“We 
believe 
that 
the 
dramatic 
increase 
in 
reporting 
last 
year 
and 
subsequent 
decrease 
this 
year represents stabilization 
of reporting following the 
significant 
attention 
and 
raised awareness at U-M of 
these issues and how to report 
concerns,” Frumkin said.
When contacted by The 
Daily, a representative from 
the Sexual Assault Prevention 
and 
Awareness 
Center 

declined to comment on the 
report on behalf of SAPAC. 
The report on faculty and 
staff 
sexual 
misconduct 
also 
revealed 
a 
decrease 
in the number of reports 
from the year before. In the 
fiscal year 2019, 178 reports 
of 
misconduct 
by 
faculty 
and staff were submitted to 
OIE, while 235 reports were 
made last year. In the report, 
Frumkin said as the University 
works to create an umbrella 
policy for students, faculty 
and staff, they will most likely 
begin publishing only one 
report discussing all claims 
in the future. In October, the 

University officially released 
its draft umbrella policy. 
In an email to The Daily, 
University 
spokeswoman 
Kim 
Broekhuizen 
said 
these reports are released 
each year to make issues of 
sexual misconduct, and the 
University’s response to these 
claims, more widely known 
across the University.
“We share this information 
in order to be transparent, 
to acknowledge that these 
behaviors occur within our 
community, 
and 
to 
show 
how the university responds 
to 
sexual 
misconduct,” 
Broekhuizen wrote.

“First of all they said, 
‘Absolutely 
you 
should 
do this. This is what the 
national academies is calling 
for, we have the expertise 
here, we should lead the 
way.’”
The researchers surveyed 
faculty 
at 
Michigan 
Medicine 
using 
validated 
measures 
adapted 
from 
the 
Sexual 
Experiences 
Questionnaire, 
and 
examined the experiences 
of men and women in the 
field, distinguishing sexual 
harassment 
perpetrators 
between 
insiders 
(staff, 
students and faculty), and 
patients or patient family 
members. 
At 
Michigan 
Medicine, 
the study writes, “82.5% of 
women and 65.1% of men, 
reported at least one incident 
of sexual harassment from 
insiders in the past year.”
Esther 
Choo, 
associate 
professor 
in 
emergency 
medicine at Oregon Health 
& Science University, is one 
of the founders of Time’s Up 
Healthcare. Choo’s greatest 
concern about the study 

is its fairly low response 
rate, which indicates the 
possibility of participation 
bias. 
“I would also say that 
the rates were so high, 
that even if in the unlikely 
circumstance 
that 
every 
single person who didn’t 
respond to the study had 
never experienced sexual 
harassment, 
(the 
results) 
would still be significant,” 
Choo said.
The 
rates 
of 
gender 
harassment are far more 
prevalent 
than 
sexual 
coercion at Michigan and 
nationwide, 
according 
to 
the 
study. 
#MedToo 
states 
82.2 
percent 
of 
women 
experienced 
gender 
harassment 
from 
insiders, and 64 percent of 
women experienced gender 
harassment from patients or 
patient families within the 
past year. On the contrary, 
only 0.6 percent of women 
experienced sexual coercion 
from insiders in the past 
year. 
“Even though we may 
think 
that 
they’re 
less 
consequential 
than 
the 
egregious behaviors that we 
tend to focus on, the Harvey 
Weinstein-type 
aggressors 

in our society organizational, 
psychologists 
have 
demonstrated 
that 
those 
gender 
harassment 
behaviors 
are 
actually 
associated with meaningful 
impact on any point we care 
about: physical well-being, 
psychological 
well-being 
and on professional well-
being,” Jagsi said.
Kate Brown, a fourth-year 
Medical student involved 
with 
sexual 
harassment 
education in the medical 
school, was not suprised by 
the overall findings of the 
study, but explained that 
this study did provide a 
new perspective into how 
the #MeToo era is also 
empowering men.
“It’s 
been 
expected 
that men just enjoy those 
things, and that it’s just 
part of being a man, but I 
think it’s probably always 
bothered 
people,” 
Brown 
said. “I think finally in the 
context of #MeToo, men 
are being empowered to say, 
‘You know, this really is not 
okay.’”
Although 
#MedToo 
examined 
the 
impacts 
of sexual harassment on 
men in addition to women, 
it 
did 
not 
examine 
the 

