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Action Collaborative

Action Collaborative on Preventing Sexual Harassment in Higher Education

Making higher education a place where everyone can work and learn without experiencing sexual harassment

The Action Collaborative brings together leaders from academic and research institutions and key stakeholders to collaboratively work toward and share targeted actions on addressing and preventing sexual harassment across all disciplines and among all people in higher education.

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News and Updates

Tools for Department Chairs and Principal Investigators to Prevent Sexual Harassment in Higher Education

Update

A new proceedings of a workshop—in brief summarizes a public session exploring the challenges that chairs and PIs are experiencing related to preventing and responding to sexual harassment, as well as what tools are currently available and needed to support prevention and response efforts.

Sep 15, 2026

Join us for the 2026 Public Summit

Update

This year's Public Summit of the National Academies’ Action Collaborative on Preventing Sexual Harassment in Higher Education, co-hosted with the University of Kansas, will take place in Lawrence, KS on October 21-22. This hybrid summit is a free, open forum for collaboratively learning about new research and discussing innovative and promising approaches for addressing and preventing sexual harassment for all people at colleges, universities, and research organizations.

Sep 15, 2026

Smiling mature professor and her students talking at university classroom

About Publications Events Projects Resources News and Updates

Sexual Harassment Collaborative Repository

This repository contains descriptions of the most significant, innovative actions that participating organizations in the Action Collaborative on Preventing Sexual Harassment in Higher Education have taken. This self-reported information is shared to help higher education organizations develop, adapt, and implement efforts that move beyond basic legal compliance and toward evidence-based policies and practices for addressing and preventing all forms of sexual harassment for all people in higher education and promoting a campus climate of civility and respect.

Frequently Asked Questions

A rubric was created to help organizations identify areas of work that are consistent with the findings and recommendations from the National Academies 2018 Sexual Harassment of Women report, as well as opportunities to innovate and pilot new work. Using the rubric, Action Collaborative organizations were asked to describe their most significant, innovative efforts. Such work was required to:
1. Connect to NASEM Report: Be consistent with the findings and recommendations of the Sexual Harassment of Women report as outlined under each area of work in the Rubric;
2. Reflect Work Being Done: Be in the process of finalizing a plan/action, currently being implemented, or implemented; and
3. Fit Timeline Criteria: By either being:
  a. New for the organization (created, implemented, or revised within the last year)
  b. New or uncommon for higher education (created, implemented, or revised in the last three years)
Not necessarily. These descriptions of work are self-reported by Action Collaborative organizations, and were not evaluated by the National Academies to determine if they are promising or best practices. However, it is possible that some are. Moving forward, the Action Collaborative will be working to identify and publish those that meet specific criteria, allowing them to be reclassified as an “innovative practice”, “promising practice”, or “evidence-based practice”. The process of making these determinations will entail an external review, involving experts, practitioners, and other stakeholders within the higher education community, to ensure the practices meet the criteria.

#WeCARE Campaign Phase 3

Description of Work

Year : 2021-2022

Organization : University of California, Berkeley

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs, Identifying and Reinforcing Community Values

Topic - Organizational Change : Community Readiness for Change

UC Berkeley developed a bystander intervention campaign that uses community data to reinforce social norms of intervening in SH, and uses storytelling to increase buy-in specifically among undergraduate men. TOPIC: Bystander Intervention Programs | Identifying and Reinforcing Community Values | Community Readiness for Change YEAR: 2021-2022 Member Organization: University of California, Berkeley

A Comprehensive Approach to Assessing Climate and Culture

Description of Work

Year : 2020-2021

Organization : Soteria Solutions

Document Type : Partner Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Qualitative Research, Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action

Soteria Solutions created a survey to measure individual and organizational strengths, which includes the concept of "navigational identities" to understand how identities may impact how someone experiences the workplace. TOPIC: Climate Survey/Measuring Prevalence | Qualitative Research | Sharing the Results/Data from Evaluation | Using Evaluation to Inform Action YEAR: 2020-2021 Partner Network Organization: Soteria Solutions

A Guide on Best Practices for Graduate Students Impacted by SVSH

Description of Work

Year : 2019-2020

Organization : University of California, Santa Cruz

Document Type : Member Description of Work

Topic - Remediation : Reintegration Strategies and Programs

UC Santa Cruz created a guide on processes to mitigate the impact of sexual harassment on graduate student survivors; the guide outlines potential consequences (loss of a recommendation letter, slowed academic progress, etc.), identifies the leader responsible for ensuring the issue is addressed (chair of graduate program, dean, etc.), highlights applicable campus resources, and outlines potential solutions.TOPIC: Reintegration Strategies and Programs YEAR: 2019-2020 Member Organization: University of California, Santa Cruz

A New Approach to Understanding Our Community EAB Climate Survey for Learners

Description of Work

Year : 2020-2021

Organization : Baylor College of Medicine

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

Baylor College of Medicine expanded the scope of its climate survey to include diversity, equity, and inclusion items. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2020-2021 Member Organization: Baylor College of Medicine

AAU Advisory Board on Sexual Harassment in Academia

Description of Work

Year : 2020-2021

Organization : Association of American Universities

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Improved Policies

The Association of American Universities facilitated the unanimous member adoption of eight principles to address sexual harassment on campuses. TOPIC: Improved Policies | Addressing Gender Harassment and Disrespect YEAR: 2020-2021 Member Organization: Association of American Universities

AAU Contributions to the Development of the Ethical Transparency Tool

Description of Work

Year : 2022-2023

Organization : Association of American Universities

Document Type : Partner Description of Work

Topic - Response : Improved Policies/Transparency and Communication

Association of American Universities describes their contribution to the Societies Consortium's Ethical Transparency Tool, which is designed to establish a standard of openness on findings of misconduct against a person across the higher-education and research ecosystem. TOPIC: Improved Policies | Transparency and Communication YEAR: 2022-2023 Partner Network Organization: Association of American Universities

ARC3 Adaptation for Harassing Behaviors in Experiential Learning Settings

Description of Work

Year : 2019-2020

Organization : University of Cincinnati

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

University of Cincinnati implemented a climate survey explicitly aimed at understanding the prevalence of harassing behaviors in experiential learning settings (e.g., co-op, study abroad, etc.) versus class settings (classroom, lab, field trip, etc.). TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: University of Cincinnati

Academic Department Sexual Harassment Prevention Toolkit

Description of Work

Year : 2019-2020

Organization : University of California, Berkeley

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development, Prevention Program or Toolkits

UC Berkeley developed a multi-step toolkit to help academic department leadership create and implement a plan to prevent sexual harassment within their community. TOPIC: Prevention Program or Toolkits | Leadership Education and Skill Development YEAR: 2019-2020 Member Organization: University of California, Berkeley

Academic Medical Leadership Program

Description of Work

Year : 2019-2020

Organization : Washington University in St. Louis

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

Washington University in St. Louis added a session on effective communication to an existing program that supports women faculty leadership and professional development.TOPIC: Leadership Education and Skill Development YEAR: 2019-2020 Member Organization: Washington University in St. Louis

Accessibility Ambassador Program

Description of Work

Year : 2022-2023

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs

Harvard University created an awareness prevention campaign to promote disability awareness and inclusivity by educating the community and trained staff and faculty to be ambassadors that advocate for accessibility best practices. TOPIC: Ally or Ambassador Programs YEAR: 2022-2023 Member Organization: Harvard University

Accommodating Students with Disabilities in the Title IX Process, Insights article published by United Educators

