{"id":84112,"date":"2018-06-23T14:19:50","date_gmt":"2018-06-23T14:19:50","guid":{"rendered":"http:\/\/www.bnreport.com\/fighting-sexual-harassment-in-science-may-mean-changing-science-itself\/"},"modified":"2018-06-23T14:19:50","modified_gmt":"2018-06-23T14:19:50","slug":"fighting-sexual-harassment-in-science-may-mean-changing-science-itself","status":"publish","type":"post","link":"https:\/\/www.bnreport.com\/en\/fighting-sexual-harassment-in-science-may-mean-changing-science-itself\/","title":{"rendered":"Fighting sexual harassment in science may mean changing science itself"},"content":{"rendered":"<p>The #MeToo movement has revealed sexual and gender harassment in every corner of American life. Science hasnt been immune. High profile cases \u2014 such as <a href=\"https:\/\/www.buzzfeed.com\/azeenghorayshi\/how-harassment-stays-secret?utm_term=.hbX6O8xqyP#.uc60Pyx2Kz\" rel=\"noreferrer\" target=\"_blank\">decades worth of complaints<\/a> against astronomer Geoff Marcy, and allegations that geologist David Marchant <a href=\"http:\/\/www.sciencemag.org\/news\/2017\/10\/disturbing-allegations-sexual-harassment-antarctica-leveled-noted-scientist\" rel=\"noreferrer\" target=\"_blank\">verbally and physically abused women scientists<\/a> in Antarctica \u2014 make headlines. But it is the often underreported gender harassment, both serious and subtle, that contributes most to the scope of the problem. And efforts to recruit more women into scientific fields fall awfully flat when those women end up harassed out of their careers.<\/p>\n<p>A <a href=\"http:\/\/sites.nationalacademies.org\/shstudy\/index.htm\" rel=\"noreferrer\" target=\"_blank\">report published<\/a> on June 12 by the National Academies of Science, Engineering and Medicine offers an exhaustive, 311-page look into just how pervasive the problem really is: More than 50 percent of women in academia say they have experienced sexual harassment. \u201cI am sure that many were aware of the issue, but were perhaps surprised by the magnitude of the problem,\u201d says Marcia McNutt, president of the National Academy of Sciences.<\/p>\n<p>The report offers a list of recommendations to combat harassment, many of which are focused on changing the culture of science to create an environment where there is more civility and safety. But when the entire scientific training system is based on huge power imbalances between professors and trainees, creating that environment will involve more than team-building exercises and casual Fridays.<\/p>\n<p>Real change may mean changing everything about the way scientific training works. <\/p>\n<h4><strong>Feudal lords of science<\/strong>[hhmc]<br \/>\n<\/h4>\n<p>One of the most shocking statistics out of the report was actually an old number. It was from a 2003 review estimating that <a href=\"http:\/\/psycnet.apa.org\/record\/2003-08215-002\" rel=\"noreferrer\" target=\"_blank\">58 percent of academic employees had experienced sexual harassment<\/a>. The only field with worse numbers? The military (at 69 percent).<\/p>\n<h4>A taxonomy of sexual harassment[hhmc]<br \/>\n<\/h4>\n<p>Sexual harassment comes in many forms. All of them contribute to a hostile environment in academic science, engineering and medicine.<\/p>\n<h5><strong>Sexual coercion<\/strong><\/h5>\n<ul>\n<li>Promising professional rewards in return for sexual favors<\/li>\n<li>Threatening professional consequences if sexual demands arent met<\/li>\n<\/ul>\n<h5><strong>Unwanted sexual attention<\/strong><\/h5>\n<ul>\n<li>Rape and sexual assault<\/li>\n<li>Unwanted groping<\/li>\n<\/ul>\n<h5><strong>Gender harassment<\/strong><\/h5>\n<ul>\n<li>Pressure for sex or dates<\/li>\n<li>Offensive physical remarks<\/li>\n<li>Gendered insults<\/li>\n<\/ul>\n<p><em>Source: <a href=\"http:\/\/sites.nationalacademies.org\/shstudy\/index.htm\" rel=\"noreferrer\" target=\"_blank\">Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine<\/a>. National Academies of Sciences, Engineering  and Medicine, 2018.<\/em><\/p>\n<p>That number may be 15 years old, but Kathryn Clancy, an anthropologist at the University of Illinois at Urbana-Champaign and a member of the committee responsible for the NAS report, is confident its still accurate. \u201cPeople have been doing this research for 30 years,\u201d she says. \u201cGenerally, in male dominated work environments, about three-quarters of women experience harassment. That hasnt changed.\u201d<\/p>\n<p>The reason the military and academia top the list for prevalence of sexual harassment isnt just because academia and the military are both male-dominated professions. Instead, its because they both work in similar ways.<\/p>\n<p>Both have a hierarchical structure in which someone has a lot of power over someone else. In the military, thats the commanding officer. In academic science, for undergraduates, graduate students and postdocs, its the professor. That professor is responsible for training and guiding the trainees research. But that leader is also, often, paying the students tuition and stipend through research funding.<\/p>\n<p>\u201cI fund my grad students through National Science Foundation grants,\u201d explains Erika Mar\u00edn-Spiotta, a geographer at the University of Wisconsin\u2013Madison. \u201c[Trainees] contribute to the research, and [the research grant] pays their health insurance, access to the field and access to conferences.