Julie has been a nurse at Memorial Hospital for three years. During that time, she has developed productive relationships with her colleagues and has earned a reputation for providing exceptional care to patients. One day she approaches you, her manager, and asks to speak in private. Once you are alone, Julie explains that over the past couple of months she has heard a physician and two nurses repeatedly make disparaging remarks about people who are homosexual. She appears visibly upset as she tells you this. Julie says that the situation has become so uncomfortable that she no longer feels safe in this environment. Does this scenario reflect a possible case of sexual harassment? How would you respond to Julie, and what steps might you take next? Sexual harassment is an important topic in today’s organizations–one that is often addressed through HR presentations and trainings. However, even for experienced nurse managers and HR professionals, it can be challenging to recognize some of the behaviors and actions that may indicate sexual harassment. Nurses in leadership and management positions have a critical responsibility to become attuned to the various interactions that can be problematic, including inappropriate remarks and jokes, improper fraternization, quid pro quo situations, and potentially offensive images. a 3- to 5-page paper in which you do the following: Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at ). All papers submitted must use this formatting.

Title: Recognizing and Addressing Sexual Harassment in Healthcare Organizations


Sexual harassment is a pervasive issue in today’s organizations, including healthcare settings. As a nurse manager, it is crucial to be able to recognize behaviors and actions that may indicate sexual harassment and take appropriate steps to address the situation. This paper aims to discuss the scenario presented and provide guidance on how to respond to Julie, a nurse who feels unsafe due to repeated disparaging remarks about homosexuality by certain individuals in the workplace.

Case Analysis:

The scenario presented raises concerns about a possible case of sexual harassment. Sexual harassment is defined as unwelcome behavior of a sexual nature that creates an intimidating, hostile, or offensive work environment (EEOC, 2021). In this case, the repeated disparaging remarks about homosexual individuals by a physician and two nurses suggest a practice that could create a hostile work environment for Julie. Moreover, Julie’s visible distress and statement about no longer feeling safe in the environment further reinforce the severity of the situation.

Response to Julie:

When Julie approaches as her manager, it is important to respond with empathy, support, and a commitment to addressing the issue promptly. Firstly, it is crucial to ensure Julie feels heard and validated in her concerns. Acknowledge her courage in speaking up and assure her that her welfare and safety are of utmost importance.

Next, inform Julie about the organization’s commitment to maintaining a safe and respectful work environment for all employees and emphasize that any form of discrimination or harassment, including remarks based on sexual orientation, will not be tolerated. Reassure her that appropriate actions will be taken to address the situation effectively.

Steps to Address the Issue:

1. Confidential Reporting and Documentation:
Encourage Julie to document the incidents she witnessed, including dates, times, individuals involved, and the specific remarks that were made. Inform her about the importance of maintaining confidentiality and reassure her that the organization will handle the matter discreetly.

2. Investigation and Gathering Evidence:
Initiate an investigation to gather more information about the alleged remarks. Identify the individuals involved and interview them separately to get their perspective on the matter. Collect any available evidence such as emails, text messages, or witnesses who can corroborate the claims made by Julie.

3. Compliance with Organizational Policies and Protocols:
Review the organization’s policies and protocols related to harassment and discrimination. Ensure that they are followed meticulously throughout the investigation process. Consult the HR department or the legal team to ensure compliance with any applicable federal, state, or local laws governing sexual harassment in the workplace.

4. Provide Support and Resources:
While the investigation is ongoing, provide Julie with support and resources to alleviate the distress she may be experiencing. Offer information on employee assistance programs, counseling services, or support groups within or outside the organization. This reinforces the commitment to Julie’s well-being and sends a message that her concerns are being taken seriously.


Sexual harassment is a critical issue that must be recognized and addressed promptly and effectively in healthcare organizations. This scenario reflects a possible case of sexual harassment due to the repeated disparaging remarks about homosexuality. As a nurse manager, responding to Julie with empathy and support is essential. Steps to address the issue include encouraging documentation, conducting an investigation, complying with organizational policies, and providing support and resources to affected individuals. By taking appropriate actions, nurses in leadership roles can significantly contribute to creating a safe and inclusive work environment for all employees.

EEOC. (2021). Sexual Harassment. Retrieved from https://www.eeoc.gov/laws/types/sexual_harassment.cfm