If an employee comes to you and discloses that they have been a victim of a sexual crime—whether it happened at work or on their own time—they are placing their trust in you and seeking your help. As a dentist-owner, your response ensures their safety, well-being, and recovery. As an expert on workplace violence, here I’ll share some guidelines on what to do and how to support an employee in this situation. 

Understanding the Statistics

Sexual violence is, unfortunately, more common than many realize. One out of every six American adults has been the victim of an attempted or completed rape in their lifetime. According to RAINN (Rape, Abuse & Incest National Network), an American is sexually assaulted every 68 seconds, and every 9 minutes, that victim is a child. On average, 463,634 individuals experience rape and sexual assault each year in the United States.

Ensure Their Safety

The first priority after any physical or sexual trauma is the individual’s safety and well-being. Following trauma, the limbic system of the brain often operates in a heightened state of “fight or flight,” and it may take four to six months for the body to return to a baseline state. Some individuals may need time off to process the event, while others might prefer to return to their normal routine as soon as possible.

As a business owner, it’s your responsibility to ensure a safe environment for all employees. Consider your end-of-day routine—are you ensuring everyone safely reaches their cars, or are some left alone in the parking lot? For example, you might decide to accompany employees to their cars at the end of the day or establish a buddy system so no one is left walking alone. Additionally, ensure that front doors are locked when not in use, and that the waiting area is restricted to appointment-only access. Installing a doorbell camera and only allowing patients with scheduled appointments to enter is a simple yet effective safety measure.

In the dental industry, many incidents of sexual harassment come from unruly patients. During your morning huddles, review patient lists for any known or potential issues. For patients who might present challenges, ensure two staff members are present in the room during their appointment. Establish an office code, such as, “Can someone bring me a 4357 (help) scaler?” This allows staff to discreetly call for assistance without alarming patients. Having two people present can deter problematic behavior. Additionally, consider installing security cameras throughout the office, except in private areas like restrooms. For example, cameras in hallways, reception areas, and treatment rooms can provide crucial evidence if an incident occurs.

Medical & Therapy Support

If a sexual assault has occurred, seeking immediate medical attention is vital. Hospital emergency rooms can conduct a “Rape Kit,” collecting DNA and other evidence. The window for collecting such evidence is limited, so the sooner this process begins, the better.

Beyond the initial medical care, survivors of sexual trauma often face lingering emotional impacts like depression and anxiety. Professional therapy is highly recommended, as it’s too challenging to navigate this trauma alone. Encourage the employee to seek counseling and let them know that your support extends beyond the workplace. For example, you might provide information about local mental health resources or offer a flexible schedule to accommodate therapy appointments. Simple self-care practices like massage and exercise can also aid recovery, as trauma is often stored in the body. Some employees may benefit from activities like yoga, which can help them regain a sense of control over their physical space.

Legal & Reporting Considerations

As an adult, your employee has the right to decide whether or not to report the incident to law enforcement. It’s essential to respect their decision. However, as a business owner, you have legal responsibilities, especially if the incident occurred at work. Consult with a lawyer to understand your obligations and options. If the incident happened outside of work, offer your support and discuss measures that might help them feel safe while at work. For example, you might rearrange work schedules or implement additional security measures like increased lighting in parking areas.

Navigating the Aftermath

Recovery is a journey, and it’s going to take time. The goal is to get “through” it—no shortcuts. Acknowledge that this process can be messy and challenging but emphasize the importance of working through the trauma. For example, you might suggest resources like support groups or provide time for self-care without pressuring them to “move on” before they’re ready.

Continue to offer your support long after the initial incident. A safe and supportive work environment is critical for their healing process. Checking in regularly, maintaining open communication, and showing empathy can go a long way in fostering a space where they feel valued and secure. For example, setting aside time during weekly meetings to ask how the team is doing can help create a culture of openness and trust.

Key Takeaways for You, Doctor

As a dentist-practice owner, how you respond to an employee’s disclosure of sexual violence can profoundly impact their recovery and the overall culture of your practice. It’s essential to take concrete actions to ensure safety, offer medical and emotional support, and foster a secure and understanding work environment. Here’s what you should focus on:

• Ensure Immediate Safety: Prioritize the physical safety of your employees, whether that means making adjustments to office security, locking doors, or being vigilant about patient behavior. Safety measures like a buddy system, discreet distress codes, and strategically placed cameras can make a significant difference.

• Provide Resources: Encourage medical care and therapy for those affected, recognizing that recovery involves more than just returning to work. Respect the employee’s right to decide if and when to involve law enforcement, and provide support that aligns with their needs.

• Foster a Supportive Environment: Creating a culture where employees feel safe discussing their needs is crucial. Regular check-ins and open communication are key. Ensure that your team knows you are there to support them, both in the immediate aftermath of an incident and throughout the healing process.

Handling such sensitive situations may be difficult, but your leadership can make all the difference. By focusing on safety, offering compassionate support, and making sure your practice is prepared, you can help your team through challenging times while maintaining a positive, secure workplace. Remember, the steps you take to support an employee in need reflect the values of your practice and build trust within your team.