Sexual Harassment of Women Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine (2018) / Chapter Skim
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experienced sexual harassment from faculty or staff, while more than a quarter of female engineering students and greater than 40 percent of medical students experienced sexual harassment from faculty or staff. The Pennsylvania State University System conducted a similar survey and found similar results with 33 percent of undergraduates, 43 percent of graduate students, and 50 percent of medical students experiencing sexual harassment from faculty or staff.
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When students experience sexual harassment, the educational outcomes include declines in motivation to attend class, greater truancy, dropping classes, paying less attention in class, receiving lower grades, changing advisors, changing majors, transferring to another educational institution, and dropping out. Decades of research demonstrate how quality and innovation in business and science benefit from
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the informal communications network, through which rumors and accusations are spread within and across specialized programs and fields. At least five factors create the conditions under which sexual harassment is likely to occur in science, engineering, and medicine programs and departments in academia: • There is often a perceived tolerance for sexual harassment in academia, which is the most potent predictor of sexual harassment occurring in an organization.
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While most college and university presidents, deans, and department chairs aspire to reduce or eliminate harassment on their campuses, many lack the tools needed to achieve that goal. Fortunately, some institutions have begun creating and implementing strong, campuswide policies that start with explicit state ments from presidents, provosts, and deans and that include concrete intervention strategies aimed at preventing sexual harassment.
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RECOMMENDATION 2: Address the most common form of sexual harassment: gender harassment. Leaders in academic institutions and research and training sites should pay increased attention to and enact policies that cover gender harassment as a means of addressing the most common form of sexual harassment and of preventing other types of sexually harassing behavior.
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In particular, they should utilize climate surveys to further investigate and address systemic sexual harassment, particularly when surveys indicate specific schools or facilities have high rates of harass ment or chronically fail to reduce rates of sexual harassment.
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Regardless of a target filing a formal report, academic institutions should provide means of accessing support services (social services, health care, legal, career/professional)
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e. Federal agencies and foundations should commit resources to develop a tool similar to ARC3, the Administrator Researcher Campus Climate Collaborative, to understand and track the climate for faculty, staff, and postdoctoral fellows.
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e. Requiring institutions receiving federal funds to publicly disclose results
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They should increase collaboration among offices that oversee the integrity of research (i.e., those that cover ethics, research misconduct, diversity, and harassment issues) ; centralize resources, information, and expertise; provide more resources for handling complaints and working with targets; and imple ment sanctions on researchers found guilty of sexual harassment.
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This should in clude research on informal and formal reporting mechanisms, bystander intervention training, academic leadership training, sexual harassment and diversity training, interventions to improve civility, mandatory re porting requirements, and approaches to supporting and improving com munication with the target.
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12 SEXUAL HARASSMENT OF WOMEN RECOMMENDATION 15: Make the entire academic community responsible for reducing and preventing sexual harassment. All members of our nation's college campuses -- students, trainees, faculty, staff, and administrators -- as well as members of research and training sites should assume responsibility for promoting civil and respectful education, training, and work environments, and stepping up and confronting those whose behaviors and actions create sexually harassing environments.
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