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Evaluating the Effectiveness of Interventions to Prevent and Address Sexual Harassment Proceedings of a Workshop (2021) / Chapter Skim
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Participant Reflections on WorkshopPresentations and Discussions
Pages 29-38

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From page 29...
... During some of the workshop sessions, Layne Scherer, a visual practitioner and senior program officer at the National Academies, assimilated ongoing discussions and produced graphics for active ease of viewing. Figure 5-1 shows such a graphic from a session in which Eden King, Rice University, shared key themes from Day 1 of the workshop.
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From page 30...
... These approaches offered lessons on how to conduct evaluation; while the approaches varied, participants made the point that evaluation should be conducted systematically and strategically. Citing institutional climate surveys as an example of the need for a more systemic approach to evaluation, Estrada noted that while these surveys may be able to help provide baseline data, they may not be able to capture the complexity of these issues.
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From page 31...
... FIGURE 5-1  Summary of key themes from Day 1 of the workshop.
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From page 32...
... We are embedded in a culture that does not allow diverse voices to collaborate and be present; putting a survey out is not intersectional." King noted the importance of relationships, particularly in institutions with only a few people of color in faculty who may be included in an evaluation, and highlighted that expanding efforts beyond surveys or subgroup analyses will help cultivate such relationships. As mentioned in Chapter 4 and reinforced by Melissa Kwon, University of California, Berkeley, it is important to make the connection between evaluating sexual harassment and diversity, equity, and inclusion (DEI)
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From page 33...
... training on the layered impact of sexual violence." In fact, another participant -- Theodosia Cook, noted, "I'm more interested in eval- University of Colorado uation of accountability and culture change at the top of the hierarchy than training programs. Misunderstandings at the top are part of the reason DEI and sexual harassment are handled separately." Others noted that continuing to develop measures that capture power dynamics is important in this space, particularly given that these dynamics persist in higher education.
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From page 34...
... Additionally, continuous leadership and engagement was raised as particularly important by participants discussing Case Study D (in Appendix D) , which describes an effort by Argonne National Laboratory to encourage employees to recognize colleagues for demonstrating the institution's "core values." In this case study, the program was originally set to run for a short period, but through leadership's support it was extended because of its value as a positive tool for recognition and encouragement of positive behavior.
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From page 35...
... Evaluation is the basis for getting funding and demonstrating outcomes and can allow practitioners to appeal to leaders, stated Kiana Swearingen, University of Washington. EXPANDING THE EVALUATION TOOLKIT King and others noted the importance of considering a broader range of tools, both those that have been used historically and those that are new and innovative, in the evaluation of sexual harassment prevention efforts.
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From page 36...
... Leiter stated that strong participant engagement is crucial to the program success and the ability to collect accurate data. This is particularly true in the health care industry where staff are often over-surveyed.
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From page 37...
... Kwon and -- Kiana Swearingen, others reiterated the importance of University of Washington transparency and trust in developing and evaluating programs designed to prevent sexual harassment. Building trust among participants is critical and must be developed by engaging participants throughout the process, noted several participants.
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