Institutions key to inclusion and equity

doi:10.1126/science.abj8196

GSTDTAP > 气候变化

DOI	10.1126/science.abj8196
	Institutions key to inclusion and equity
	Tamar L. Goulet
	2021-07-09
发表期刊	Science
出版年	2021
英文摘要	In his Letter “Inclusion and equity through STEM training” (28 May, p. [926][1]), M. H. Zaman suggested that better and broader training could increase inclusion and equity in science, technology, engineering, and mathematics (STEM). Training individuals may lead to valuable understanding about workplace inequities, but it is institutional policies, processes, and behaviors—or lack thereof—that allow inequities, harassment, and discrimination to persist. If research and academic institutions are not held accountable, their response to inequities and mistreatment may be inadequate. Institutions may have offices to deal with allegations of inequity and harassment, but the mere existence of offices is insufficient to ensure fair and effective investigations. In a survey of those who experienced academic bullying, only 8% of individuals who reported abuse thought the process was unbiased and fair ([ 1 ][2]). Even when institutions find wrongdoing, deficient policies ([ 2 ][3], [ 3 ][4]) and a predisposition toward inaction often result in offenders facing trivial or no sanctions ([ 4 ][5], [ 5 ][6]). In the case of astronomer Geoff Marcy, allegations first surfaced in 1995, spanning two universities ([ 6 ][7]). Only in 2015, after he was found culpable of sexual harassment, did Marcy resign ([ 7 ][8]). Similarly, it took Harvard University ([ 5 ][6]) and the Salk Institute for Biological Studies ([ 8 ][9]) 40 years to effectively deal with harassment—Harvard acting after the offender retired. Institutions may be required to report allegation outcomes to funding agencies that can implement sanctions [e.g., ([ 9 ][10], [ 10 ][11])], but funder consequences rely on institutions acknowledging wrongdoing by individuals. Institutions failing to do so perpetuate the lack of consequences for perpetrators. Funding agencies and private philanthropies should instigate anonymous reporting mechanisms, including ombudspersons, for institutional inaction. Funding sanctions and fines imposed on institutions may incentivize institutional reform. Local and national laws should also be amended to ensure that they help rather than hinder expeditious and fair litigation and consequences. For example, effective laws would extend the reporting window and address detrimental incremental trends rather than focusing on isolated incidences. Opaque processes, delays, and inadequate institutional responses often adversely affect the target rather than the perpetrator ([ 2 ][3], [ 11 ][12]). If targets suffer retaliation for stepping forward, cultures of fear arise ([ 8 ][9]), with targets often leaving their institutions ([ 5 ][6]) or academia ([ 11 ][12]). Individuals compose institutions, but institutions set the standards for individuals ([ 11 ][12]). Institutional leadership should take ownership and responsibility, holding every individual within the institution accountable for their actions. 1. [↵][13]1. S. Moss, 2. M. Mahmoudi , “STEM the bullying: An empirical investigation of abusive supervision in academic science” (2021); . 2. [↵][14]1. C. Penrod, 2. M. Fusilier , J. Workplace Rights 15, 151 (2010). [OpenUrl][15] 3. [↵][16]1. M. Fusilier, 2. C. Penrod , Employee Responsibilities Rights J. 27, 47 (2015). [OpenUrl][17] 4. [↵][18]1. C. P. Smith, 2. J. J. Freyd , Am. Psychol. 69, 575 (2014). [OpenUrl][19][CrossRef][20][PubMed][21] 5. [↵][22]1. N. Gluckman , “‘Harvard failed her’: University apologizes to scholar who endured harassment,” Chronicle of Higher Education (2021). 6. [↵][23]1. R. Wilson , “Geoff Marcy's downfall,” Chronicle of Higher Education (2016). 7. [↵][24]1. J. Kaiser , “Astronomer Geoff Marcy booted from National Academy of Sciences in wake of sexual harassment,” Science (2021); . 8. [↵][25]1. M. Wadman , Science 360, 480 (2018). [OpenUrl][26][Abstract/FREE Full Text][27] 9. [↵][28]National Science Foundation, Welcome to the Office of Diversity and Inclusion([www.nsf.gov/od/odi/index.jsp][29]). 10. [↵][30]National Institutes of Health, Expectations, Policies, and Requirements (2019); . 11. [↵][31]National Academies of Sciences, Engineering, and Medicine, “Sexual harassment of women: Climate, culture, and consequences in academic sciences, engineering, and medicine” (National Academies Press, 2018). 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领域	气候变化 ; 资源环境
URL	查看原文
引用统计
文献类型	期刊论文
条目标识符	http://119.78.100.173/C666/handle/2XK7JSWQ/334207
专题	气候变化资源环境科学
推荐引用方式 GB/T 7714	Tamar L. Goulet. Institutions key to inclusion and equity[J]. Science,2021.
APA	Tamar L. Goulet.(2021).Institutions key to inclusion and equity.Science.
MLA	Tamar L. Goulet."Institutions key to inclusion and equity".Science (2021).