Sexual harassment Training Of Principal investigators (STOP)

主要调查员的性骚扰培训（STOP）

基本信息

批准号：
10506655
负责人：
Arghavan Salles
金额：
$ 41.63万
依托单位：
STANFORD UNIVERSITY
依托单位国家：
美国
项目类别：
财政年份：
2022
资助国家：
美国
起止时间：
2022-09-08 至 2027-06-30
项目状态：
未结题

来源：
https://reporter.nih.gov/project-details/10506655
关键词：
Address Affect Attention Attitude Awareness Behavior Biological Sciences Biomedical Research Climate Data Department chair Doctor&apos s Degree Educational Curriculum Educational Intervention Effectiveness Elements Engineering Enrollment Environment Ethnic group Evaluation Extramural Activities Face Faculty Funding Gender Grant Hearing High Prevalence Hostility Iceberg Intervention Knowledge Medical Students Medicine Mentors Metaphor Minority-Serving Institution Modeling Perception Personal Satisfaction Persons Prevalence Principal Investigator Productivity Publishing Race Randomized Randomized Controlled Trials Reporting Research Research Support Role playing therapy Sampling Science Sexual Harassment Sexual and Gender Minorities Stereotyping Surgeon Talents Testing Training Training Programs United States National Academy of Sciences United States National Institutes of Health Video Games Water Woman Work Workplace base career cohort cost educational atmosphere equal employment opportunity expectation experience follow-up gender diversity graduate student health care settings improved male maltreatment medical schools member men microaggression multimodality prevent programs recruit responsible research conduct sexual coercion social unconscious bias virtual virtual intervention virtual platform women faculty

项目摘要

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.

项目摘要尽管医学院和研究生课程的入学人数很高，但妇女的代表性仍然不足生物医学研究人员。 NIH T32培训计划是一个理解的，但很重要的贡献者生物医学研究人员是我们可以进行干预的关键阶段。而大约一半的学员 T32赠款是妇女，在赚钱外的人中，妇女的代表不足研究支持。鉴于其在医学和科学方面的盛行，性骚扰可能是贡献者出现这种差距。来自国家科学，工程和医学学院的数据描述了性骚扰造成的损害，最终导致妇女的才能丧失，尤其是具有交叉身份的妇女以及性别和性别少数群体离开。性驱动程序骚扰，包括允许其壮成长的因素和条件，已经用概念描述模型编码冰山作为隐喻。该模型涉及的绝大多数性骚扰是在水下看不见的冰山一部分。因此，许多人没有完全理解性骚扰的患病率；但是，此模型中描述的行为是否会损害它们是否是否可见（即水上）。尽管有这些数据，但尚不清楚哪些干预措施可以有效减少了性骚扰的发生。较新的干预措施，例如文明和上班者干预措施已由平等就业机会委员会建议，但尚未严格测试。数据表明，除了仅性骚扰并解决其他问题的干预措施与性骚扰相关的文明和末期干预措施，可能比性骚扰更有效仅训练。我们将对NIH T32计划进行随机，对照试验，以测试多数模态虚拟干预增加视频游戏元素可以增加T32首席研究人员和指导者对他们听到或看到性骚扰并增加性骚扰的能力的信心他们对这些主题的了解。此外，我们将测试干预对他们的门德的影响有微侵略和性骚扰，归属感，幸福感，研究的经验生产力和生物医学研究职业的持久性。最后，我们将测试是否干预改善学习环境的文化和气候。对虚拟互动的严格评估解决和减少NIH T32学员的性骚扰的干预措施可能会导致可推广和易于扩展的教育计划，以改善全国NIH培训环境，并最终改善生物医学研究人员的多样性。