Sexual harassment Training Of Principal investigators (STOP)

项目摘要 尽管医学院和研究生课程的入学率很高，但妇女在 生物医学研究人员。NIH T32培训计划是一个研究不足，但重要的贡献者， 生物医学研究的劳动力，是我们可以干预的关键阶段。虽然大约有一半的学员 获得T32赠款金的是妇女，在获得校外教育的人中，妇女的代表性仍然不足。 研究支持。鉴于性骚扰在医学和科学领域的普遍存在， 这种差异。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损失，特别是 具有交叉身份的妇女以及性和性别少数群体离开。性行为的驱动因素 骚扰，包括使其得以发展的因素和条件，已经用一种概念性的方式加以描述。 以冰山作为比喻的模型。该模型认为，绝大多数性骚扰都是 冰山在水下看不见的部分。正因为如此，许多人并没有完全意识到 性骚扰的普遍性;然而，这个模型中描述的行为是有害的， 是可见的（即，水，或不。尽管有这些数据，但尚不清楚什么干预措施可以有效地 减少性骚扰的发生。较新的干预措施，如文明和支持者 平等就业机会委员会建议采取干预措施，但没有得到 严格测试。数据表明，超越性骚扰本身并解决其他问题的干预措施， 相关问题，如礼貌和支持者干预，可能比性骚扰更有效 独自训练。我们将对NIH T32项目进行一项随机对照试验，以测试是否存在多个 结合视频游戏元素的模式虚拟干预可以增加T32主要研究者的 辅导员对自己在听到或看到性骚扰时进行干预的能力的信心增加， 他们对这些主题的了解。此外，我们将测试干预对学员的影响。 微攻击和性骚扰的经历，归属感，幸福感，研究 生产力，以及在生物医学研究生涯中的持久性。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 干预，以解决和减少性骚扰的NIH T32学员可以导致一个普遍的， 易于扩展的教育计划，以改善全国范围内的NIH培训环境，并最终提高 生物医学研究人员的多样性。

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.