Action Collaborative on Preventing Sexual Harassment in Higher Education Year Three Annual Report of Activities (2022) / Chapter Skim
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Summary of Work by Action Collaborative Member and Partner Network Organizations in Year 3
Summary of Work by Action Collaborative Member and Partner Network Organizations in Year 3
Pages 9-19
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The following sections provide a brief summary of the kind of work the organizations shared and highlight some particularly novel work being done under the five topical priorities for the Action Collaborative: prevention, response, remediation, evaluation, and organizational change. PREVENTION 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 in Science, Engineering, and Medicine, prevention work includes efforts around the following: 2021-2022 Annual Report| 9
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Action Collaborative participants shared efforts to develop audience-specific anti-sexual harassment education by: • Creating policy briefs and handouts to communicate the prevalence of gender and sexual harassment, as well as to educate community members about what to do in the event of harassment. (Utah State University-1)
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. One Action Collaborative partner network organization took an approach that combined efforts on audiencespecific anti-sexual harassment education, bystander intervention programs, and prevention programs, by creating and implementing a six-hour sexual harassment workshop specifically for science graduate students doing field work (University of California, Irvine)
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offenders face sanctions.2 As identified by the Rubric and the 2018 Sexual Harassment of Women report, this work includes efforts around the following: • Improve policies • Create trauma-informed response and education programs • Provide anonymous and non-mandatory reporting resources and tools • Implement restorative or transformative justice and alternative means of resolution • Improve communication and increase transparency • Address gender harassment and other harmful behaviors • Treat sexual harassment as a violation of research integrity Michigan State University used a diverse task force to improve policies by amending its disciplinary and sanctions process, and developed a plan for training those serving on the new standing hearing panel (Michigan State University)
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. Santa Barbara City College made a change to improve how their Behavioral Interventions Team responds to gender harassment shared through their anonymous reporting form (Santa Barbara City College)
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We hope to see future work shared next year. EVALUATION While evaluation efforts related to sexual harassment have historically focused on using climate surveys to assess the prevalence of sexual harassment experiences among students, there are several additional areas of evaluation work that will assist higher education in advancing efforts to prevent and respond to sexual harassment.
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This year, several organizations shared work to assess and evaluate how their policies and procedures are being used and then to use this to inform action – which is important work if we are to learn what is effective and what unintended side effects exist. • Argonne National Laboratory conducted a seven phase DEI assessment of organizational policies and procedures, and then used the DEI Climate Survey to create a comprehensive index of Gender and Sexual Harassment to help focus prevention efforts (Argonne National Laboratory-1)
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This section was created in response to Action Collaborative representatives' expressed interest in learning not only about what institutions are doing to prevent sexual harassment, but how they are pursuing the organizational change needed to implement and build support for such prevention work. Over the first three years of the Action Collaborative, the Member Organizations have heard from research experts and practitioners about several methods for effective organizational change, these include: • Campus climate committees that incorporate the principles of Coordinated Community Response (CCR)
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. Utah State University developed an undergraduate course in which students gained project management skills and utilized creative methods (e.g., zines)
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In response to those findings, Phase 3 de centered the data and instead, emphasized not only stories of when men intervened, but on how the intervention was received positively." Plans and Goals for the Future As the Action Collaborative continues its work, it seeks to develop ideas and strategies to address important gaps where more effort is critically needed and to identify approaches that are particularly effective and evidence based. The 2018 Sexual Harassment of Women report makes clear that addressing and preventing sexual harassment requires a multipronged approach to make the systemwide changes that go beyond compliance and toward tackling the systems, cultures, and climates that enable sexual harassment to thrive.7 7 NASEM.
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Thus the Collaborative's goal is to facilitate this work across higher education such that universities and organizations can learn from each other, apply and adapt practices that have been successful elsewhere, and pursue research and information gathering together for the benefit of the broader higher education ecosystem. Specific areas that the Action Collaborative is focusing on in the coming year include: • Publishing articles and giving presentations to share the research and practices gathered through the Action Collaborative • Engaging senior leaders at institutions in understanding the research and what they can do to assist in changing organizational climate • Developing, sharing, compiling, exchanging, and identifying practices that are innovative, promising, and evidence-based • Sharing strategies and methods for evaluating policies and practices • Examining bystander intervention approaches designed for faculty, staff, post-doctoral trainees, and graduate students, and specifically addressing gender harassment and other bias and discriminating behaviors • Exploring how to respond to predictors and symptoms of harm • Gathering information on and approaches for preventing and reducing retaliation • Providing information and resources for understanding power differentials in higher education and exploring approaches for mitigating the negative impacts of power differentials • Examining systems for and the challenges with taking disciplinary action, sanctioning, and holding faculty members accountable for sexually harassing behavior • Compiling practices and outlining key considerations related to using data from climate assessments to inform action 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.
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