Action Collaborative on Preventing Sexual Harassment in Higher Education Year Two Annual Report of Activities (2021) / Chapter Skim
Currently Skimming:
Year 2 Annual Report: June 2020 to June 2021
Year 2 Annual Report: June 2020 to June 2021
Pages 1-14
The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.
From page 1... ...
: • To raise awareness about sexual harassment, its consequences, and the approaches for addressing and preventing it • To share and elevate evidence-based policies and strategies for reducing and preventing sexual harassment • To contribute to setting a shared research agenda for this work, and gather and apply research results across institutions 1 The full list of member and partner network organizations in the Action Collaborative on Preventing Sexual Harassment in Higher Education is available at www.nationalacademies.org/sexualharassmentcollaborative
|
From page 2... ...
These groups possess diverse perspectives, ideas, and solutions valuable to the work of the Action Collaborative and may not have the ability to financially support the Collaborative. To capture and integrate the knowledge of these stakeholders into the Collaborative, and to more effectively cross-pollinate innovative ideas and promising practices across higher education, partner network organizations commit to connecting, contributing, advancing, and learning together, but do not have to provide financial support for the Collaborative due to the support of the member organizations.
|
From page 3... ...
• Collected member and partner network organizations' Year 2 descriptions of their most innovative, novel, or significant work and organized them into a filterable online repository to enable the higher education community to find and learn about the variety of practices and efforts being used to implement system-wide change in higher education institutions. • Delivered virtual presentations to academic leadership groups and university committees to provide information on the findings and recommendations of the 2018 Sexual Harassment of Women report, the Action Collaborative's Rubric on Areas of Work for Preventing Sexual Harassment in Higher Education, and the efforts of organizations participating in the Action Collaborative.
|
From page 4... ...
o Evaluation: A guidance document on measuring sexual harassment prevalence using climate surveys and best practices identified by research. • Published an article written by Action Collaborative Advisory Group members titled "Don't Let COVID-19 Disrupt Campus Climate Surveys of Sexual Harassment," which provides research-based guidance on conducting campus climate surveys during the COVID-19 pandemic.
|
From page 5... ...
It is also used by member and partner network organizations to identify relevant work to share through the Action Collaborative. A worksheet was also created this year to assist organizations with identifying and taking notes about their ongoing efforts.
|
From page 6... ...
o The inaugural group of partner network organizations includes Association of American Universities (AAU) ; Center for Institutional Courage; Emory University; Fieldwork Initiative; Icahn School of Medicine at Mount Sinai; Lawrence Berkeley National Laboratory; Oregon State University; The 1752 Group; University of Arizona; University of California, Davis; University of Texas MD Anderson Cancer Center; University of Texas Southwestern Medical Center; and Whatcom Community College.
|
From page 7... ...
These sections provide a brief summary of the kind of work the organizations shared and highlight some particularly novel work being done in the four major areas of prevention, response, remediation, and evaluation. Trends in Work Shared by Members In the second year of the Action Collaborative, member and partner network organizations shared over 70 descriptions of work across all four areas of prevention, response, remediation, and evaluation.
|
From page 8... ...
As detailed in the Rubric, the 2018 Sexual Harassment of Women report, and the 2020 National Academies report on Promising Practices for Addressing the Underrepresentation of Women, this work includes efforts around the following: • Embedding the values of diversity, inclusion, and respect into recruitment, hiring, admissions, retention, promotion, and advancement • Programs promoting civility or respect • Leadership education and skill development • Bystander intervention programs (specific to higher education, a field, and/or an audience) • Audience-specific anti-sexual harassment education • Ally or ambassador programs • Prevention programs or toolkits • The identification and reinforcement of community values Action Collaborative participants shared new efforts within their organizations to embed the values of diversity, inclusion, and respect in their institutional processes, many of which align with research and practices described in the 2020 National Academies report on Promising Practices for Addressing the Underrepresentation of Women.
|
From page 9... ...
. Response The Action Collaborative's focus on response efforts is centered around responding in ways that can help prevent future harassing behavior and can contribute to creating a climate where the community believes that (1)
|
From page 10... ...
, one organization shared that they are exploring strategies to share information about results of past investigations involving their current employees with those seeking references (Los Angeles Community College District-1)
|
From page 11... ...
Remediation Work on remediating the harm from sexual harassment is in need of significant attention and has historically not been a focus for organizations, both inside and outside of higher education. As described in the Rubric and the 2018 Sexual Harassment of Women report, remediation work includes efforts around the following: • Provide confidential resources and support services • Honor survivors, victims, and those targeted with sexual harassment • Prevent retaliation against those who have experienced sexual harassment • Develop reintegration strategies and programs • Reduce power differentials between members of a campus community Four organizations shared about effort to provide or enhance confidential support services and resources, including services that provide advisors that can advocate for the survivor and/or accompany the survivor to meetings (University of Illinois Urbana Champaign-2 and California Institute of Technology-2)
|
From page 12... ...
Importantly, all evaluation efforts need to take into account and examine the experiences of individuals in underrepresented and/or vulnerable groups, including Black, Asian, Hispanic, Latinx, Native American, and multi-race individuals; sexual and gender diverse populations; people with disabilities; immigrants; graduate students; and postdoctoral trainees, who often experience multiple forms of harassment or discrimination combined with sexual harassment. As described in the Rubric and the 2018 Sexual Harassment of Women report, evaluation work includes efforts around the following: • Measure the prevalence of sexual harassment • Conduct qualitative research on the experiences of sexual harassment • Evaluate prevention programs • Evaluate policies and procedures • Monitor climate on an ongoing basis • Share publicly the results/data from evaluation work • Use climate assessments to inform action Four organizations shared about efforts to plan and/or conduct an evaluation of prevention programs or policies and processes (Dartmouth College, University of Kansas and University of Kansas Medical School-2, West Virginia University-1, and West Virginia University-2)
|
From page 13... ...
Specific areas that the Action Collaborative is focusing on in the coming year include • Identifying and publishing innovative and promising practices • Identifying areas where research is needed, making the higher education and research communities aware of the need, and facilitating collaboration to advance research in these areas • Compiling research to provide guidance and information on specific types of efforts (e.g., civility promotion programs, preventing retaliation, reducing power differentials, and using climate assessments to inform action) • Examining research on how sexual harassment, systemic racism, heterosexism, and other forms of discrimination combine to create hostile environments • Examining research on how hostile environments can be addressed and corrected so all groups can thrive • Examining how academic leaders can encourage and practice institutional courage and make decisions that contribute to preventing sexual harassment over time • Gathering examples of evaluation approaches, metrics, and mechanisms to assess efforts intended to address and prevent hostile environments and harassing behavior • Sharing results from efforts to evaluate the effectiveness and consequences of novel actions, programs, or policies on communities within higher education, such as targets of sexual harassment; specific 3National Academies of Sciences, Engineering, and Medicine, Sexual Harassment of Women: Climate, Culture, and Consequences, 123–124, 169.
|
From page 14... ...
marginalized populations; and positional groups with less power like staff, postdoctoral scholars, students, adjunct faculty, instructors, and early-career faculty As the Action Collaborative continues its work, we hope more organizations within higher education will learn from this work and share their own work through the Collaborative. We also encourage organizations such as research entities, higher education associations, grassroots and non-profit organizations, federal agencies, national laboratories, industry, and other stakeholder organizations to join us in pursuing this work and sharing it so that all of higher education can improve.
|
Key Terms
This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More
information on Chapter Skim is available.