醫療場域的性騷擾具有多樣性，涵蓋員工、學生及病人等面向，性別平等三法的實施與通過，能處理多數性騷擾的類型，了解性別平等三法的適用場域與對象，是身為醫療人員基本的專業素養。其次，依據性騷擾的定義，性與性別有關以及違反當事人的意願，是性騷擾成立的要件，法條與實務均針對事實採取綜合判斷說，同時也會將被害人的主觀認知感受、事後反應、周圍親友觀察等證據推斷。最後，在處理醫病間發生的性騷擾事件，太過強勢或過度退讓，可能適得其反，應該以折衷協商型為主，透過釐清問題、建立流程以及醫病協商的方式，讓性騷擾事件妥適解決。

Sexual harassment in healthcare settings occurs in various forms and pertains not only to the staff, but also students and patients. The three gender equity acts are applicable to most sexual harassment cases and therefore, healthcare providers should have a clear understanding of these laws. Sexual harassment is defined as unwelcome behavior about sex or gender that is against the wishes of the person concerned, and in terms of the laws and practices, comprehensive judgment is required based on the facts and the victim’s subjective perception, reaction after the incident, and observations of people around him/her. In handling sexual harassment between doctors and patients, it is unwise to adopt either a forceful or soft attitude. The best way to resolve such incidents is through negotiation, which involves clarifying the problem, establishing an appropriate procedure, and reaching an agreement with both parties.