Other

Year : 2022-2023

Organization : Faulkner Legal

Topic - Response : Improved Policies, Transparency and Communication

Topic - Remediation : Other Remediation

Falkner Legal published an article that provides practical guidance for accommodating individuals with disabilities in the Title IX and sexual misconduct reporting processes, with a focus on fairness and equity. TOPIC: Improved Policies | Transparency and Communication | Other Remediation YEAR: 2022-2023 Partner Network Organization: Faulkner Legal

Addition of New Campus Confidential Resource Specializing in Sexual Violence and Other Misconduct

Description of Work

Year : 2020-2021

Organization : California Institute of Technology

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Remediation : Confidential Resources and Support Services

California Institute of Technology introduced a new campus resource, a confidential advocate, to provide the community with specialized and trauma-informed support, referrals to medical and legal resources, and accompaniment services. TOPIC: Trauma-Informed Programs and Practices | Confidential Resources and Support Services YEAR: 2020-2021 Member Organization: California Institute of Technology

Addressing Faculty Behavior in Graduate Education

Description of Work

Year : 2021-2022

Organization : University of Minnesota

Document Type : Member Description of Work

Topic - Response : Improved Policies Transparency and Communication

Topic - Prevention : Identifying and Reinforcing Community Values, Other Prevention

Topic - Organizational Change : Diverse Stakeholder Partnerships

The University of Minnesota assessed student concerns regarding student-advisor working relationships, and is developed a plan for a multifaceted approach to combat mistreatment. TOPIC: Identifying and Reinforcing Community Values | Other Prevention | Improved Policies | Transparency and Communication | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: University of Minnesota

Addressing Gender Bias in Faculty Recruitment

Description of Work

Year : 2020-2021

Organization : Cold Spring Harbor Laboratory

Document Type : Member Description of Work

Topic - Prevention : Hiring/Promotion/Advancement and Admissions Practices, Leadership Education and Skill Development

Cold Spring Harbor Laboratory took a multi-step approach to improving gender and racial equity in hiring and promotion processes. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Leadership Education and Skill DevelopmentYEAR: 2020-2021 Member Organization: Cold Spring Harbor Laboratory

Addressing Harassment and Sexual Misconduct Experienced by Postgraduate Researchers

Description of Work

Year : 2024-2025

Organization : The 1752 Group

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development, Prevention Program or Toolkits

Topic - Remediation : Reducing Power Differentials

The 1752 Group developed a toolkit for deans and directors of graduate schools at higher education institutions to address harassment and sexual misconduct experienced by postgraduate researchers, emphasizing the need for tailored prevention and support measures due to the unique challenges they face in academic environments.Topic: Prevention: Leadership Education and Skill Development | Prevention: Prevention Program or Toolkits | Remediation: Reducing Power Differentials Year: 2024-25

Addressing Harassment in Employment Practices

Description of Work

Year : 2019-2020

Organization : University of Washington

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Hiring/Promotion/Advancement and Admissions Practices

Following a new state law on addressing harassment in employment practices, University of Washington expanded procedures beyond required employees to additionally address students. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Transparency and CommunicationYEAR: 2019-2020 Member Organization: University of Washington

Addressing Sexual Misconduct in the Clinical Context

Description of Work

Year : 2020-2021

Organization : University of California, Office of the President

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Remediation : Reducing Power Differentials

University of California, Office of the President adjusted policies to more intentionally account for the inherent imbalance of power and knowledge between physicians and their patients. TOPIC: Improved Policies | Reducing Power Differentials YEAR: 2020-2021 Member Organization: University of California, Office of the President

Advancing Faculty Diversity Through Improved Climate and Retention

Description of Work

Year : 2019-2020

Organization : University of California, San Francisco

Document Type : Member Description of Work

Topic - Prevention : Hiring/Promotion/Advancement and Admissions Practices

University of California, San Francisco describes a two-year project towards diversifying faculty in departmental leadership positions.TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: University of California, San Francisco

Advocate Hours with Domestic Violence and Sexual Assault Services

Description of Work

Year : 2023-2024

Organization : Whatcom Community College

Document Type : Partner Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Trauma-Informed Programs and Practices

Topic - Remediation : Confidential Resources and Support Services

Whatcom Community College expanded their partnership with the Domestic Violence and Sexual Assault Services (DVSAS) to begin holding mobile advocate office hours to support their large commuter population. TOPIC: Anonymous and Non-Mandatory Reporting | Trauma-Informed Programs and Practices | Confidential Resources and Support ServicesYEAR: 2023-2024 Partner Network Organization: Whatcom Community College

Allyship Success in Research and Development Webinar

Description of Work

Year : 2020-2021

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs, Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values

Argonne National Laboratory hosted an education program aimed at improving employees' skills at interacting with one another in an inclusive and collaborative way. TOPIC: Ally or Ambassador Programs | Identifying and Reinforcing Community Values | Civility or Respect Promotion Programs YEAR: 2020-2021 Member Organization: Argonne National Laboratory

Altering Departmental Admissions Policies to Diffuse Dependent Relationships Between Graduate Students and Their Advisors

Description of Work

Year : 2019-2020

Organization : Vanderbilt University

Document Type : Member Description of Work

Topic - Remediation : Reducing Power Differentials

Using a data-driven approach, Vanderbilt University describes a process by which its "direct-admit" graduate admissions policy was amended to better diffuse power differentials. TOPIC: Reducing Power Differentials YEAR: 2019-2020 Member Organization: Vanderbilt University

Alternative Means of Resolution

Description of Work

Year : 2019-2020

Organization : University of Chicago

Document Type : Member Description of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

University of Chicago developed an alternative dispute resolution model, establishing resolution services that extend beyond current policies (conflict coaching, coaching/shuttle diplomacy, mediation/facilitated conversation, etc.).TOPIC: Restorative/Transformative Justice and Alternative Resolutions YEAR: 2019-2020 Member Organization: University of Chicago

Alternative Reporting Policy on Sexual Misconduct

Description of Work

Year : 2019-2020

Organization : University of New Mexico

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Evaluation : Evaluating Policies and Procedures

University of New Mexico explored revision of their Title IX reporting policy which defines all university employees as mandatory reporters. TOPIC: Anonymous and Non-Mandatory Reporting | Evaluating Policies and Procedures YEAR: 2019-2020 Member Organization: University of New Mexico

Alternative Resolutions of Formal Complaints of Sexual Misconduct

Description of Work

Year : 2022-2023

Organization : Yale University

Document Type : Member Description of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions, Trauma-Informed Programs and Practices

Yale University soft-launched a process for resolving misconduct complaints without a formal proceedings utilizing various methods of conflict resolution and remediation. TOPIC: Restorative/Transformative Justice and Alternative Resolutions | Trauma-Informed Programs and Practices YEAR: 2022-2023 Member Organization: Yale University

Analytical Strategy for Climate Survey Data

Description of Work

Year : 2019-2020

Organization : Yale University

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

Yale University describes an analytical strategy for disaggregating climate survey data to better understand the experiences of key stakeholder groups.TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: Yale University

Annual Report Series, MyVoice Survey, and SVSH Website

Description of Work

Year : 2019-2020

Organization : University of California, Berkeley

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

UC Berkeley increased transparency and accountability around actions being taken to address sexual harassment by publicly sharing results from climate assessments and publishing an annual report tracking progress. TOPIC: Transparency and Communication YEAR: 2019-2020 Member Organization: University of California, Berkeley

