This includes use of the Sexual Experiences Questionnaire, the most widely used and well-validated instrument available for measuring sexual harassment assessment of specific behaviors without requiring the respondent to label the behaviors “sexual harassment” focus on first-hand experience or observation of behavior (rather than rumor or hearsay) and focus on the recent past (1–2 years, to avoid problems of memory decay). To measure the incidence of sexual harassment, surveys should follow the best practices that have emerged from the science of sexual harassment. There are reliable scientific methods for determining the prevalence of sexual harassment.
It is considered illegal when it creates a hostile environment (gender harassment or unwanted sexual attention that is “severe or pervasive” enough to alter the conditions of employment, interfere with one’s work performance, or impede one’s ability to get an education) or when it is quid pro quo sexual harassment (when favorable professional or educational treatment is conditioned on sexual activity).
The distinctions between the types of harassment are important, particularly because many people do not realize that gender harassment is a form of sexual harassment.
However, to succeed in making these changes, all members of our nation’s college campuses-students, faculty, staff, and administrators-will need to assume responsibility for promoting a civil and respectful environment. Leaders at every level within academia will be needed to initiate these changes and to establish and maintain the culture and norms. A systemwide change to the culture and climate in our nation’s colleges and universities can stop the pattern of harassing behavior from impacting the next generation of women entering science, engineering, and medicine.Ĭhanging the current culture and climate requires addressing all forms of sexual harassment, not just the most egregious cases moving beyond legal compliance supporting targets when they come forward improving transparency and accountability diffusing the power structure between faculty and trainees and revising organizational systems and structures to value diversity, inclusion, and respect.
This is because the research shows what will work to prevent sexual harassment and why it will work. Preventing and effectively addressing sexual harassment of women in colleges and universities is a significant challenge, but we are optimistic that academic institutions can meet that challenge-if they demonstrate the will to do so. Findings, Conclusions, and Recommendations