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

尽管男性也可能成为骚扰的受害者，但性骚扰的职业不当行为优先针对女性。科学界和学术界也不能幸免于这个问题。研究证实了骚扰在学术环境和多样性低的学科中的程度，在这些领域，缺乏既定的支持网络可能导致脆弱感和职业不安全感。骚扰研究发现的另一个问题是缺乏明确定义的资源来报告和应对不当行为，以及如果受害者说出来，可能会危及其职业生涯的感知风险（Clancy等人，2014）。这些事件突出表明，有必要为不当行为的目标建立支助机制，并有必要采取适当的机构反应，以阻止不当行为继续发生。来自科学协会和大学的领导人将齐聚一堂，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。通过本次研讨会提出的方法将(1)在科学界建立对道德行为的坚定和广泛支持的期望，并帮助确定建立无骚扰工作文化的共识步骤；(2)在发现此类问题时提供建议的共同响应结构，包括建议的个人和组织的追索权和资源；(3)探讨在面对这种情况时，这种不当行为的目标需要得到支持，以及应对这种情况的组织管理者需要哪些工具和培训。

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.