7.16 Student Mistreatment Policies and Procedures

Sections:

INTRODUCTION

At Harvard Medical School, we fully embrace the importance of upholding and promoting collaboration and service, respect and dignity, integrity, and accountability - for all. These values represent our commitment to ensuring that HMS fosters inclusion and promotes achievement, a culture where everyone feels safe and valued. They are core to our mission.

As members of the HMS community, we strive to live our values and hold each other accountable. We communicate with each other and strive for transparency. We also understand that we cannot be bystanders. If we see something, we must say something. We know that sometimes, that can be a daunting undertaking. Our leadership understands and has ensured that resources are available throughout our community to air grievances and address issues as they arise.

Harvard Medical School takes issues of mistreatment seriously and aspires to a culture of zero tolerance for instances of abuse and disrespect. HMS is committed to maintaining an environment free from discrimination, sexual harassment, unprofessional relationships, abuses of authority, and abusive and/or intimidating behavior. It is the strong and consistent policy of Harvard Medical School to treat all members of our community with respect, to provide an environment conducive to learning and working, and to ensure equal access to rights, privileges, and opportunities without regard to race, color, sex, sexual orientation, gender identity, religion, age, national or ethnic origin, political beliefs, veteran status, disability or any other legally protected category. Harvard expects that all those who interact with members of our community will embrace our community values and comply with our policies and all applicable state and federal laws.

POLICIES

Sexual and Gender-Based Harassment and other Sexual Misconduct

Harvard Medical School has adopted the University-wide Interim Title IX Sexual Harassment Policy and Interim Other Sexual Misconduct Policy. In addition, the University’s Sexual and Gender-Based Harassment policy addresses sexual harassment and other sexual misconduct alleged to have occurred between September 2, 2014, and August 14, 2020. Copies of all policies and their associated grievance procedures can be found on the Harvard University Office for Gender Equity website. To the extent any existing HMS policies or procedures interfere with compliance with these policies and procedures, the application of such HMS policies and procedures shall be suspended. The policy can be reviewed on the Harvard Medical School Human Resources website.

Non-Discrimination

HMS is committed to maintaining an environment free from discrimination. Discrimination based on age, race, color, national origin, sex (including gender identity and gender expression, as well as pregnancy), genetic information, ancestry, religion, caste, creed, veteran status, disability, military service, sexual orientation, political beliefs or any other legally protected basis is prohibited. Please see The Harvard University Non-Discrimination Policy and the Harvard University Anti-Bullying Policy.

Anti-Bullying

Harvard University is committed to cultivating a community that is open, welcoming, and inclusive, and that supports all community members in pursuit of the University’s mission of learning, teaching, research, and discovery. As outlined in the University-Wide Statement on Rights and Responsibilities (1970), the University is “characterized by free expression, free inquiry, intellectual honesty, respect for the dignity of others, and openness to constructive change.” Bullying, hostile and abusive behavior, and power-based harassment directly threaten the ability of community members to engage in the free exchange of ideas and pursue their educational and professional goals. Such behaviors, as defined in this Policy, are prohibited at Harvard. Please see The Harvard University Non-Discrimination Policy and the Harvard University Anti-Bullying Policy.

Abusive and/or Intimidating Behavior

HMS is committed to maintaining an environment free from abusive and/or intimidating behavior, defined as harmful mistreatment by works or actions that humiliate, degrade, demean, intimidate, and/or threaten an individual or a group. To violate this policy, the behavior must be sufficiently severe, pervasive, or persistent such that a reasonable person would find it creates inhospitable working conditions and/or impairs the ability to carry out responsibilities to the institution. Please see The HMS/HSDM Abusive and/or Intimidating Behavior Policy.

Unprofessional Relationships and Abuse of Authority

Consensual romantic relationships that might be appropriate in other circumstances have inherent dangers when they occur between any HMS faculty member, fellow, or officer and any person over whom they have a professional responsibility (e.g., teacher, advisor, preceptor, or supervisor). Such relationships are fundamentally asymmetric and considered unprofessional because, among other things, they may create an impression of inappropriate or inequitable academic or professional advantage or favoritism that can be destructive in the learning and working environments. These relationships may also be considered an abuse of authority. Please see The Harvard Medical School and Harvard School of Dental Medicine Unprofessional Relationships and Abuse of Authority Policy.

See also Section 4 generally and Section 4.08 specifically: Policy and Procedures for Consideration of Unprofessional Conduct and Section 4.20 Faculty-Student Familial Relationships and Recusal Requirements; and the HMS Ombuds website.