impacts on indivuals with 
intersectional identities. 
“This 
is 
the 
first 
of 
many, many papers that 
will come out of this …” 
Jagsi said. “There will be 
separate analyses that will 
look at the intersection of 
race and gender, looking at 
the intersection of sexual 
orientation 
and 
gender, 
those are coming.”
However, 
Choo 
cautions that researchers 
must 
consider 
specific 
aspects 
when 
collecting 
intersectional 
data, 
explaining 
that 
despite 
inclusive intentions, it may 
end up isolating those who 
responded. Choo gave the 
example that if there were 
only five Black gay women 
in an institution, reporting 
on their responses would 
threaten their anonymity. 
“Those 
with 
intersectional 
experiences 
in healthcare are in the 
minority, and so you want to 
protect the most vulnerable 
… so sometimes we try to 
highlight 
intersectional 
experiences, and what we’ve 
done is violate principles of 
privacy and confidentiality,” 
Choo said.
In 
addition 
to 
intersectional 
identities, 
sexual harassment occurs 
in 
spaces 
where 
gender 
inequity is present more 
generally. 
At 
Michigan 
Medicine, the student body 
has been more than 40 
percent women for the past 
25 years, however women 
are still underrepresented 
in 
leadership 
positions, 
Jagsi said. Jagsi explains 
this lack of gender equity 
is both a cause and effect 
of 
gender 
harassment; 
when few women are in 
leadership positions, gender 
harassment 
prevails 
and 
discourages other women 
from moving up in the 
ranks.
Jagsi called for a change 
in 
leadership 
to 
change 
the 
culture 
of 
sexual 
harassment.
“Equity 
is 
essential,” 
Jagsi said. “So we need 
to 
hire 
more 
women, 
promote more women, and 
insure 
that 
women 
are 
represented at all levels of 

our organization, and in all 
positions of authority and 
influence.”
Fourth-year 
Medical 
student Anitha Menon also 
reflected 
on 
the 
issues 
of gender inequity in an 

interview with The Daily.
“I can only imagine that 
that level of harassment 
amplifies as you progress 
up the career ladder and are 
more and more isolated,” 
Menon said. “Statistically 
speaking, 
there 
are 
women, and in particular 
women 
of 
color, 
really 
underrepresented in higher 
levels 
of 
the 
academic 
ladder, especially in tenured 
professorships.”
Menon said many medical 
students have taken it upon 
themselves 
to 
catalyze 
change 
in 
the 
culture 
of sexual harassment at 
Michigan Medicine.
“My 
real 
interest 
has 
always 
been 
to 
try 
to 
educate medical students 
on the prevalance of sexual 
harassment and its impacts 
on medical students — in 

particular, again, women of 
color, queer women, trans 
folks — because I feel like 
medical students are not — 
we don’t really recieve that 
kind of education, and we’re 
definitely not taught skills 
of how to intervene in sexual 
harassment,” Menon said.
Similarly, 
Brown 
is 
involved 
with 
addressing 
sexual 
harassment 
in 
Michigan Medicine through 
a 
student 
organization 
created by her and her 
classmates, 
SafeMD. 

