Development of Metrics to Assess the Impacts of Sexual Harassment Interventions in STEM Academic Environments

该项目旨在通过开发一个全面的“指标矩阵”来评估针对STEM教职员工和研究生的反骚扰干预措施，从而提高公平性。衡量标准将考虑导致或阻碍骚扰的一系列背景和系统因素，以及涉及的个人的交叉个人和职业身份。随着各机构制定和实施反骚扰培训、政策和预防机制，一个久经考验的评估工具将是很有价值的，尤其是以高等教育机构为重点。许多关于反骚扰培训的评估研究都集中在非学术环境(企业、军事)和为本科生开发的课程上，而对学术界和STEM中的其他社区的评估研究较少。衡量标准矩阵将是一个分四个阶段的研究项目的产物：(1)对主要专家和利益攸关方进行一系列深入的定性访谈，以了解STEM当前的反骚扰努力及其评估；(2)利用这些访谈的信息，设计和管理对广泛和多样化的机构的调查，以获得关于反骚扰努力的进一步数据以及如何评估这些努力；(3)制定机构可用来评估反骚扰工作的指标矩阵，以及(4)召开专家和利益攸关方会议，审查结果，并进一步完善指标矩阵，以最大限度地发挥其作用。由此产生的衡量标准矩阵应该能够帮助区分有效和无效的干预措施，从而使STEM机构和部门能够更明智地管理其资源。这个项目建立并推进了以前在许多方面评估反骚扰努力的努力：(1)它有坚实的理论基础，基于社会生态学理论(Bronfenbrenner，1979)和交叉性理论的权力领域矩阵(Collins，2000)；(2)它基于美国国家科学院、数学和工程院2018年发布的关于在STEM学术环境中打击骚扰的具体经验结果和建议；(3)它通过包含旨在评估部门、机构和社会文化影响的指标，而不仅仅是衡量个人的态度和知识，来解决导致骚扰的更大、更系统的因素；以及(4)它具体认识到，骚扰的发生率和影响取决于所涉个人的交叉个人和职业特征。指标矩阵将使各机构能够根据一系列标准来衡量其反骚扰工作，这些标准考虑了影响反骚扰干预效果的众多社会文化、机构、部门、人际和个人因素。NSF高级方案旨在通过重点确定和消除阻碍学术机构中不同教员充分参与和进步的组织障碍来促进性别平等。阻碍公平的组织障碍可能存在于政策、流程、实践以及组织文化和环境中。该奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

This project aims to improve equity by developing a comprehensive "matrix of metrics" to evaluate anti-harassment interventions aimed at STEM faculty and graduate students. The metrics will consider the range of contextual and systemic factors that enable or hinder harassment, as well as the intersecting personal and professional identities of individuals involved. As institutions develop and implement anti-harassment trainings, policies and prevention mechanisms, a well-tested evaluative tool will be valuable, especially with a focus on institutions of higher education. Much of the evaluation research on anti-harassment trainings have focused on non-academic environments (corporations, military) and on programs developed for undergraduate students, and less so on other communities within academia and in STEM. The matrix of metrics will be the product of a four-phase research project: (1) conduct a series of in-depth qualitative interviews with key experts and stakeholders to learn about current anti-harassment efforts in STEM and their evaluation; (2) using information from those interviews, design and administer a survey to a broad and diverse array of institutions to gain further data about anti-harassment efforts and how those efforts are evaluated; (3) develop a matrix of metrics that institutions can use to evaluate anti-harassment efforts, and (4) convene a meeting of experts and stakeholders to review the results and further refine the matrix of metrics to maximize their usefulness. The resulting matrix of metrics should enable STEM institutions and departments to be wiser stewards of their resources, by helping to distinguish between effective and ineffective interventions. This project builds on and advances prior efforts to evaluate anti-harassment efforts in numerous ways: (1) it has a strong theoretical foundation based on social ecology theory (Bronfenbrenner, 1979) and intersectionality theory's matrix of power domains (Collins, 2000); (2) it is grounded in the specific empirical findings and recommendations for combating harassment in STEM academic settings issued by the National Academies of Sciences, Mathematics, and Engineering in 2018; (3) it addresses the larger, systemic factors contributing to harassment by encompassing metrics designed to assess departmental, institutional, and socio-cultural impacts, rather than just measuring individual attitudes and knowledge; and (4) it specifically recognizes that the incidence and impact of harassment vary based on the intersecting personal and professional characteristics of the individuals involved. The matrix of metrics will empower institutions to measure their anti-harassment efforts on a range of criteria that account for the numerous socio-cultural, institutional, departmental, interpersonal, and individual factors influencing the efficacy of anti-harassment interventions. The NSF ADVANCE program is designed to foster gender equity through a focus on the identification and elimination of organizational barriers that impede the full participation and advancement of diverse faculty in academic institutions. Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.