I am sharing my experience of what I believe to be retaliation and the non-renewal of my contract at a major academic medical center in New York following my refusal to engage with inappropriate advances. As an international medical graduate who immigrated to the U.S. from Brazil at the age of three, I have devoted my life to medicine and patient care. Throughout my career, I have worked across multiple hospitals and health care systems in New York, both in full-time and locum and per-diem roles. My colleagues and supervisors have frequently recognized my strong work ethic, dedication to patients, and clinical commitment.
In 2020, I began working at a prominent academic hospital. After a change in leadership in 2022, my contract was ultimately not renewed. The decision occurred without any prior performance review, formal meeting, documented concerns, or warning. When I asked for the reason, I was simply told that we were “not a match.” The absence of any documented performance issues was particularly troubling. Many nurses and staff members expressed surprise and support following the decision, noting my dedication to patient care and professional conduct. I have retained emails and messages reflecting this support.
Based on the circumstances surrounding the situation, I believe the non-renewal was retaliatory and connected to my refusal to engage with inappropriate advances. I also believe harmful stereotypes about Brazilian women may have influenced how I was perceived and treated. I have filed formal complaints with the Equal Employment Opportunity Commission (EEOC) and the relevant state agency. These complaints are currently under review.
I initially retained legal counsel who submitted a demand letter; however, I later continued the filing process independently due to financial constraints. Despite these challenges, I felt it was important to pursue the matter and ensure that my concerns are formally documented. This experience has been deeply painful and professionally disruptive. The loss of employment also resulted in the loss of expected compensation and benefits associated with the position. Nevertheless, I believe it is important to speak openly about these issues so that others facing similar circumstances know they are not alone.
My intention in sharing my story is to raise awareness about workplace retaliation and the barriers many professionals face when reporting misconduct. I hope that increased visibility can help protect others and encourage accountability. I am willing to discuss my experience further in appropriate forums, including media, advocacy discussions, or professional conversations. I am also continuing my professional work and have two upcoming publications related to health and well-being. I remain committed to advocating for fairness, professional integrity, and safe workplaces for all health care professionals.
Daniela Rizzo is a board-certified psychiatrist, integrative medicine specialist, and longevity physician affiliated with Mount Sinai and Good Samaritan / Bon Secour Westchester Medical Center. Born in Brazil and trained at Universidade São Francisco, she completed her psychiatry residency at Mount Sinai and holds dual board certifications through the American Board of Psychiatry and Neurology and the American Academy of Procedural Medicine. She is currently completing a fellowship in longevity medicine.
Dr. Rizzo is the founder of a concierge private practice in Manhattan offering psychiatry, hormone optimization, IV nutrient therapy, and aesthetic medicine, a model she built after navigating the high volume, under-resourced realities of academic medicine. She is also a vocal advocate for international medical graduates and physicians who have faced workplace discrimination.
She is the author of The Thriving Practice and the forthcoming The Longevity Kitchen. Her writing and speaking focus on medicine, resilience, and physician entrepreneurship, including her KevinMD essay on workplace retaliation. She shares more at her website and on LinkedIn.
