Sexual harassment Training Of Principal investigators (STOP)

项目总结 尽管医学院和研究生课程的入学率很高，但女性在 生物医学研究队伍。NIH T32培训计划是一个未被充分研究但却对 生物医学研究人员，这是我们可以干预的关键阶段。而大约一半的实习生 T32助学金涵盖的是女性，女性在校外收入中的比例仍然较低 研究支持。考虑到它在医学和科学中的普遍存在，性骚扰很可能是一个因素 这一差距。来自美国国家科学院、工程院和医学院的数据描述了 性骚扰造成的损害，最终导致女性人才的代价高昂的损失，特别是 具有跨界别身份、性少数和性别少数的女性离开。性的驱动力 骚扰，包括使其蓬勃发展的因素和条件，已经被描述为概念性的 将冰山作为一种隐喻的模型。这种模式认为，绝大多数的性骚扰都是 冰山在水下看不见的那部分。正因为如此，许多人并没有完全意识到 性骚扰的盛行；然而，该模型中描述的行为是否具有破坏性 是否可见(即，在水面上)。尽管有这些数据，但目前还不清楚哪些干预措施可以有效 减少性骚扰的发生。较新的干预措施，如礼貌和高人一等 干预措施，已由平等就业机会委员会推荐，但尚未 经过严格的测试。数据表明，不单单是性骚扰的干预措施，并解决其他 相关的问题，如礼貌和旁观者的干预，可能比性骚扰更有效 一个人训练。我们将对NIH T32计划进行一项随机对照试验，以测试多项 融入电子游戏元素的模式虚拟干预可以增加T32首席调查员和 导师对他们在听说或看到性骚扰时进行干预的能力的信心 他们对这些主题的了解。此外，我们将测试干预对其被辅导者的影响 微攻击和性骚扰的经历、归属感、幸福感、研究 生产力，以及对生物医学研究事业的坚持不懈。最后，我们将测试干预是否 改善学习环境的文化和氛围。对虚拟交互的严格评估 为解决和减少NIH T32实习生的性骚扰而进行的干预措施可以产生可推广和 易于扩展的教育计划，以改善全国范围内的NIH培训环境，并最终改善 生物医学研究队伍的多样性。

PROJECT SUMMARY Despite high enrollment in medical school and graduate programs, women remain under-represented in the biomedical research workforce. NIH T32 training programs are an understudied yet important contributor to the biomedical research workforce and are a key stage at which we can intervene. While roughly half of trainees covered by T32 grants are women, women remain underrepresented amongst those earning extramural research support. Given its prevalence in both medicine and science, sexual harassment is likely a contributor to this disparity. Data from the National Academies of Sciences, Engineering, and Medicine describe the damage caused by sexual harassment, ultimately leading to a costly loss of talent as women, particularly women with intersectional identities, and sexual and gender minorities leave. The drivers of sexual harassment, including factors and conditions that allow it to thrive, have been described with a conceptual model incorporating an iceberg as a metaphor. The vast majority of sexual harassment, this model contends, is the portion of the iceberg that is invisible under water. Because of this, many do not fully perceive the prevalence of sexual harassment; however, the behaviors described in this model are damaging whether they are visible (i.e., above water) or not. Despite these data, it is not yet clear what interventions can effectively decrease the occurrence of sexual harassment. Newer interventions, such as civility and upstander interventions, have been recommended by the Equal Employment Opportunity Commission but have not been rigorously tested. Data suggest that interventions that go beyond sexual harassment alone and address other related issues, such civility and upstander interventions, may be more effective than sexual harassment training alone. We will conduct a randomized, controlled trial of NIH T32 programs to test whether a multi- modal virtual intervention incorporating video game elements can increase T32 Principal Investigators’ and mentors’ confidence in their ability to intervene when they hear about or see sexual harassment and increase their knowledge on these topics. Furthermore, we will test the impact of the intervention on their mentees’ experiences with microaggressions and sexual harassment, sense of belonging, well-being, research productivity, and persistence in a biomedical research career. Finally, we will test whether the intervention improves the culture and climate of the learning environment. Rigorous evaluation of a virtual interactive intervention to address and reduce sexual harassment for NIH T32 trainees can result in a generalizable and easily scalable educational program to improve NIH training environments nationwide and ultimately improve the diversity of the biomedical research workforce.