Anti-Retaliation Plans

Description of Work

Year : 2020-2021

Organization : Johns Hopkins University

Document Type : Member Description of Work

Topic - Remediation : Preventing Retaliation, Reducing Power Differentials

Johns Hopkins University has implemented customizable anti-retaliation plans to proactively acknowledge and address a reporting party's concerns of retaliation, with the goal of both encouraging reporting and deterring retaliation. TOPIC: Preventing Retaliation | Reducing Power Differentials YEAR: 2020-2021 Member Organization: Johns Hopkins University

Anti-Sexual Harassment Education and SpeakUp Initiative

Description of Work

Year : 2020-2021

Organization : American University in Cairo

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education

American University in Cairo advanced its audience-specific training efforts by translating training content into English and Arabic, adapting the training to an interactive virtual platform, and holding a dialogue series to foster greater community conversations about sexual harassment. TOPIC: Anti-Sexual Harassment Education YEAR: 2020-2021 Member Organization: American University in Cairo

Applicant Sexual Misconduct Certification (SMC) Protocol

Description of Work

Year : 2021-2022

Organization : University of Tennessee, Knoxville

Document Type : Member Description of Work

Topic - Response : Improved Policies, Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The University of Tennessee, Knoxville implemented a policy of evaluating applicants' past sexual misconduct. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Improved Policies | Transparency and CommunicationYEAR: 2021-2022 Member Organization: University of Tennessee, Knoxville

Applying Change Management Techniques to Build an Action Collaborative Community

Description of Work

Year : 2021-2022

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Other Prevention

Topic - Organizational Change : Diverse Stakeholder Partnerships, Procedural Justice

Argonne National Laboratory formed implementation teams focused on addressing sexual harassment from various angles: lab structure and process, lab culture metrics, training, communication and messaging, and code of conduct. The implementation teams are overseen by the Argonne Action Collaborative Community. TOPIC: Other Prevention | Procedural Justice | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: Argonne National Laboratory

Argonne National Laboratory - Diversity, Equity, and Inclusion

Description of Work

Year : 2021-2022

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Evaluating Policies and Procedures, Using Evaluation to Inform Action

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Topic - Organizational Change : Diverse Stakeholder Partnerships

Argonne National Laboratory conducted a seven phase DEI assessment of organizational policies and procedures, and then used the DEI Climate Survey to create a comprehensive index of Gender and Sexual Harassment to help focus prevention efforts. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Climate Survey/Measuring Prevalence | Evaluating Policies and Procedures | Using Evaluation to Inform Action | Diverse Stakeholder PartnershipsYEAR: 2021-2022 Member Organization: Argonne National Laboratory

Assessment of Institutional Annual Reports and Timelines

Description of Work

Year : 2020-2021

Organization : University of Massachusetts, Amherst

Document Type : Member Description of Work

Topic - Response : Improved Policies, Transparency and Communication

University of Massachusetts, Amherst reviewed examples of public reports of sexual harassment issued by peer institutions to develop a plan for issuing such a report in the future, and conducted a review of investigation timelines and other opportunities to enhance grievance processing. TOPIC: Improved Policies | Improved Communication and Increased Transparency YEAR: 2020-2021 Member Organization: University of Massachusetts, Amherst

Audience-Specific Anti-Sexual Harassment Education

Description of Work

Year : 2019-2020

Organization : Wellesley College

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education

Wellesley College developed a plan for improving sexual harassment training to better reflect research, and to specifically focus on gender harassment as the most common form of sexual harassment.TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: Wellesley College

Becoming an Active Bystander

Description of Work

Year : 2019-2020

Organization : Vanderbilt University Medical Center

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

Vanderbilt University Medical Center piloted an active bystander program for its medical student population.TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Vanderbilt University Medical Center

Becoming an Antiracist College

Description of Work

Year : 2019-2020

Organization : Mills College

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Mills College created a multi-pronged plan for confronting racism within its community. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community ValuesYEAR: 2019-2020 Member Organization: Mills College

Beyond Bystanders

Description of Work

Year : 2020-2021

Organization : Boston University

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs, Anti-Sexual Harassment Education, Bystander Intervention Programs

Boston University piloted a longitudinal bystander intervention training series designed to provide male graduate students in STEM programs with the skills to identify and interrupt sexual harassment. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs | Ally or Ambassador Programs YEAR: 2020-2021 Member Organization: Boston University

Bold Conversations for Healing and Reshaping our Medical Center Community

Description of Work

Year : 2021-2022

Organization : Columbia University and Columbia University Irving Medical Center

Document Type : Member Description of Work

Topic - Remediation : Other Remediation

Topic - Organizational Change : Diverse Stakeholder Partnerships

Columbia University held several "Bold Conversations" panel sessions to discuss racial bias, resilience, and healing. TOPIC: Other Remediation | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: Columbia University and Columbia University Irving Medical Center

Bringing in the Bystander - Adapting for Livestream

Description of Work

Year : 2020-2021

Organization : Soteria Solutions

Document Type : Partner Network Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

Soteria Solutions created an educational program for high schools, colleges, and workplaces that encourages participants to become prosocial bystanders in instances of sexual and interpersonal violence or harassment. TOPIC: Bystander Intervention Programs | Anti-Sexual Harassment Education YEAR: 2020-2021 Partner Network Organization: Soteria Solutions

Building Further Accountability for Gender-Based Misconduct Outside Formal Non-Discrimination Policies

Description of Work

Year : 2020-2021

Organization : Los Angeles Community College District

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Transparency and Communication

Los Angeles Community College District developed a plan for addressing alleged behavior that remains ineligible for formal investigations as a result of imposed local or federal standards. TOPIC: Addressing Gender Harassment and Disrespect | Transparency and Communication YEAR: 2020-2021 Member Organization: Los Angeles Community College District

Building Gender Equity Together Facilitated Dialogues Initiative (BGET)

Description of Work

Year : 2021-2022

Organization : Icahn School of Medicine at Mount Sinai

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

Topic - Organizational Change : Diverse Stakeholder Partnerships

Icahn School of Medicine held facilitated focus groups, using leaders that were trained to be facilitators, to bring together multiple stakeholders to crowd source solutions to increase gender equity. TOPIC: Leadership Education and Skill Development | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: Icahn School of Medicine at Mount Sinai

Building a Mentoring Program to Support Organizational Diversity, Equity, Inclusion and Accessibility and Reinforce Community Values

Description of Work

Year : 2022-2023

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Argonne National Laboratory piloted a mentorship program for employees for all career stages and roles. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community Values YEAR: 2022-2023 Member Organization: Argonne National Laboratory

Building the Infrastructure to Improve Transparency and Sustain Efforts President’s Council on Combating Sexual Violence and Harassment

Description of Work

Year : 2024-2025

Organization : University of Connecticut

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Topic - Organizational Change : Diverse Stakeholder Partnerships

Summary:The University of Connecticut established the President’s Council on Combating Sexual Violence and Harassment to create a sustained, transparent structure that connects students, faculty, and administrators in coordinating prevention and response efforts, evolving previous short-term task forces into an ongoing system of accountability and collaboration.Topic: Response: Transparency and Communication | Organizational Change: Diverse Stakeholder Partnerships

Bystander Intervention Program for Faculty and Staff

Description of Work

Year : 2019-2020

Organization : University of California, San Diego

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

UC San Diego finalized a plan for a bystander intervention program tailored to academic department. TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: University of California, San Diego