\u201d It may also pay a trainees tuition and stipend. The research grant technically goes to the university, but from there, it goes to the professor. \u201cI hire and supervise the students,\u201d she says. \u201cIts dependent on me.\u201d<\/p>\n<p>Medicine can be similar, notes Reshma Jagsi, a physician and social scientist at the University of Michigan in Ann Arbor. But, she notes, hierarchies can serve a crucial purpose. \u201cIts very important for patient safety to have a clear line of command. In some ways medicine is like the military: It requires some degree of hierarchy.\u201d<\/p>\n<p>The model can be extremely positive. \u201cA good mentor is out in front of the students saying this is what the path looks like for you and these are things that should be on your radar,\u201d explains Sarah Myhre, a paleoceanographer at the University of Washington in Seattle. The right mentor can make a good young scientist into a great one. \u201cThe mentorship I had, particularly from women scientists, has fundamentally changed my career. It has made my career and built my career.\u201d But the system also ends up being \u201cvery personality-driven,\u201d she notes. \u201cPeople build their own fiefdoms.\u201d<\/p>\n<h4>Harassment culture on campus[hhmc]<br \/>\n<\/h4>\n<p>A 2015 survey of the Penn State University system showed that students in the undergraduate, graduate and medical programs all experience high rates of sexual harassment from faculty and staff.<\/p>\n<h3>Prevalence of harassment<\/h3>\n<p><em>Source: <a href=\"http:\/\/sites.nationalacademies.org\/shstudy\/index.htm\" rel=\"noreferrer\" target=\"_blank\">Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine<\/a>. National Academies of Sciences, Engineering  and Medicine, 2018.<\/em><\/p>\n<p>And if the mentor\/mentee relationship goes sour, a trainee is stuck. Its not just her career or her current research project, but potentially her rent check at stake. \u201cThe way in which a students entire career success rests on a single person causes a lot of problems,\u201d agrees Clancy. The relative powerlessness of trainees can silence victims of sexual harassment. Even when the perpetrator isnt your direct boss, is filing a complaint worth the potentially career-ending reprisals?<\/p>\n<p>Most of the time, that abuse of power is not sexual coercion or unwanted sexual attention, as the report points out. Instead, its sexist hostility and crude behavior creating an unfriendly environment. In a 2015 survey of the Penn State University system, almost 31 percent of undergrads, 41 percent of graduate students and 50 percent of medical students reported experiencing sexist hostility from faculty and staff \u2014 nasty jokes or comments about how women arent smart enough to succeed, for example. Between 13 and 23 percent of women reported crude behavior (such as sexist insults). Each instance may seem relatively minor, but together they contribute to an environment where women feel devalued and unwelcome, the report concludes. <\/p>\n<p>That hostile environment is perpetuated by a focus on the science \u2014 and not on the people doing it. \u201cWe think we work with data, not with people, but we work with [other] people all the time,\u201d Mar\u00edn-Spiotta notes. \u201cWe havent been trained in how to manage people; were training how to analyze stats and run instruments. We never receive mentoring or management training.\u201d<\/p>\n<p>Granted, mentoring and management training may be on offer through a university or institute. But why take time from the lab to do it? Managerial skills arent how scientists get promoted \u2014 research is. \u201cIts not how good of a mentor are we but how much money and how many publications were producing,\u201d she explains. \u201cIt is a system where people are bodies to produce data.\u201d<\/p>\n<p>But scientists are people, not robots. And people live in a culture that has its own biases, notes Myhre. Biases \u2014 such as sexism and racism \u2014 that seep into the ivory tower. \u201cI have a deep love and affection for my colleagues and friends who are scientists. But I think the culture has a lack of civility. It is a culture of abuse of power,\u201d she says. \u201cI think if institutions dont actively counteract these forces, if theres no active participation and counteraction, then of course these dynamics of power and abuse play out.\u201d<\/p>\n<p>When scientists train in tiny, all powerful fiefdoms, its easy for those power abuses to persist, Mar\u00edn-Spiotta says. \u201cOften were like, Im not going to be involved in how my colleague is treating his or her students, its not my business,\u201d she explains. \u201cWe need to make it our business.\u201d<\/p>\n<h4><strong>Flattening the org chart <\/strong>[hhmc]<br \/>\n<\/h4>\n<p>Creating a better environment, the National Academy of Sciences report concludes, involves breaking down the feudal system. The report offers 14 recommendations to reduce sexual harassment in academic science, engineering and medicine. Some of the recommendations promote civility. Others note that accountability belongs to everyone and reporting needs to be transparent.