Sexual Harassment Among Nurses: A Review
             According to recent research into healthcare and workplace diversity, sexual harassment and intimidation in the form of physical or emotional abuse is still very common (Hamlin & Hoffman, 2002). This harassment often comes in the form of sexual insults, uses of "vulgarity" and the creation of a hostile work environment.
             Hamlin & Hoffman (2002) provide an overview of sexual harassment in their article, Perioperative nurses and sexual harassment. The legal issue clearly presented is sexual harassment. This particular article summarizes sexual harassment abroad, noting legislation is in place in many countries "in the form of antidiscrimination or equal employment opportunity" which should protect against these behaviors (Hamlin & Hoffman, 2002). Sexual harassment for purposes of this article and review include any behaviors that are not welcome, including physical contact, lewd gestures, comments or discrimination in the workplace against members of the opposite sex. Forms may also include staring, leering, or providing sexually explicit content to members of the opposite sex in the workplace.
             Part of the problem managing this diversity issue is the complexity of sexual harassment. There is no one definition of harassment, because people judge harassing behavior from a subjective vantage most of the time (Hills & Hoffman, 2002). What is offensive to one may not be to another. I agree sexual harassment is a complex issue, one not easily resolved by laws, rules, or regulations alone. Similarly, one may not simply enforce such laws using authoritarian or totalitarian approaches. Rather, to approach and combat sexual harassment in an increasingly diverse work environment, health organizations must review what groups, like nurses, are most likely to receive sexual harassment and why.
             For nurses harassment may come from not only co-workers but
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