Valantine Hannah A, Le Fauve Charlene E, Morris Kathryn A, Riley William T
H.A. Valantine is professor of cardiovascular medicine, Stanford University Medical Center, Stanford, California.
C.E. Le Fauve is senior advisor to the chief officer for scientific workforce diversity, Scientific Workforce Diversity Office, National Institutes of Health, Bethesda, Maryland.
Acad Med. 2022 Mar 1;97(3):364-369. doi: 10.1097/ACM.0000000000004491.
Workplace harassment, particularly sexual harassment, has substantial negative implications for individuals and organizations and for scientific advancement. The National Institutes of Health (NIH) is uniquely positioned to lead the effort to prevent sexual harassment in the scientific community and mitigate its detrimental effects. Recognizing the need for benchmark data, NIH developed and validated the 2019 NIH Workplace Climate and Harassment Survey. The goal was to use best practices in survey design methods to create an instrument for rigorous assessment of harassment incidence and organizational climate predictors of sexual harassment in scientific research environments. This article summarizes the processes used to design and administer the NIH survey and provides brief descriptions of 3 products of the process developed to guide scientific institutions wishing to embark on a data-driven approach to assess and prevent harassment: a document detailing survey development and methods, a survey implementation guide, and the key findings obtained from the survey, including recommendations for interventions targeting the organizational climate at NIH and limitations of the survey. The survey identified that 1 in 5 respondents had experienced sexual harassment in the 12 months preceding their participation in the survey and that women, sexual and gender minorities, younger respondents, trainees/students, and individuals with a disability were more likely to have experienced sexual harassment. Those who had experienced sexual harassment during that period were also more likely to have experienced incivility, bullying, and intimidating behaviors in the workplace. NIH intends to use the survey findings as a quality assurance and quality improvement guide to inform future activities to prevent and address harassment across NIH.
职场骚扰，尤其是性骚扰，对个人、组织以及科学进步都有着重大的负面影响。美国国立卫生研究院（NIH）在引领科学界预防性骚扰并减轻其有害影响的工作中具有独特的地位。认识到对基准数据的需求，NIH开发并验证了《2019年NIH职场氛围与骚扰调查》。其目标是运用调查设计方法中的最佳实践，创建一种工具，用于严格评估科研环境中性骚扰的发生率以及性骚扰的组织氛围预测因素。本文总结了设计和实施NIH调查所采用的流程，并简要介绍了该流程产生的3个成果，这些成果旨在指导希望采用数据驱动方法来评估和预防骚扰的科研机构：一份详细说明调查开发与方法的文件、一份调查实施指南，以及从调查中获得的关键发现，包括针对NIH组织氛围的干预建议和调查的局限性。调查发现，五分之一的受访者在参与调查前的12个月内曾经历过性骚扰，而且女性、性取向和性别少数群体、年轻受访者、受训人员/学生以及残疾人士更有可能经历过性骚扰。在那段时期经历过性骚扰的人在工作场所也更有可能遭遇不文明、欺凌和恐吓行为。NIH打算将调查结果用作质量保证和质量改进指南，为未来NIH预防和处理骚扰的活动提供参考。