Bystander Intervention Program for Faculty and Staff

Description of Work

Year : 2021-2022

Organization : University of California, San Diego

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

UC San Diego implemented and evaluated a bystander intervention training which empowers faculty and staff to intervene in SH and considers power dynamics and intersectionality. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs YEAR: 2021-2022 Member Organization: University of California, San Diego

Bystander Intervention Program for Faculty and Staff (continued)

Description of Work

Year : 2020-2021

Organization : University of California, San Diego

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

University of California, San Diego began implementing its plan for a bystander intervention program targeted towards faculty and staff. TOPIC: Bystander Intervention Programs YEAR: 2020-2021 Member Organization: University of California, San Diego

Bystander Intervention Programs

Description of Work

Year : 2019-2020

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

University of Kansas and University of Kansas Medical Center describe a newly implemented student bystander intervention program and plans to adapt the program for faculty and staff.TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: University of Kansas and University of Kansas Medical Center

Bystander Intervention Training Expansion

Description of Work

Year : 2019-2020

Organization : Johns Hopkins University

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

Johns Hopkins University enhanced existing online training to include a bystander intervention component, and developed an in-person bystander intervention training specific to graduate and undergraduate students.TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Johns Hopkins University

Bystander Intervention Trainings

Description of Work

Year : 2019-2020

Organization : University of New Mexico

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

University of New Mexico piloted bystander intervention trainings designed for undergraduate populations. TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: University of New Mexico

Bystander Intervention for Gender and Power-Based Harm A Train the Trainer Model for Academic Medical Centers

Description of Work

Year : 2021-2022

Organization : University of Southern California

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

The University of Southern California created and implemented a 90-minute bystander intervention training for academic medical centers, informed by the established Bringing in the Bystander® model. TOPIC: Bystander Intervention Programs YEAR: 2021-2022 Member Organization: University of Southern California

Bystander Video Project

Description of Work

Year : 2019-2020

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

Harvard University created a multimedia toolkit, including educational videos and an accompanying facilitator's guide, for training community members to intervene when uninclusive behavior occurs.TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Harvard University

C3I Ambassador Program

Description of Work

Year : 2019-2020

Organization : Dartmouth College

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs

Dartmouth College piloted a program to train a cohort of individuals to be campus leaders and agents of change for equity and inclusion issues in their units.TOPIC: Ally or Ambassador Programs YEAR: 2019-2020 Member Organization: Dartmouth College

CARE Ambassadors

Description of Work

Year : 2019-2020

Organization : University of California, San Francisco

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs

The University of California, San Francisco describes a student-led initiative designed to bridge the gap between a confidential support office and the student body. TOPIC: Ally or Ambassador Programs YEAR: 2019-2020 Member Organization: University of California, San Francisco

COVID Impact Mitigation

Description of Work

Year : 2020-2021

Organization : Oregon State University

Document Type : Partner Network Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

With the goal of supporting women and other underrepresented groups, Oregon State University conducted a literature search of data concerning COVID impacts on faculty and proposed measures for mitigation, and additionally developed a survey to uncover institution-specific impacts. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Partner Network Organization: Oregon State University

Campus Community Ally Program

Description of Work

Year : 2023-2024

Organization : Bucknell University

Document Type : Partner Network Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Bystander Intervention Programs, Prevention Program or Toolkits

Bucknell University initiated the Campus Community Ally (CCA) Program to train staff, faculty, and students to be allies against interpersonal violence TOPIC: Bystander Intervention Programs | Prevention Program or Toolkits | Trauma-Informed Programs and PracticesYEAR: 2023-2024 Partner Network Organization: Bucknell University

Campus Culture and Climate

Description of Work

Year : 2019-2020

Organization : University of Illinois at Urbana Champaign

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Other Prevention

University of Illinois at Urbana Champaign hired a Director of Campus Culture and Climate to work directly with acaademic departments and other units in developing assessment plans to evaluate climate, and to provide training, resources, and education.TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Other PreventionYEAR: 2019-2020 Member Organization: University of Illinois at Urbana Champaign

Card Series

Description of Work

Year : 2024-2025

Organization : University of Kansas

Document Type : Member Description of Work

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Remediation : Confidential Resources and Support Services

Summary:The University of Kansas developed a series of printed cards to provide essential information on reporting processes, support resources, and policies related to sexual harassment and Title IX, aimed at enhancing understanding and accessibility for students, faculty, and staff.Topic: Response: Transparency and Communication | Response: Trauma-Informed Programs and Practices | Remediation: Confidential Resources and Support Services Year: 2024-2025

Centralized Report a Concern Form and Process

Description of Work

Year : 2019-2020

Organization : Santa Barbara City College

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Trauma-Informed Programs and Practices

Santa Barbara City College improved the accessibility of its grievance filing process, including creating a single form for all complaints/concerns and for all community members, linking the form on every institutional webpage, and providing a mechanism for anonymity.TOPIC: Trauma-Informed Programs and Practices | Anonymous and Non-Mandatory Reporting YEAR: 2019-2020 Member Organization: Santa Barbara City College

Changes to Disciplinary and Sanctions Process to Ensure Clarity and Consistency

Description of Work

Year : 2021-2022

Organization : Michigan State University

Document Type : Member Description of Work

Topic - Response : Improved Policies, Transparency and Communication

Topic - Organizational Change : Diverse Stakeholder Partnerships

Michigan State University used a diverse task force to amend its disciplinary and sanctions process, and developed a plan for training those serving on the new standing hearing panel. TOPIC: Improved Policies | Transparency and Communication | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: Michigan State University

Climate Survey

Description of Work

Year : 2019-2020

Organization : University of Washington

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Sharing the Results/Data from Evaluation

University of Washington expanded their climate survey to include faculty and staff across all campus locations. TOPIC: Climate Survey/Measuring Prevalence | Sharing the results/data from evaluation YEAR: 2019-2020 Member Organization: University of Washington

Climate Survey Dashboard

Description of Work

Year : 2020-2021

Organization : Northwestern University

Document Type : Member Description of Work

Topic - Evaluation : Sharing the Results/Data from Evaluation

Northwestern University created data dashboards to allow members of the Northwestern community to easily access undergraduate and graduate student data from a recent climate survey. TOPIC: Sharing the Results/Data from Evaluation YEAR: 2020-2021 Member Organization: Northwestern University

Climate Toolkit to Prevent Sexual Harassment

Description of Work

Year : 2019-2020

Organization : University of Chicago

Document Type : Member Description of Work

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Prevention Program or Toolkits

University of Chicago created a toolkit to enable ecosystems (departments, colleges, academic leaders, etc.) to identify and develop a specialized roadmap for collective prevention of sexual harassment.TOPIC: Prevention Program or Toolkits | Using Evaluation to Inform Action YEAR: 2019-2020 Member Organization: University of Chicago

College Specific Climate Survey and Training

Description of Work

Year : 2020-2021

Organization : University of Tennessee, Knoxville

Document Type : Member Description of Work

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Anti-Sexual Harassment Education

The College of Veterinary Medicine at the University of Tennessee, Knoxville partnered with the Office of Title IX to develop and implement a college-specific climate survey. TOPIC: Anti-Sexual Harassment Education | Using Climate Assessment to Inform Action YEAR: 2020-2021 Member Organization: University of Tennessee, Knoxville