Originally 
focused 
on 
medical 
students, 
the 
organization has expanded 
to 
also 
teach 
medical 
students how to help patients 
that 
have 
experienced 
sexual harassment or abuse. 
Brown said she believes 
Michigan Medicine is taking 
a step in the right direction 
through 
conducting 
this 
study. But she also believes 
the toxic environment of 
sexual 
harassment 
needs 
to be addressed by both 
students and administrators.
“I think reducing sexual 
harassment has to come both 
from the bottom up, where 
there’s 
grassroots 
efforts 
for people on the ground 
— whether that’s students 
or faculty — to demand 
change and also to step up 
as bystanders, but I also 
think it needs to come from 
the top down,” Brown said. 
“Institutional 
leadership 
needs to say, ‘Harassment 
is not okay,’ and then needs 
to take steps to make sure 
it doesn’t happen, and then 
make sure that if it does 
happen, that situation is not 
tolerated,” Brown said.
Menon 
said 
when 
she 
spoke 
with 
University 
administrators, they were 
open to student feedback on 
how to combat the current 
environment.
“They 
want 
student 
involvement 
and 
student 
ideas on how to address 
sexual harassment,” Menon 
said. “When I presented 
this to some of the folks 
who 
are 
involved 
with 
the 
curriculum, 
they 
were really interested in 
potentially, 
potentially, 
incorporating it into the 
curriculum.”

The Michigan Daily — michigandaily.com
News
Tuesday, November 12, 2019 — 3

MEDTOO
From Page 1

OIE
From Page 1A

According to Hilton, this 
policy — while seemingly 
appealing 
 
— 
could 
disadvantage U-M more than 
other Big Ten schools.
“It’s probably pretty easy 
to assume that across the Big 
Ten, we’re all kind of readers,” 
Hilton said. “So if you just 
take iPads, and you split up 
the consortium subscription 
by bodies, you get a pretty fair 
distribution. That is not true 
if you shift pay for publishing. 
We publish disproportionately 
more. So even if we went in 
with a consortium agreement 
with 
the 
Big 
Ten, 
what 
Michigan might have to pay 
would be very different.”
Hilton also discussed the 
University Press, which he 
explained is an important tool 
for a university to improve 
its reputation, rather than 
simply a means of bringing in 
revenue.
“I 
would 
argue 
the 
University 
presses 
collectively 
provide 
the 
infrastructure that supports 
scholarly publishing in the 
humanities and humanistic 
social sciences,” Hilton said. 

“Historically, that has been 
based on the notion that you 
can sell enough books to make 
back costs. That is not true 
now and has not been true 
for the majority of presses for 
quite some time.”
Hilton explained because 
of this challenge of meeting 
costs, the University must 
find other sources of revenue, 
whether from donations or 
receiving a larger portion of 
the University’s endowment.
“(The fact) that there are 
100 presses out there is really 
important for the humanities 
and social sciences,” Hilton 
said. “So our proposal is 
basically over time, we have 
to find a way to fund the press 
commission. What do I mean 
by that? I mean we need to 
figure out what it costs to 
publish 90 or so manuscripts 
a year, books a year. And 
what would you need in base 
funding to support that?”
Watkinson also provided 
input 
on 
the 
challenges 
facing the University Press, 
arguing that depending on 
the discipline, the University 
faces 
competition 
from 
several other presses.
“African 
Studies, 
for 
example, it would be the 
Ohio University Press, which 

is not a very well-known 
press elsewhere,” Watkinson 
said. 
“Political 
science 
is 
interesting because it’s a lot of 
commercial publishers now — 
Routledge, Palgrave. Classics, 
I think we often lose books to 
Cambridge University Press. 
So it does depend on the 
discipline, who the competing 
press would be.”
Following the committee’s 
conversation 
with 
Hilton 
and Watkinson, the session 
concluded with a unanimous 
vote to approve e-voting for 
faculty senate, which would 
expedite the decision making 
process of Senate Assembly. 
SACUA member Neil Marsh 
explained how this policy 
would make it easier for 
members to vote on important 
proposals, especially if they 
could not be present at votes 
themselves.
“Basically this in a way of 
asking the Senate just to green 
light a move into the 21st 
century which had become 
hamstrung by the quorum 
rule, (which is that) you can’t 
change the rules because you 
never get enough people,” 
Marsh said. “So this is a way 
to eventually be able to give 
more of the faculty more 
saying opinion.”

