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@PrezHillman: @theNASEM #Sexualharassment report & ways to prevent it

Report details shared at @NYUTandon @nyuniversity

Thrilled to meet tomorrow and learn from her about report on of ! All are welcome to join me & attend RSVP:

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In a couple of minutes, will speak about the report on of & ways we can prevent it! Join if you can! Will be tweeting about the report for those unable to make it using & !

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report: "progress in closing the in is jeopardized by the persistence of & its adverse impact on women’s careers in our nation’s colleges and universities"

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: becomes illegal when it creates a hostile environment (/unwntd sexual attn that is “severe/pervasive” enough to alter the conditions of emplymt/ interfere with one’s work performance /impede one’s ability to get an ed)

report: "the workplace has the 2nd highest rate of sexual harassment at 58% (the military has the highest rate at 69%) when comparing it with military, private sector & the government"

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report: This basically sums up how CLIMATE & GENDER CONTENT impact experiences & how those experiences impact a woman's professional, psychological & physical health

report : while "ENERGY & $$ is being invested in efforts to attract & retain fields, it appears women are often bullied or harassed out of career pathways in these fields"

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report: "judicial interpretation of Title IX & VII has incentivized institutions to create policies & training on that focus on symbolic compliance with current law & avoiding liability, and NOT on preventing SH"

: For those that "remain, their ability to contribute & advance in their field can be limited as a consequence of "...directed at them or the ambient harassment in their school or after reporting.

rep: "the cumulative effect of is a significant & costly loss of talent in academic , which has consequences for advancing the nation’s economic & social well-being & its overall public health"

Ways to combat & prevent from : -achieve greater gender & racial equity in HIRING & PROMOTIONS -foster respectful work behavior & professionalism at ALL levels, & should EVALUATE faculty & staff on these criteria (1/n)

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-provide training to build a positive organizational CLIMATE not simply as a method of ensuring compliance with laws -use training approaches that develop skills to INTERRUPT & INTERVENE when inappropriate behavior occurs (2/n)

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-Anti–sexual harassment training programs should focus on clearly communicating behavioral EXPECTATIONS, specifying CONSEQUENCES for failing to meet them, & identifying the MECHANISMS to be utilized when these expectations are NOT met. (3/n)

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-Address the most common form of : -Move beyond legal compliance to address CULTURE & CLIMATE -Develop & SHARE clear, accessible, and consistent policies on & standards of behavior (4/n)

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-be TRANSPARENT about how they are handling reports of : 1) # & what type of policy violations reported 2) # currently under investigation 3) # adjudicated & disciplinary actions taken..shared with admin, faculty, student, alumni, staff (5/n)

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- be accountable for the CLIMATE within their organization & use surveys to further investigate & address systemic -SH should be equally important as research misconduct (6/n)

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-Diffuse the hierarchical and dependent relationship between trainees & faculty i.e., mentoring networks or committee-based advising & departmental funding rather than funding only from a PI) to reduce the risk of (7/n) cc:

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- convey that reporting is an HONORABLE & COURAGEOUS action, develop approaches to prevent the target from experiencing or fearing RETALIATION -strong and diverse leadership (8/n)

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-College & university presidents, provosts, deans, department chairs & program directors must make the REDUCTION & PREVENTION of an EXPLICIT goal of their tenure (9/n) cc:

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-support & facilitate leaders at university, school/college, department & lab to devlp skills in leadership, conflict resolution, mediation, negotiation & de-escalation, & ensure a clear understanding of policies & procedure for handling (10/n)

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-Measure progress 1) employ valid methodologies established by social science research on 2) conduct more wide-ranging assessments using measures in addition to campus climate surveys, ie ethnography, focus groups & exit interviews (11/n)

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-apply for awards from the Equity Achievement () program -Accreditation bodies should consider efforts to create diverse, in- clusive, & respectful environments when evaluating institutions (12/n) cc

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-Federal agencies (, , , etc) should incentivize efforts to reduce in academia (13/n) cc:

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-Encourage involvement of professional societies & other organizations -Initiate legislative action -Address the failures to meaningfully enforce Title VII’s prohibition on sex discrimination -Increase federal agency action & collaboration (14/n)

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-Conduct necessary research where funding agencies support it -Make the ENTIRE academic community RESPONSIBLE for REDUCING & PREVENTING (15/15) &inclusion

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Organized by , today spoke about “Sexual Harassment of Women: Climate, Culture, and Condequenecs in Academics Sciences, Engineering and Medicine”, a report released in 2018 by

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Faculty and members of the NYU Tandon community gather this evening for dinner with

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