Collegiality through the Columbia Action Collaborative

Description of Work

Year : 2019-2020

Organization : Columbia University and Columbia University Irving Medical Center

Document Type : Member Description of Work

Topic - Prevention : Identifying and Reinforcing Community Values

Columbia University & Columbia University Irving Medical Center describe a Guide to Best Practices for Departmental Climate, aimed at providing faculty with resources to assess their local context. TOPIC: Identifying and Reinforcing Community Values YEAR: 2019-2020 Member Organization: Columbia University and Columbia University Irving Medical Center

Columbia Anti-Bullying Initiative

Description of Work

Year : 2022-2023

Organization : Columbia University and Columbia University Irving Medical Center

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Transparency and Communication

Columbia University initiated an anti-bulling effort involving defining bullying, establishing a standing committee for addressing culture and climate within the campus, creating an interim referral committee to receive and mediate reports of bullying, and identifying unit-based points of contact and coordinators in the Provosts office to address bullying. TOPIC: Addressing Gender Harassment and Disrespect | Transparency and Communication YEAR: 2022-2023 Member Organization: Columbia University/Columbia University Irving Medical Center

Communication and Bystander Skills Workshop

Description of Work

Year : 2019-2020

Organization : California Institute of Technology

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

California Institute of Technology describes a workshop, provided by the Equity and Title IX Office to STEM lab groups, aimed at improving lab climates using interactive scenarios and communication practice. TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: California Institute of Technology

Community Values Workshop

Description of Work

Year : 2019-2020

Organization : Yale University

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs, Identifying and Reinforcing Community Values

Yale University developed a community values workshop for graduate and professional students, to promote a culture of respect through bystander intervention. TOPIC: Identifying and Reinforcing Community Values | Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Yale University

Conducting a Campus Climate Survey

Description of Work

Year : 2020-2021

Organization : Salk Institute for Biological Studies

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Sharing the Results/Data from Evaluation

Salk Institute for Biological Studies conducted a campus climate survey to understand the working, training, and research environment from the perspective of individuals at Salk based on both the positions they occupy at Salk and their personal identities. TOPIC: Climate Survey/Measuring Prevalence | Sharing the Results/Data from Evaluation YEAR: 2020-2021 Member Organization: Salk Institute for Biological Studies

Conducting a Diversity, Equity, and Inclusion Informed Search: Training for Search Committees

Description of Work

Year : 2020-2021

Organization : Utah State University

Document Type : Partner Network Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

To encourage search committees to engage beyond written materials and with experts in the Office of Equity, Utah State University created and implemented an optional, 60-minute "live" training focused on how to conduct search informed by the principles of diversity, equity, and inclusion. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Partner Network Organization: Utah State University

Cones for Consent

Description of Work

Year : 2023-2024

Organization : Boston University

Document Type : Member Description of Work

Topic - Prevention : Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values

Boston University's new prevention program aims to promote a sex-positive tone and educate students about consent culture and sexual well-being through peer-led engagement events, social media posts, and resource fairs. TOPIC: Civility or Respect Promotion Programs | Identifying and Reinforcing Community ValuesYEAR: 2023-2024 Member Organization: Boston University

Confidential Advisors Embedded Counselors

Description of Work

Year : 2020-2021

Organization : University of Illinois at Urbana Champaign

Document Type : Member Description of Work

Topic - Remediation : Confidential Resources and Support Services

University of Illinois Urbana Champaign launched a program to embed confidential advisors that provide survivors with their rights and options, reduce barriers to services and next steps, advocate on the behalf of the survivor, and accompany the survivor to meetings or investigative hearings. TOPIC: Confidential Resources and Support Services YEAR: 2020-2021 Member Organization: University of Illinois at Urbana Champaign

Confidential Employee Materials

Description of Work

Year : 2024-2025

Organization : University of Kansas

Document Type : Member Description of Work

Topic - Reponse : Anonymous and Non-Mandatory Reporting

Topic - Prevention : Anti-Sexual Harassment Education

Topic - Remediation : Confidential Resources and Support Services

Summary: The University of Kansas has developed resources to educate confidential employees about their roles regarding mandatory reporting and provide resources for supporting complainants of sexual harassment while respecting confidentiality.Topic: Prevention: Anti-Sexual Harassment Education | Response: Anonymous and Non-Mandatory Reporting | Remediation: Confidential Resources and Support ServicesYear: 2024-2025

Consent Education Campaign

Description of Work

Year : 2019-2020

Organization : Johns Hopkins University

Document Type : Member Description of Work

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Civility or Respect Promotion Programs

Informed by results of a climate assessment, Johns Hopkins University created a consent campaign to promote respect and positive behaviors, rather than focusing on behaviors that should be avoided.TOPIC: Civility or Respect Promotion Programs | Using Evaluation to Inform Action YEAR: 2019-2020 Member Organization: Johns Hopkins University

Coordinated Care and Response

Description of Work

Year : 2020-2021

Organization : University of Southern California

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Improved Policies

To ensure consistent and equitable response, support, and processes for those reporting harassment, University of Southern California established a dedicated team and staff resources with primary responsibility for intake, outreach and support (separate and distinct from those dedicated to investigation and resolution efforts). TOPIC: Improved Policies | Addressing Gender Harassment and Disrespect YEAR: 2020-2021 Member Organization: University of Southern California

Core Values Behaviors

Description of Work

Year : 2019-2020

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Identifying and Reinforcing Community Values

Argonne National Laboratory implemented a campaign to identify, develop and reinforce shared community values to build buy-in for and underline the importance of a respectful research environment. TOPIC: Identifying and Reinforcing Community Values YEAR: 2019-2020 Member Organization: Argonne National Laboratory

Core Values Shout-Outs

Description of Work

Year : 2019-2020

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Civility or Respect Promotion Programs

Argonne National Laboratory created a program to reinforce community values while highlighting and rewarding positive behavior. TOPIC: Civility or Respect Promotion Programs YEAR: 2019-2020 Member Organization: Argonne National Laboratory

Counseling and Advocacy for Health and Professional Students

Description of Work

Year : 2019-2020

Organization : University of New Mexico

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Remediation : Confidential Resources and Support Services

University of New Mexico founded a new confidential advocacy center that provides expanded counseling and mental health services to both undergraduate and medical student populations. TOPIC: Trauma-Informed Programs and Practices | Confidential Resources and Support Services YEAR: 2019-2020 Member Organization: University of New Mexico

Courage Resource Pages

Description of Work

Year : 2021-2022

Organization : Center for Institutional Courage

Document Type : Partner Network Description of Work

Topic - Response : Transparency and Communication

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Prevention : Leadership Education and Skill Development

The Center for Institutional Courage created two resource pages - one for researchers and a second one for changemakers. TOPIC: Leadership Education and Skill Development | Transparency and Communication | Evaluating Policies and Procedures YEAR: 2021-2022 Partner Network Organization: Center for Institutional Courage

Creating Climates Resistant to Sexual Harassment

Description of Work

Year : 2019-2020

Organization : University of Michigan

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Leadership Education and Skill Development

University of Michigan created an anti-sexual harassment workshop for campus leaders which specifically emphasizes gender harassment and engages participants in unit-specific interactive work. TOPIC: Leadership Education and Skill Development | Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: University of Michigan

Creating Male Allies and Champions

Description of Work

Year : 2020-2021

Organization : Santa Barbara City College

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs, Anti-Sexual Harassment Education

Santa Barbara City College piloted instructional modules aimed at creating male allies and champions in undergraduate populations with respect to gender issues and sexual harassment. TOPIC: Anti-Sexual Harassment Education | Ally or Ambassador Programs YEAR: 2020-2021 Member Organization: Santa Barbara City College

