A Workshop to Address the Role of Scientific Societies in Responding to Harassment in the Sciences

骚扰的职业不端行为优先针对妇女，尽管男子也可能成为骚扰的受害者。科学界和学术界也不能幸免于这个问题。研究证实，在学术环境和多样性低的学科中，骚扰的程度很高，因为缺乏既定的支持网络，可能导致脆弱感和职业不安全感。关于骚扰的研究确定的另一个问题是缺乏明确的资源来报告和应对不当行为，以及如果受害者说出来，他们的职业生涯可能会受到威胁的感知风险（Clancy et.等人，2014）。这些事件凸显了为不当行为的目标提供支持机制的必要性，以及对阻止持续不当行为的适当机构回应的必要性。来自科学学会和大学的领导人将聚集在一起讨论科学领域的性骚扰问题，围绕预期的道德行为制定集体原则声明，并为社会和学术机构提出解决这些问题的最佳做法。通过这次研讨会提出的方法将（1）在科学界建立坚定和得到广泛支持的道德行为期望，并帮助确定建立无骚扰工作文化的共识步骤;（2）提供一个建议的共同结构，以便在发现这类问题时作出反应，包括建议个人和组织诉诸法律和资源;以及（3）探索当面对这种情况时，这种不当行为的目标所需的支持，以及组织管理者所需的工具和培训。

The professional misconduct of harassment preferentially targets women, although men can also be victims of harassment. The realms of science and academia are not immune to this problem. Research confirms the extent of harassment in academic environments and in disciplines with low diversity, where the lack of established support networks can lead to feelings of vulnerability and professional insecurity. Another problem identified by research on harassment is the scarcity of well-defined resources for reporting and responding to inappropriate behavior, and the perceived risk that the victims' careers may be jeopardized if they speak out (Clancy et. al, 2014). These events have highlighted the need for support mechanisms for the targets of inappropriate behavior, as well as the need for a suitable institutional response to deter continued misconduct.Leaders from scientific societies and universities will be brought together to discuss the issue of sexual harassment in the sciences, develop a statement of collective principles around expected ethical behavior, and suggest best practices for societies and academic institutions in addressing these issues. The approach proposed through this workshop will (1) establish firm and broadly supported expectations within the scientific community for ethical conduct and help identify consensus steps towards creating a harassment-free work culture; (2) provide a recommended common structure for responding when such issues are discovered, including suggested recourse and resources for both individuals and organizations; and (3) explore support needed for the targets of such inappropriate behavior when confronted with such situations, and the tools and training needed for the organizational managers who are responding.