MECHANISMS FOR REPORTING CONCERNS

Online Reporting

Any instances of mistreatment can be reported anonymously via phone or online through the ALERT Reporting Hotline—the Anonymous Learning Environment Reporting Tool. ALERT is a 24/7 anonymous mechanism provided by Harvard University for reporting mistreatment or other student concerns. This reporting portal allows students to submit concerns to an outsourced third party that directs reports to the appropriate Harvard school for further assignment: All medical student concerns are reviewed directly by the Dean for Students and Director of Student Affairs for further management as noted below.

Reported incidents are treated seriously and responded to appropriately, fairly and expeditiously. HMS has a zero-tolerance policy for student mistreatment.

HMS Ombuds Office

The Ombuds Office is a confidential resource and will maintain anonymity.

Course and Clerkship Evaluations

Students are encouraged to report instances of mistreatment that occur during a course or clerkship. Reporting these incidents helps the School and its affiliated hospitals sustain an environment of collegiality and mutual support.

Direct Reporting to Dean for Students

Students have the option and are encouraged to report incidents to the immediate attention of the Dean for Students, who will treat such reports with discretion.

Allegations of Sexual and Gender-Based Harassment

HMS students wishing to report a violation of the University Policy can directly contact the Harvard University Office for Sexual and Gender-Based Dispute Resolution (“ODR”) or an HMS Title IX Coordinator.

PROCEDURES FOR HANDLING REPORTS

For reports not concerning sexual or gender-based harassment or other sexual misconduct (which are referred to the HMS Title IX Coordinator), the Dean for Students and the Director of Student Affairs in the Program in Medical Education  (PME) regularly review reports that arrive via the online ALERT portal, course evaluations, or direct email. All student concerns about mistreatment or the learning environment are reviewed by the PME’s Rapid Response Team. This team comprises the Dean for Students, Dean for Medical Education, Director of Student Affairs, Associate Dean for Student and Multicultural Affairs, a representative of the HST program, and the faculty representative of the Learning Environment Committee. The Rapid Response Team evaluates each report and categorize the type of report, the setting, and the source of the incident. The Rapid Response Team then records the report in a database for feedback to educational leaders and eventual outcomes reporting if specific, actionable information is provided. The Team investigates and takes action as appropriate, usually by contacting the responsible educational leaders of the setting in which the report originated, and determines the appropriate next steps. Once the intervention has been determined and completed, the responsible educational leaders report back to the Rapid Response Team, who decide if the issue has been adequately addressed or needs more attention.

Similarly, when allegations of mistreatment appear on required student course/clerkship surveys, the Office of Medical Education collates the reports and provides them in tabular form to the Dean for Students and the Director of Student Affairs for review by the Rapid Response Team as above,.

The PME also works with offices at the affiliated hospitals, e.g., the Center for Professionalism and Peer Support at the Brigham & Women’s Hospital, to address complaints of mistreatment. In addition, PME leadership communicates with residency and fellowship directors for complaints against residents and fellows, with division chiefs and/or department chairs for complaints about faculty, and with hospital leaders for complaints about department chairs.

For allegations against students: Cases of alleged mistreatment by medical students are reviewed through the Rapid Response Team process as above.  If appropriate, the alleged student perpetrator of mistreatment may be reviewed by the Harvard Medical School Promotion and Review Board for their behavior (see Section 4).

MISTREATMENT OUTCOMES REPORTING

On a regular basis, and at least twice a year, a summary outcomes document is posted for students on a secure password-protected site and its availability announced over student e-mail.  This outcomes document includes all reports of potential mistreatment received since the prior summary was issued, and for those reports that include specific actionable information, indicates the particular interventions that were judged to be necessary by the Rapid Response Team and were completed in response to those reports (e.g., faculty member no longer teaching medical students, additional training required of teaching resident, etc.).

ADDITIONAL RESOURCES

A student may seek counsel in a matter involving mistreatment, discrimination, affirmative action, or harassment through an appropriate officer, such as the University Title IX Coordinator or an HMS Title IX Resource Coordinator; a Society Advisory Dean or Advisor; a faculty advisor/mentor; a course, clerkship or PCE director; the Director of Disability Services; the Dean for Students. Students may wish to consult with the following offices, which can provide information, assistance, and support.

Office for Dispute Resolution

University Title IX Office

HMS Title IX Resource Coordinators

Academic Societies

Office of Learning Resources and Support

Office of Student Affairs

Office of Recruitment and Multicultural Affairs

Office for Academic and Research Integrity

Director of Disability Services (Section 10.03)

Ombuds Offices

HMS (Section 10.05)

HU

Hospitals: The affiliated hospitals and institutions may have their own policies pertaining to your concern. Discuss your issue with the HMS Ombudsperson and/or check with the appropriate office in the institution in which you are rotating.

You may also consult:

• PCE mentors/advisors

• PCE and/or Clerkship Directors

 

Updated 3/21/24