Creating Transparency and Clarity about Gender and Sexual Harassment by Updating Policies and Procedures

Description of Work

Year : 2022-2023

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Improved Policies,Transparency and Communication

Argonne National Laboratory created recommendations to strengthen policies and procedures related to gender and sexual harassment intended to safeguard against harm that may arise from such misconduct. TOPIC: Addressing Gender Harassment and Disrespect | Improved Policies | Transparency and Communication YEAR: 2022-2023 Member Organization: Argonne National Laboratory

Creating a Centralized Front Door and Online Portal for Pregnancy and Related Conditions Support

Description of Work

Year : 2024-2025

Organization : University of Washington

Document Type : Member Description of Work

Topic - Response : Other Remediation

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The University of Washington launched a centralized online portal to streamline and standardize support for students and employees experiencing pregnancy and related conditions, improving access, equity, and transparency across campuses.Topic: Prevention: Hiring, Promotion, Advancement, and Admissions Practices | Response: Improved Policies | Remediation: Other Remediation Year: 2024-2025

Creating a Community-based Network for Addressing Harassment

Description of Work

Year : 2021-2022

Organization : Cold Spring Harbor Laboratory

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Ally or Ambassador Programs

Topic - Organizational Change : Coordinated Community Response

Cold Spring Harbor Laboratory is using a community-wide task force to develop mechanisms for raising visibility about sexual harassment-related resources, to identify gaps in current policies and procedures, and to create a civility code. TOPIC: Ally or Ambassador Programs | Transparency and Communication | Coordinated Community Response YEAR: 2021-2022 Member Organization: Cold Spring Harbor Laboratory

Creating a Systemwide Sexual Misconduct Prevention Program

Description of Work

Year : 2023-2024

Organization : University of Minnesota

Document Type : Member Description of Work

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Prevention Program or Toolkits

Topic - Organizational Change : Community Readiness for Change, Diverse Stakeholder Partnerships

The University of Minnesota launched a program to expand sexual misconduct prevention efforts throughout all five system campuses and develop systemwide policies, including staff and faculty training, to prevent and respond to sexual misconduct. TOPIC: Prevention Program or Toolkits | Using Evaluation to Inform Action | Community Readiness for Change | Diverse Stakeholder PartnershipsYEAR: 2023-2024 Member Organization: University of Minnesota

Creating a Welcoming Campus Environment Navigating Power Dynamics Training

Description of Work

Year : 2021-2022

Organization : Utah State University

Document Type : Partner Network Description of Work

Topic - Prevention : Leadership Education and Skill Development

Topic - Remediation : Reducing Power Differentials

Utah State University created, implemented, and evaluated a power dynamics training for faculty, staff, and graduate students. TOPIC: Leadership Education and Skill Development | Reducing Power Differentials YEAR: 2021-2022 Partner Network Organization: Utah State University

Creating and Implementing an Informal Resolution Process for Sexual Misconduct Claims

Description of Work

Year : 2020-2021

Organization : Vanderbilt University

Document Type : Member Description of Work

Topic - Response : Improved Policies

Vanderbilt University constructed a new informal resolution process, including determining how to document the parties' agreement to participate, the standard terms and conditions that would be included in any resolution agreement, and how to guide parties through the process. TOPIC: Improved Policies YEAR: 2020-2021 Member Organization: Vanderbilt University

Creation of Division-specific Year-Long Curriculum with Active and Passive Programming on Sexual Harassment Prevention for Graduate Students, Faculty and Staff

Description of Work

Year : 2021-2022

Organization : University of Chicago

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Anti-Sexual Harassment Education, Leadership Education and Skill Development

The University of Chicago, recognizing the unique needs of graduate and professional students, implemented division-specific SH training and communication over the period of one year for these groups and their faculty/staff. TOPIC: Anti-Sexual Harassment Education | Leadership Education and Skill Development | Transparency and Communication YEAR: 2021-2022 Member Organization: University of Chicago

Creation of Men As Allies Groups

Description of Work

Year : 2019-2020

Organization : Children's Hospital Los Angeles

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs

To work towards making all members of its community responsible for reducing sexual harassment, Children's Hospital Los Angeles created a program to foster male allyship for women and gender equity issues.TOPIC: Ally or Ambassador Programs YEAR: 2019-2020 Member Organization: Children's Hospital Los Angeles

Creation of Prevention Education, Assistance and Resources Dept

Description of Work

Year : 2022-2023

Organization : University of Michigan

Document Type : Member Description of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Prevention : Anti-Sexual Harassment Education, Leadership Education and Skill Development, Prevention Program or Toolkits

University of Michigan created a prevention program for faculty and staff by running prevention trainings, leadership consultation, and restorative community support. TOPIC: Anti-Sexual Harassment Education | Leadership Education and Skill Development | Prevention Program or Toolkits | Restorative/Transformative Justice and Alternative Resolutions YEAR: 2022-2023 Member Organization: University of Michigan

Creation of a Student Ambassador Program in the Office of Community Standards (OCS)

Description of Work

Year : 2023-2024

Organization : University of Connecticut

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

The University of Connecticut created a student ambassador program to provide peer support for students involved in the conduct processes. TOPIC: Transparency and CommunicationYEAR: 2023-2024 Member Organization: University of Connecticut

Creation of a Workshop Training Tool Targeting Principal Investigators in Lab Settings

Description of Work

Year : 2022-2023

Organization : University of Chicago

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

The University of Chicago's CARES center has developed educational tools to address graduate student harassment, including a workshop for new PIs to build safer and more inclusive lab culture and climate. TOPIC: Leadership Education and Skill Development YEAR: 2022-2023 Member Organization: University of Chicago

Creation of the Office of Diversity, Equity and Inclusion

Description of Work

Year : 2019-2020

Organization : Children's Hospital Los Angeles

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Children's Hospital Los Angeles established a formal Office of Diversity, Equity and Inclusion led by a senior-level positionholder reporting to the CEO. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: Children's Hospital Los Angeles

Creation of the UChicago Center for Awareness Response Education and Support

Description of Work

Year : 2020-2021

Organization : University of Chicago

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Evaluation : Using Evaluation to Inform Action

Based on the results of a climate survey, University of Chicago established a centralized office for individuals reporting harm and seeking support. TOPIC: Trauma-Informed Programs and Practices | Using Climate Assessments to Inform Action YEAR: 2020-2021 Member Organization: University of Chicago

Creation of the Women's Initiative Network (WIN) Enterprise Resource Groups

Description of Work

Year : 2019-2020

Organization : Children's Hospital Los Angeles

Document Type : Member Description of Work

Topic - Prevention : Other Prevention

Children's Hospital Los Angeles developed Enterprise Resource Groups to positively impact climate by strengthening mentoring and social networks. TOPIC: Other Prevention YEAR: 2019-2020 Member Organization: Children's Hospital Los Angeles

Creation, Publication, and Rollout of Code of Conduct

Description of Work

Year : 2021-2022

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Response : Embedding with Research Integrity, Improved Policies

Topic - Prevention : Identifying and Reinforcing Community Values

Topic - Organizational Change : Procedural Justice

Argonne National Laboratory's Steering Committee gathered community feedback to create and implement a code of conduct that addresses gender- and sexual-harassment. TOPIC: Identifying and Reinforcing Community Values | Embedding with Research Integrity | Improved Policies | Procedural Justice YEAR: 2021-2022 Member Organization: Argonne National Laboratory

