Blog do Curso de Medicina da Universidade Estadual de Maringá para a discussão de temas de Educação Médica, Educação das Profissões da Saúde e áreas correlatas.
Blog of University of Maringá Medical School for the discussion of issues of Medical Education, Health Professions Education and related areas.
No período de 12 a 16 de março de 2018, o CAMEM - Centro Acadêmico de Medicina de Maringá - UEM, promove a Semana do Calouro 2018, um evento que
tem como objetivo melhorar a experiência de entrada dos acadêmicos na
universidade. Nesta semana de atividades,serão apresentadas a estrutura da
universidade, a estrutura curricular do curso de Medicina, a importância
de atividades extracurriculares e do cuidado com a saúde mental ao
longo do curso, entre outros assuntos.
Em especial, no
dia 15 de março à noite teremos o CinemedUEM, com a participação dos
novos alunos e suas famílias, além de alunos, professores e funcionários
da MED-UEM e convidados.
sexual harassment slide because of my university's financial struggles
When cuts are threatening every department, it’s
hard to put your job on the line to stand up against discrimination
The very fact of teaching at a vulnerable college made me less able to fight back.’
to pack the memory away like the cream polo neck I had worn under a tweed
blazer, an outfit I had carefully selected because I imagined it projected
authority. A tenured senior staff member had cut me off at the department
meeting, laughing: “I wasn’t listening because I was so distracted by your
I shrank down in my chair and pulled my blazer
tighter around me. It was the lack of reaction from other staff around the
table, men and women, that chilled me most. Instead of getting an apology, I
was told that this professor would be writing in support of my tenure
I was surprised because I was teaching at a US
college that was supposed to be a leader in gender and women’s studies. But,
like so many liberal arts colleges, it didn’t have hefty endowments and was
entirely dependent on tuition, facing declining enrolments.
Wealth and power often mask and exacerbate toxic
professional situations, as we have recently seen in Hollywood and beyond. In academia, desperate
financial times can push an institution to betray its mission to keep the doors
When I was sexually harassed, the very fact of teaching at a
vulnerable college made me less able to fight back.
The professor who harassed me also made crude
comments about junior staff members’ bodies and sexual orientation in front of
other staff, administrators and students. Other colleagues I spoke with relayed
stories not just of jokes and innuendoes, but of being harangued at home and of
intrusive visits during office hours. Yet he was never held to account for his
The dismal job market changed our responses to
harassment and made it easier for the institution to cover up such behaviour.
In better financial times, I might have felt more confident in walking out of
that department meeting, or in filing a complaint, of confronting the situation
instead of letting it fester while I scrambled to go back on the market and
find another position.
I might have been a more vocal ally for others who
did make complaints, and I might have felt more confident that those who
witnessed my harassment would speak up. But any time staff are stretched thin,
fighting for scraps, wondering whose department will be next to face cuts, it
becomes harder to work up the courage to file a complaint or to go out on a
limb to back up a colleague.
At financially strapped institutions, staff may
also fear that any bad press that impacts on enrolment or accreditation might
trigger a cut or closure that could leave their colleagues out of a job.
This sort of culture can also provide cover for
punishments – last-minute schedule shifts and revoked funding are already the
norm. So, for example, when a staff member who filed a complaint at my
institution was abruptly laid off, this was blamed on budget cuts. And with
constant turnover in HR and administrative staff, it was easy to blame errors
and missteps in the handling of complaints on someone already out the door.
During my time at the institution, two professors
were quietly forced out after sexual harassment complaints and two other
professors had formal complaints filed against them. Those are the incidents of
which I have direct knowledge. For a small school, that number seems worryingly
Sustainable systemic change that
would make academia more welcoming to women isn’t possible while institutions
are fighting for their basic survival. Any reckoning with the #MeToo movement
in academia needs to involve a recognition that tough financial circumstances
can, and do, silence women just as effectively as six-figure non-disclosure agreements.