Workshop: Strategies for Responding to Harassment and Hostile Climates
University of South Carolina College of Arts and Sciences and College of Education Workshop
March 30, 2018
Facilitator: Erika Marín-Spiotta, PhD
This interactive session will describe academic practices and institutional structures that allow for sexual harassment and other hostile behaviors to persist, discuss initiatives to address harassment as research misconduct, and provide training in personal intervention strategies to protect and support targets of harassment. As a result of this session, participants will be able to identify: (1) different ways in which sexual harassment can manifest in research environments; (2) strategies for bystander intervention, and (3) resources to share with their home departments for cultural change.
Download Slides 3-30-18 Workshop (PowerPoint 2007 (.pptx) 124.8MB Apr2 18)
Download Handout for workshop (Microsoft Word 2007 (.docx) 179kB Mar31 18)
Download Workshop Evaluation Form (Microsoft Word 2007 (.docx) 25kB Apr2 18)
Codes of Conduct:
Middle Tennessee State University Department of Geosciences (Opens as a PDF)
Kelley, M.L. and B. Parsons. 2000. Sexual Harassment in the 1990s: A University-Wide Survey of Female Faculty, Administrators, Staff, and Students. The Journal of Higher Education 71: 548-568.
Clancy et al. 2017. Double jeopardy in astronomy and planetary science: Women of color face greater risks of gendered and racial harassment. JGR Planets 122: 1610-1623.
Gibney, E. Excluded, intimidated and harassed: LGBT physicists face discrimination. Nature. 22 March 2016.
Fitzgerald et al. 1988. The incidence and dimensions of sexual harassment in academia and the workplace. Journal of Vocational Behavior 32: 152-175.
Cantalupo, N.C. and W.C. Kidder. 2018. A Systematic Look at a Serial Problem:Sexual Harassment of Students by University Faculty. Utah Law Review ForthcomingNot a Fluke: That case of academic sexual harassment, sexual assault, sexual misconduct, stalking, violations of dating policies, violations of campus pornography policies, and similar violation is not an isolated incident by Julie Libarkin- Geocognition Research Laboratory Michigan State University
Potter, S.J. and M.M. Moynihan. 2011. Bringing in the Bystander in-person prevention program to a U.S. military installation: results from a pilot study. Military Medicine 176: 870-875
Moynihan et al. 2011. Sisterhood May Be Powerful for Reducing Sexual and Intimate Partner Violence: An Evaluation of the Bringing in the Bystander In-Person Program with Sorority Members. Violence Against Women 17: 703-719.
Coker et al. 2011. Evaluation of Green Dot: An Active Bystander Intervention to Reduce Sexual Violence on College Campuses. Violence Against Women 17: 777-796.
How to stop the sexual harassment of women in science reboot the system by Z. Zevallos. January 29, 2016
Geoethics and Professionalism: The Responsible Conduct of Scientists
by David Mogk, Dept. of Earth Sciences, Montana State University
This website has resources on professionalism for scientists and researchers to guide behaviors and attitudes around interactions with colleagues in the work environment and with the public in serving a wide variety of societal needs. Please use this module as a guide for self-assessment of your classes, lab, department or program. The goal is to help identify instances of unprofessional conduct, to prevent these from becoming major issues, and to provide the support to encourage scientists to act to mitigate and resolve these issues.
American Geophysical Union anti-harassment resources
As part of its recent Safe AGU campaign, the American Geophysical Union has created a website with resources for scientific institutions and organization to promote a safe work environment and to ensure that program activities are free from discrimination, bias or harassment of any type.ADVANCEGeo Resources Website
As part of a four-year grant from the National Science Foundation ADVANCE program, the ADVANCEGeo website will include resources for individuals and departments to improve work climate conditions to address sexual and other types of harassment on campus and in the field.
RAINN (Rape, Abuse & Incest National Network)