Cultivating an Inclusive Community (CIC)

Description of Work

Year : 2019-2020

Organization : Dartmouth College

Document Type : Member Description of Work

Topic - Prevention : Civility or Respect Promotion Programs

Dartmouth College designed workshops to facilitate community discussions and action on issues of gender inequity, power differentials, and other identity-based injustices. TOPIC: Civility or Respect Promotion Programs YEAR: 2019-2020 Member Organization: Dartmouth College

Culture of Respect

Description of Work

Year : 2020-2021

Organization : West Virginia University

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Policies and Procedures

West Virginia University began an internal evaluation process aimed at identifying gaps in prevention and response efforts to establish a baseline to benchmark policy and program work. TOPIC: Evaluating Policies and Procedures YEAR: 2020-2021 Member Organization: West Virginia University

Customizable in-person harassment

Description of Work

Year : 2019-2020

Organization : Northwestern University

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Prevention Program or Toolkits

Northwestern created a customized, department-specific anti-sexual harassment training. TOPIC: Anti-Sexual Harassment Education | Prevention Program or Toolkits YEAR: 2019-2020 Member Organization: Northwestern University

Defining our Values

Description of Work

Year : 2022-2023

Organization : Salk Institute for Biological Studies

Topic - Prevention : Identifying and Reinforcing Community Values

Topic - Organizational Change : Diverse Stakeholder Partnerships

Following their inaugural climate survey, Salk Institute defined their organizational values through a process that involved individuals at all levels, roles, and tenure with the organization. TOPIC: Identifying and Reinforcing Community Values | Diverse Stakeholder Partnerships YEAR: 2022-2023 Member Organization: Salk Institute for Biological Studies

Departmental Conduct Policies

Description of Work

Year : 2019-2020

Organization : University of California, Santa Barbara

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

UC Santa Barbara describes a plan for fostering greater institutional awareness of campus policies and resources. TOPIC: Transparency and Communication YEAR: 2019-2020 Member Organization: University of California, Santa Barbara

Develop additional processes to address Sexual Harassment and Sexual Misconduct

Description of Work

Year : 2022-2023

Organization : Northwestern University

Document Type : Member Description of Work

Topic - Response : Improved Policies, Restorative/Transformative Justice and Alternative Resolutions, Trauma-Informed Programs and Practices

Northwestern University's Office of Civil Rights and Title IX Compliance conducted a review of the university's policies and implemented multiple forms of alternative resolution to address discrimination, harassment, and sexual misconduct issues with plans for future training, resources, and evaluation. TOPIC: Improved Policies | Restorative/Transformative Justice and Alternative Resolutions | Trauma-Informed Programs and Practices YEAR: 2022-2023 Member Organization: Northwestern University

Develop and Institute Periodic Climate Survey

Description of Work

Year : 2019-2020

Organization : University of California, Santa Barbara

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

UC Santa Barbara finalized a plan for implementing a campus climate survey, describing how to build upon previous assessments, how to compile and distribute data, and the need to publicly share and discuss analyzed results. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: University of California, Santa Barbara

Developing an alternative resolution structure for harassment cases and improving leadership response to conflict

Description of Work

Year : 2023-2024

Organization : Virginia Tech

Document Type : Member Description of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Prevention : Leadership Education and Skill Development

Topic - Remediation : Other Remediation

Virginia Tech develops two projects that aim to establish alternative resolution processes for sexual harassment and misconduct cases, and to provide restorative justice training for university leaders to enhance campus culture and interactions. TOPIC: Leadership Education and Skill Development | Restorative/Transformative Justice and Alternative Resolutions | Other Remediation YEAR: 2023-2024 Member Organization: Virginia Tech

Development and Implementation of an Organizational Climate Assessment Tool

Description of Work

Year : 2020-2021

Organization : University of Minnesota

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Identifying and Reinforcing Community Values

University of Minnesota developed and piloted a tool for assessing departmental climate and culture. TOPIC: Identifying and Reinforcing Community Values | Improved Policies | Using Evaluation to Inform Action YEAR: 2020-2021 Member Organization: University of Minnesota

Development and Implementation of an Organizational Climate Assessment Tool Lessons Learned

Description of Work

Year : 2021-2022

Organization : University of Minnesota

Document Type : Member Description of Work

Topic - Evaluation : Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action, Other Evaluation

The University of Minnesota shared lessons learned from the completion of their pilot of a Climate Assessment Tool to better understand climate at the department level. TOPIC: Sharing the Results/Data from Evaluation | Using Evaluation to Inform Action | Other Evaluation YEAR: 2021-2022 Member Organization: University of Minnesota

Development of Memorandum of Understanding (MOU) between UM and Roxcy Bolton Rape Treatment Center

Description of Work

Year : 2020-2021

Organization : University of Miami

Document Type : Member Description of Work

Topic - Remediation : Other Remediation

University of Miami formalized and strengthened its relationship with a local rape treatment center to increase access to services and provide more coordinated support to survivors of sexual harassment. TOPIC: Other Remediation YEAR: 2020-2021 Member Organization: University of Miami

Development of a Leadership Competency Model that Integrates into All Elements of the Talent Lifecycle

Description of Work

Year : 2022-2023

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Leadership Education and Skill Development

Argonne National Laboratory developed a set of key competencies for successful leaders that they are working to implement within the lab's hiring processes and to use in the creation of educational programs. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Leadership Education and Skill Development YEAR: 2022-2023 Member Organization: Argonne National Laboratory

Development of the Columbia University LGBTQ+ Resource Guide

Description of Work

Year : 2020-2021

Organization : Columbia University and Columbia University Irving Medical Center

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Columbia University and Columbia University Irving Medical Center created a guide that provides faculty and staff with tools and resources to improve the climate for LGBTQ+ students, staff, and faculty. TOPIC: Identifying and Reinforcing Community Values | Hiring, Promotion, Advancement, and Admissions Practices | Addressing Gender Harassment and DisrespectYEAR: 2020-2021 Member Organization: Columbia University and Columbia University Irving Medical Center

Development, Testing, and Launch of the Staff and Faculty Wayfinder Website

Description of Work

Year : 2022-2023

Organization : University of New Mexico

Document Type : Member Description of Work

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Evaluation : Qualitative Research, Using Evaluation to Inform Action

Topic - Organizational Change : Diverse Stakeholder Partnerships

Building on previous work, University of New Mexico successfully launched their private, trauma-informed website for employees to navigate campus resources for harassment with a user-centered focus and plans for evaluation and improvement. TOPIC: Transparency and Communication | Trauma-Informed Programs and Practices | Qualitative Research | Using Evaluation to Inform Action | Diverse Stakeholder Partnerships YEAR: 2022-2023 Member Organization: University of New Mexico

Discrimination and Harassment Response Office Data Dashboard

Description of Work

Year : 2024-2025

Organization : Massachusetts Institute of Technology

Document Type : Memeber Description of Work

Topic - Response : Transparency and Communication

Topic - Evaluation : Other Evaluation, Sharing the Results/Data from Evaluation

MIT launched an interactive tool to enhance transparency and accessibility of incident report data, featuring visual insights and categories to analyze incidents involving students, faculty, and staffTopic: Response: Transparency and Communication | Evaluation: Sharing the Results/Data from Evaluation | Evaluation: Other Evaluation Year: 2024-2025

