Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicin

Benya, Frazier

English

Eastern Illinois University

Journal of Collective Bargaining in the AcademyVolume 0 National Center Proceedings 2019 Article 20April 2019Panel: Sexual Harassment in Higher Education:Understanding Root Causes and DevelopingLabor-Management SolutionsFrazier BenyaNational Academies of Sciences, Engineering and MedicineFollow this and additional works at: https://thekeep.eiu.edu/jcbaPart of the Collective Bargaining Commons, and the Higher Education CommonsThis Proceedings Material is brought to you for free and open access by the Journals at The Keep. It has been accepted for inclusion in Journal ofCollective Bargaining in the Academy by an authorized editor of The Keep. For more information, please contact tabruns@eiu.edu.Recommended CitationBenya, Frazier (2019) "Panel: Sexual Harassment in Higher Education: Understanding Root Causes and Developing Labor-Management Solutions," Journal of Collective Bargaining in the Academy: Vol. 0 , Article 20.Available at: https://thekeep.eiu.edu/jcba/vol0/iss14/20CONSENSUS STUDY REPORT1Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Study Statement of TaskThe Committee will undertake a study of the influence of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce, which will include the following:• Review of the research on the extent to which women in the fields of science, engineering, and medicine are victimized by sexual harassment on college and university campuses, in research labs and field sites, at hospitals/medical centers, and in other academic environments; • Examination of existing information on the extent to which sexual harassment in academia negatively impacts the recruitment, retention, and advancement of women pursuing scientific, engineering, technical, and medical careers, with comparative evidence drawn from  other sectors such as the military, government, and the private sector; • Identification and analysis of policies, strategies, and practices that have been the most successful in preventing and addressing sexual harassment in these settings. 2Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Co-Chair: Paula Johnson1, Wellesley CollegeCo-Chair: Sheila Widnall2, Massachusetts Institute of Technology Alice M. Agogino2 Amy Dodrill Anna KirklandNicholas Arnold Liza H. Gold Ed Lazowska2Gilda A. Barabino Melvin Greer Vicki J. MagleyLisa García Bedolla Linda C. Gundersen Roberta MarinelliKathryn Clancy Elizabeth Hillman Constance A. MorellaLilia Cortina Timothy R.B. Johnson1 John B. Pryor Billy M. Williams1 NAM Member2 NAE MemberStudy Committee Members3Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Sponsors4Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Key findings• There is extensive sexual harassment• Gender harassment is the most common form of sexual harassment• Sexual harassment undermines research integrity, reduces talent pool, and harms targets and bystanders• Legal compliance is necessary but not sufficient to reduce harassment• Changing climate and culture can prevent and effectively address sexual harassment5Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 20196Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Finding: Prevalence of Sexual HarassmentSexual harassment is common in academic science, engineering, and medicine. • Best available analysis to date shows that 50 percent of women faculty and staff in academia experience sexual harassment. • Student surveys at a couple universities shows that between 20-50 percent of students in science, engineering, and medicine experience sexual harassment from faculty or staff. 7Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Finding: Sexual harassment is common Example – Percent of women faculty/staff harassed by coworkers or supervisors at a large public university:34%20%5%4%37%Only Gender HarassmentGender Harassment + Unwanted Sexual AttentionOnly Unwanted SexualAttentionAll three typesNot Harassed8Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Finding: Sexual harassment is common (cont.)9Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Findings: Impact on Targets and BystandersSexual harassment undermines women’s professional and educational attainment and mental and physical health. Sexual harassment has adverse effects that affect not only the targets of harassment but also bystanders, co-workers, workgroups, and entire organizations.10Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Findings on organizational climateSexual harassment is most likely to take place in environments that are:• Male-dominated in number, leaders, and culture• Tolerant of sexual harassmento Reporting is perceived as riskyo Reports not taken seriouslyo Offenders escape sanctionOrganizational climate is, by far, the greatest predictor of the occurrence of sexual harassment.11Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Available at www.nationalacademies.org/sexualharassment12Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Key RecommendationsCreate diverse, inclusive, and respectful environments• Hiring and Promotion: Take explicit steps to achieve greater gender and racial equity in hiring and promotions, and improve the representation of women at every level.• Civility-Promotion: Combine anti-harassment efforts with programs to promote civility.• Interrupt and Intervene in Inappropriate Behavior: Utilize training approaches that develop skills among participants to interrupt and intervene when inappropriate behavior occurs, such as bystander intervention.• Training that Aims to Change Behavior: Training should focus on changing behavior, not on changing beliefs.13Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Key RecommendationsDiffuse the hierarchical and dependent relationship between trainees and faculty • Mentoring Networks: Adopt mentoring networks or committee-based advising that allows for a diversity of potential pathways for advice, funding, support, and informal reporting of harassment.• Independent Research Funding: Develop ways research funding can be provided to the trainee rather than just the principal investigator.14Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Key RecommendationsProvide support for targets• Access to Support Services: Provide means for the target of harassment to access support services (social services, health care, legal, career/professional) without making a formal report.• Informal Reporting: Provide alternative and less formal means of recording information about the experience and reporting the experience.• Prevent Retaliation: Develop approaches to prevent the target from experiencing or fearing retaliation in academic settings.15Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019Key RecommendationsImprove transparency and accountability • Clear Policies: Develop and share clear, accessible, and consistent policies on sexual harassment and standards of behavior. Make clear that people will be held accountable for violating the policies.• Transparency about Handling Reports: Be as transparent as possible about how the institution is handling reports of sexual harassment.• Assess Climate: Utilize climate surveys to further investigate and address systemic sexual harassment.16Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20Action Collaborative on Preventing Sexual Harassment in Higher Education17Benya: Panel: Sexual Harassment in Higher Education: Understanding RootPublished by The Keep, 2019CONSENSUS STUDY REPORT18Journal of Collective Bargaining in the Academy, Vol. 0, Iss. 14 [2019], Art. 20https://thekeep.eiu.edu/jcba/vol0/iss14/20

Panel: Sexual Harassment in Higher Education: Understanding Root Causes and Developing Labor-Management Solutions

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Panel: Sexual Harassment in Higher Education: Understanding Root Causes and Developing Labor-Management Solutions

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