SACUA
From Page 1

“There’s always been 
an aura of suspicion about 
intelligence 
anyway,” 
Clapper 
said. 
“That’s 
inherent because of its 
secrecy, and there has to 
be a certain amount of 
secrecy involved with the 
conduct of intelligence. 
If 
there’s 
no 
secrecy, 
you know, you’re out of 
luck. So the atmosphere 
now has amplified that 
suspicion 
and 
all 
the 
references to the deep 
state, the whistleblower 
complainant 
being 
a 
member of the intelligence 
community. 
All 
that 
contributes 
to 
— 
even 
heightens — the suspicion 
and, 
unfortunately, 
distrust.”
Beyond the intelligence 
community, 
Slotkin 
spoke 
about 
how 
her 
experience 
serving 
in 
the military informs her 
mission-driven approach 
to policy-making against 
the 
backdrop 
of 
an 
increasingly 
polarized 
political climate.
“My 
service 
really 
colors how I view other 
people,”Slotkin 
said. 
“When I walk into a room, 
and we’re talking about the 
issue of an impeachment 
inquiry, and there’s one 
side who’s just chomping 
at the bit to make political 
hay out of it, and the other 
side is rejecting the whole 
thing 
and 
refusing 
to 
acknowledge (the other 
side’s perspective), all I 
can think of is: where is 
your sense of mission of 
what we’re trying to do 
to protect and defend the 
Constitution?” 
The panel as a whole 
spoke to the importance 
of integrating values into 

American 
institutions 
to ensure that citizens’ 
physical safety does not 
come at the cost of their 
rights, beliefs, and ways 
of life. Lt. Gen. Nagata 
said Americans need to 
more passionately engage 
in 
conversations 
about 
how 
the 
intelligence 
community 
should 
balance American values 
against the need to combat 
the growth of domestic 
terrorism. 

“We 
are 
seeing 
a 
significant 
growth 
of 
all 
forms 
of 
violent 
extremism 
within 
the 
United States… I hope 
that the United States 
as a government and as 
a people start becoming 
more 
energetic 
about 
a debate,” Nagata said. 
“How do we reconcile 
these 
very 
important 
values, 
privacy 
rights, 

constitutional 
rights, 
societal norms… versus 
the 
need 
to 
ensure 
the safety of our own 
people 
against 
violent 
extremists?” 
The 
panelists 
each 
highlighted both physical 
and 
international 
threats 
to 
national 
security. 
Lieutenant 
Generals 
Clapper 
and 
Nagata pointed towards 
terrorism, 
China 
and 
Russia 
as 
menaces 
as 
well as an assault on 
institutions that support 
truth 
and 
the 
erosion 
of 
confidence 
between 
populations 
and 
their 
governments. 
They 
agreed 
the 
United 
States 
military 
must 
become 
more 
agile, 
adaptable 
and 
risk-tolerant in order to 
confront 
21st 
century 
challenges. 
“The 
United 
States 
military has to get better 
at training and educating 
for 
complexity 
and 
uncertainty,” Nagata said. 
“We need to inculcate a 
tradition in the United 
States 
military… 
(that 
21st century threats are) 
an 
incredibly 
complex, 
multi-dimensional 
security challenge, there 
is no solution, there is no 
answer.” 
Though 
panelists 
were 
concerned 
about 
young people’s declining 
interest in military and 
government service, LSA 
junior Noa Sreden shared 
her excitement for the 
panelists’ discussion.
“I think they’re very 
unique 
perspectives 
that the presenters give, 
especially 
on 
foreign 
policy,” 
Sreden 
said. 
“That’s something that’s 
pretty unique and goes 
above what we typically 
learn here in Michigan.” 

DESIGN BY KATHRYN HALVERSON

VETERANS
From Page 1

Our ability to do 
things effectively 
internationally 
requires both sides 
of the political 
spectrum of the 
U.S. government 
to find ways to 
compromise 
enough that they 

Equity is essential. 
So we need to 
hire more women, 
promote more 
women, and insure 
that women are 
represented at 
all levels of our 
organization, and 
in all positions 
of authority and 
influence. 

