UCSF Survey Finds Widespread Sexual Harassment Concerns Among Frontline Social Workers

People who work in behavioral health and psychiatric care are often expected to manage difficult situations, high patient needs and emotionally exhausting caseloads. A recent survey involving UCSF behavioral health social workers suggests many employees are also dealing with another serious issue on the job. Workers say sexual harassment and misconduct have become normalized in certain clinical settings.

The survey was conducted by the University Professional and Technical Employees union following the fatal stabbing of a social worker at Zuckerberg San Francisco General Hospital in December. While the tragedy renewed attention on workplace safety concerns overall, the survey results also revealed widespread reports of sexual harassment and assault from frontline workers across UCSF-affiliated clinics and facilities.

Among the 120 survey respondents, 50 percent of workers reported experiencing sexual harassment or assault at work. According to the survey, 90 percent reported facing some type of threat, assault or intimidation. More than 71 percent of workers said they had considered leaving their jobs because of safety concerns.

One behavioral health social worker told The San Francisco Chronicle that a patient sexually assaulted her while she was working in an inpatient psychiatric unit at San Francisco General Hospital. She said that sexual harassment and assaults had become so common in psychiatric settings that employees were often expected to recover quickly and continue working. She also added that she felt guilty about taking additional time off after the incident because of ongoing staffing shortages and heavy caseloads.

Under California law, employers have a legal responsibility to protect workers from harassment in the workplace, including sexual harassment. Importantly, harassment doesn’t have to come from a supervisor or coworker for an employer to take action. The California Fair Employment and Housing Act (FEHA) prohibits harassment based on sex, gender, pregnancy, sexual orientation and other protected characteristics. 

Employers have a responsibility to take reasonable steps to address harassment or misconduct when workers are subjected to it by patients, clients or members of the public in health care and behavioral health settings. For example, workers may be exposed to sexually inappropriate behavior, threats or hostile conduct. Employers can take actions such as improving reporting systems, implementing safety protocols, adjusting staffing, providing support to affected employees and responding promptly to complaints.

The UCSF survey raised concerns about how reports were handled internally. According to survey responses, many workers who reported threats or unsafe conditions believed management ignored their concerns, delayed responses or retaliated against employees who made complaints. 

California law bars employers from retaliating against workers who report harassment. Employees are generally protected when they make good-faith complaints about unlawful conduct or workplace safety concerns. Retaliation can include termination, demotion, reduced hours, discipline, undesirable assignments or other negative treatment connected to an employee’s complaint.

The reports from UCSF workers also highlight how workplace culture can affect whether employees feel comfortable reporting harassment. In high-pressure environments like hospitals and psychiatric facilities, workers may fear being perceived as unable to handle the job if they speak up. Others may stay silent because they believe nothing will change or because staffing shortages make them feel responsible for covering shifts and patient care.

Workers called on the university administration to update safety conditions, improve reporting protocols and provide prompt support to affected employees. No employee should feel forced to accept sexual harassment as simply part of the job. California workers have legal protections, even in difficult or high-risk professions, and employers are expected to take complaints seriously.

If you have experienced sexual harassment, retaliation or other workplace misconduct in the San Francisco Bay Area, the employment attorneys at McCormack Law Firm may be able to help. Contact us today at 415.925.5161 for a free initial consultation to discuss your options.

Disclaimer: This article is for information purposes only. McCormack Law Firm is not involved in this case.