and an increased inclination to participate in substance abuse (both alcohol and drugs). These changes may be a result of the disorder. It is possible for a victim to throw in the towel at work and subsequently end their own life in the most extreme of situations. Girl and woman victims of sexual abuse and coercion suffer the majority weight of injury and sickness caused by sexual violence and coercion in the most severe cases. They are more susceptible to sexual and reproductive health consequences, such as unwanted pregnancy, unsafe abortion, and a higher risk of sexually transmitted infections, including HIV, during vaginal intercourse [28]. This is not only due to the fact that they make up the vast majority of victims, but also because they are more likely to be victims of sexual assault.

8. COPING SEXUAL HARASSMENT

Productivity and performance on the job have both declined as a result of the experience of any kind of violence in the workplace, including sexual harassment. This includes the experience of sexual harassment. Because of this, nurses commonly struggle with both their mental and physical health [29]. This is another consequence of the situation. In addition, sexual harassment leads to a decrease in the quality of care that is delivered to patients, which may be exceedingly hazardous considering that nurses are tasked with the responsibility of conducting actions that have the potential to save lives on a regular basis. There is also evidence that sexual harassment is incredibly costly for businesses and hospitals, since it may compel nurses to take time off for illness or even quit their employment entirely [30]. This can result in a significant financial burden for these organizations. In light of the fact that sexual harassment is an issue that cannot be avoided, it is essential for nurses to go through a process in order to cope with the instances of harassment that they come across. People have the capacity to deal with the stresses that are associated with the connection between themselves and their surroundings, which can be challenging and can elicit a wide range of feelings [31]. It is therefore possible to characterize the process of coping with any form of unpleasant events as the manner by which individuals deal with these stresses. “constantly changing cognitive and behavioral efforts to manage specific external and/or internal demands that are appraised as taxing or exceeding the resources of the person” is the definition of coping that is supplied by Folkmanfurther. Other definitions of coping include “coping abilities” and “coping strategies.” There are two basic functions that are thought to be associated with coping, and they are problem-focused and emotion-focused coping. A strategy that focuses on emotions is the first one to consider. Fear, humiliation, worry, depression, and discontent are some of the emotional responses that are connected with stress. This strategy is based on the principle of aiming to lessen these emotional reactions as significantly as possible. It is possible that this is the most and only sensible way to deal with the issue, even though there are circumstances in which the source of stress is beyond the control of individuals. Using a problem-focused coping strategy, which is a plan that is not only practical but also effective, is the second approach of dealing with challenges. As part of this process, you will focus on explaining the problem, coming up with prospective answers or alternatives, analyzing the advantages and disadvantages of potential solutions, choosing one of the strategies, and finally following through with whatever you have chosen [32]. Taking into account the results of the previous research [33], the current analysis divided the numerous approaches to dealing with sexual harassment into three distinct categories with its classification system.

9. LAWS AGAINST SEXUAL HARASSMENT

The term “sexual harassment” refers to a sort of discrimination that is based on individuals’ gender. In order to protect individuals from any and all sorts of sexual harassment, it is necessary for a country to have laws in place at both the federal and state levels.The implementation of legislation in the workplace, on the other hand, is an exceptionally rare occurrence [34]. The situation in Nepal is exceedingly serious and precarious, as per the conclusions of a number of various types of study that have been conducted. Over the course of the past few years, Nepal has seen a collection of legal amendments concerning the issue of sexual exploitation. As part of its efforts to address sexual harassment in the workplace, the government of Nepal has approved a legislative measure. This piece of law, which has been passed, has been enacted with the purpose of protecting the rights of each and every individual in order to guarantee that workers are able to take pleasure in a safe working environment. “Sexual Harassment Prevention Act” is the name of the legislation that was passed on February 20, 2015 [35], and it became effective on that date. The legislation was named after the date it was passed.

10. CONCLUSION

In the current study, a restricted evaluation was conducted, which indicated that sexual harassment is a problem that is now being faced by nurses who are employed in a setting that is associated with a hospital. Within the nursing profession, the vast majority of nurses have been victims of sexual harassment at the hands of their coworkers and those in positions of responsibility. There are a significant number of nurses in Nepal who opt to avoid or overlook sexual harassment because they are terrified of the negative consequences that could arise from it. This is the case despite the fact that the government of Nepal has enforced the law that prohibits sexual harassment. The organization has to develop a guideline on work ethics, legal accountability, awareness, and counseling counseling programs in order to manage and reduce the consequences of sexual harassment among female nurses. This will allow the company to manage and reduce the repercussions of sexual harassment. It is strongly recommended that additional research be carried out on the understanding of the information that is currently accessible regarding the legal action against sexual harassment. Furthermore, in order to acquire a deeper comprehension of the significance of the study, we suggest carrying out the research on a more extensive size. Additional research on the subject would be beneficial, as initial steps, to determine attitudes and awareness levels among nurses working in hospitals, as well as to determine whether or not certain trends were becoming apparent. This growing body of anecdotal evidence, in conjunction with the general absence of official data and information on sexual harassment in the workplace, suggests that additional research on the subject would be beneficial.

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