<\/p>\n<p>But recommendation five is a single sentence: \u201cAcademic institutions should consider power-diffusion mechanisms (i.e., mentoring networks or committee-based advising and departmental funding rather than funding only from a principal investigator) to reduce the risk of sexual harassment.\u201d<\/p>\n<p>That would mean a fundamental change to the way students are mentored, funded and advised. Currently, graduate students in the sciences generally have a single primary mentor, and a committee of other professors that oversees their progress and (in theory) diffuses the mentors influence.<\/p>\n<p>In reality, though, those committees may meet only once or twice a year. \u201cThe input of the other faculty members varies a lot,\u201d says Mar\u00edn-Spiotta. In the face of a powerful, charismatic professor, the suggestions of the committee may be toothless. And at the postdoctoral level, the trainee often works for one professor \u2014 no committee involved.<\/p>\n<p>To make sure the student has people other than their adviser to turn to, graduate students and other trainees may need to have more than one adviser \u2014 a situation that is relatively uncommon, especially at the postdoctoral level. \u201cStudents should have academic advisers as well as research advisers, to broaden the people to whom the student has access,\u201d says Sheila Widnall, an aerospace engineer at MIT and cochair of the committee that issued the report.<\/p>\n<p>It would also mean formalizing many of the informal arrangements that make up graduate and postdoctoral training structures. It might involve adding professors to a mentorship team, and making sure those extra people arent only mentors on paper. \u201cIf we could institutionalize it, [if] its a team of mentors so [the trainee] always has more than one person to go to, theyre not at the mercy of one particular person,\u201d says Mar\u00edn-Spiotta.<\/p>\n<p>Even in medicines traditional hierarchies, such a change would also benefit everyone, Jagsi says. \u201cWeve seen medical care teams where multiple providers are working together. It can be very effective in creating an environment less conducive to a single individuals bad behavior,\u201d she notes.<\/p>\n<p>The report also recommends funding students through departments or institutions, not the professors pocket. This would change where young scientists look for their paychecks. About one in five young scientists are paid for by their professors grants, <a href=\"https:\/\/www.nsf.gov\/statistics\/srvygradpostdoc\/\" rel=\"noreferrer\" target=\"_blank\">a 2015 survey<\/a> of science and engineering graduate students and postdocs showed. In biomedical fields funded by the National Institutes of Health, 59 percent of trainees, including both graduate students and postdocs, were supported by their professors grants that same year.<\/p>\n<p>If funding comes from departments or institutions, and not from the professor, \u201cI think that gives a lot more leverage to funding institutes,\u201d says BethAnn McLaughlin, a neuroscientist at Vanderbilt University in Nashville. Then, she says, if harassment occurred, the funding institute \u2014 such as the NIH or NSF \u2014 could swoop in and take away the universitys money. \u201cIt would send a message that would be heard immediately by every other training program that if you dont get these bad actors out, you will lose all your money, and dont bother coming back for more.\u201d<\/p>\n<p>Changing the existing system will take time. \u201cI want to burn it down,\u201d Clancy says. \u201cBut I also recognize that would be harmful to the people Im trying to help.\u201d Efforts to encourage the careers of women and people of color in the existing system would have to be built into any new architecture. \u201cDismantling the system immediately, given the way sexism and racism still operate, means we wouldnt have a clear lane for success,\u201d Clancy says.<\/p>\n<p>Changing the power structures \u2014 the structures in which science functions \u2014 is a big enough change. But its also a change within a bigger context. Academic science, engineering and medicine can change their funding and mentorship, Myhre says, \u201cbut changing how men behave? That would solve a lot of the problem.\u201d<\/p>\n<p><strong><a href=\"https:\/\/blockads.fivefilters.org\/\" rel=\"noreferrer\" target=\"_blank\"><\/a><\/strong> <a href=\"https:\/\/blockads.fivefilters.org\/acceptable.html\" rel=\"noreferrer\" target=\"_blank\"><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The #MeToo movement has revealed sexual and gender harassment in every corner of American life. Scie..<\/p>\n","protected":false},"author":1,"featured_media":84113,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[49],"tags":[],"class_list":["post-84112","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-science"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fighting sexual harassment in science may mean changing science itself - Business News Report<\/title>\n<meta name=\"description\" content=\"The #MeToo movement has revealed sexual and gender harassment in every corner of American life. 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