Distinguished Scholars Award

Description of Work

Year : 2020-2021

Organization : Icahn School of Medicine at Mount Sinai

Document Type : Partner Network Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Icahn School of Medicine at Mount Sinai established a competitive funding process to support junior faculty members with independent research programs who are also integrating family caretaking responsibilities into their careers. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Partner Network Organization: Icahn School of Medicine at Mount Sinai

Diverse Candidate Slate Policy

Description of Work

Year : 2020-2021

Organization : Northwestern University

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

With the goal of creating more diverse candidate pools, Northwestern University implemented a new policy setting expectations for individuals and organizations who participate in the recruitment and hiring of staff positions. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Member Organization: Northwestern University

Diversity Advisors

Description of Work

Year : 2019-2020

Organization : Washington University in St. Louis

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Washington University in St. Louis created a toolkit and program to train faculty liaisons to enhance faculty search and hiring process to reduce bias and broaden the diversity of the candidate pool.TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: Washington University in St. Louis

Diversity Statements in Faculty Hiring & Promotion

Description of Work

Year : 2019-2020

Organization : University of California, Santa Barbara

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

UC Santa Barbara finalized a plan to enhance equity in hiring and promotion processes, including the incorporation of diversity statements into the faculty hiring process, providing resources to candidates for creating such statements, and training search committees in evaluating contributions to diversity and mitigating bias. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: University of California, Santa Barbara

Documented Discussions

Description of Work

Year : 2023-2024

Organization : University of California, Santa Cruz

Topic - Response : Improved Policies

UC Santa Cruz has implemented a "Documented Discussions" protocol to address faculty conduct concerns that do not warrant formal disciplinary action. TOPIC: Improved PoliciesYEAR: 2023-2024 Member Organization: University of California, Santa Cruz

Doris Duke Charitable Foundation's COVID-19 Fund to Retain Clinical Scientists Expansion of the Distinguished Scholar Award

Description of Work

Year : 2021-2022

Organization : Icahn School of Medicine at Mount Sinai

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Icahn School of Medicine at Mount Sinai expanded the Distinguished Scholar Award to increase funding for junior faculty caregivers during the COVID-19 pandemic. They conducted a needs assessment to determine funding needs and are creating a mentoring network for funded scholars. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2021-2022 Member Organization: Icahn School of Medicine at Mount Sinai

Draft Strategic Plan for Graduate Advising and Mentoring at MIT

Description of Work

Year : 2021-2022

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Prevention : Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values

Topic - Remediation : Other Remediation

Topic - Organizational Change : Diverse Stakeholder Partnerships

The Massachusetts Institute of Technology created a strategic plan to improve graduate student-advisor relationships, including civility promotion and properly addressing negative advising behaviors. TOPIC: Civility or Respect Promotion Programs | Identifying and Reinforcing Community Values | Other Remediation | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: Massachusetts Institute of Technology

Drafting and Implementing Relevant Policies

Description of Work

Year : 2019-2020

Organization : American University in Cairo

Document Type : Member Description of Work

Topic - Response : Improved Policies

American University in Cairo describes creating new and revising existing policies that are consistent with both US and local laws.TOPIC: Improved Policies YEAR: 2019-2020 Member Organization: American University in Cairo

Educational Program for Student Respondents

Description of Work

Year : 2019-2020

Organization : Washington University in St. Louis

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Remediation : Reintegration Strategies and Programs

Washington University in St. Louis created an educational program for reintegrating students that have been found responsible for violating sexual misconduct policies.TOPIC: Reintegration Strategies and Programs | Trauma-Informed Programs and Practices YEAR: 2019-2020 Member Organization: Washington University in St. Louis

Embedding the Values of Diversity, Inclusion, and Respect

Description of Work

Year : 2019-2020

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Kansas and University of Kansas Medical Center implemented new practices to support more diverse and equitable faculty/staff hiring. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: University of Kansas and University of Kansas Medical Center

Employee Exit Surveys

Description of Work

Year : 2023-2024

Organization : Washington University in St. Louis

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Evaluation : Climate Survey/Measuring Prevalence, Other Evaluation

Washington University introduced an Exit Survey for departing employees with a focus on addressing issues such as harassment, discrimination, and overall workplace satisfaction. TOPIC: Anonymous and Non-Mandatory Reporting | Climate Survey/Measuring Prevalence | Other Evaluation YEAR: 2023-2024 Member Organization: Washington University in St. Louis

Enhance Search Policies and Procedures to Emphasis Campus Goal

Description of Work

Year : 2019-2020

Organization : University of Massachusetts, Amherst

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Massachusetts, Amherst initiated a multi-pronged approach to supporting more equitable hiring procedures. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: University of Massachusetts, Amherst

Enhancing the University-Wide Parental Leave Policy

Description of Work

Year : 2021-2022

Organization : University of Arizona

Document Type : Partner Network Descriptions of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The University of Arizona expanded and revised their parental leave policy to expand leave options for paid and unpaid leave, use gender neutral language, and expand eligibility to include other situations that qualify for parental leave. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2021-2022 Partner Network Organization: University of Arizona

Evaluating a Comprehensive & Mandatory 4-Year Sexual Violence Prevention Curriculum for Undergraduate Students

Description of Work

Year : 2020-2021

Organization : Dartmouth College

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Prevention Programs

Dartmouth College conducted academic research and evaluation for a multi-year sexual violence prevention curriculum designed for undergraduate students. TOPIC: Evaluating Prevention Programs YEAR: 2020-2021 Member Organization: Dartmouth College

Evaluation

Description of Work

Year : 2020-2021

Organization : Rutgers University

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Other Evaluation, Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action

Rutgers University administered a climate survey on two campuses, disseminated climate survey results from another campus with the community, and began developing a university-wide survey based on the ARC3 instrument. TOPIC: Climate Survey/Measuring Prevalence | Sharing the Results/Data from Evaluation | Using Evaluation to Inform Action | Other Evaluation YEAR: 2020-2021 Member Organization: Rutgers University

Exit Survey Follow-up

Description of Work

Year : 2021-2022

Organization : Lawrence Berkeley National Laboratory

Document Type : Partner Network Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Evaluation : Other Evaluation, Qualitative Research

Lawrence Berkeley National Laboratory analyzed exit survey data from former staff to understand climate-related turnover. They then used anonymized data to deliver feedback to leaders. TOPIC: Anonymous and Non-Mandatory Reporting | Qualitative Research | Other Evaluation YEAR: 2021-2022 Partner Network Organization: Lawrence Berkeley National Laboratory

Expanded Gender-Inclusive Options for Employees

Description of Work

Year : 2022-2023

Organization : Harvard University

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Harvard University has added more gender identity options, created with input from their campus's LGBTQ+ Community Coalition, to its internal people management system to better reflect the diversity of its community. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community Values | Improved Policies YEAR: 2022-2023 Member Organization: Harvard University

Expanding Restorative Practices Resources

Description of Work

Year : 2023-2024

Organization : Yale University

Document Type : Member Description of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Yale University is launching a campus-wide restorative practices initiative aimed at strengthening community relationships and providing alternative resolutions for addressing harm. TOPIC: Restorative/Transformative Justice and Alternative ResolutionsYEAR: 2023-2024 Member Organization: Yale University

Expanding Supervisor Performance Appraisals to Include Core Values

Description of Work

Year : 2022-2023

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Argonne National Laboratory has developed a process for evaluating supervisors on their Core Values in their annual performance appraisal. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2022-2023 Member Organization: Argonne National Laboratory

Expanding employee performance appraisals to include Core Values

Description of Work

Year : 2023-2024

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Argonne National Laboratory has developed a process for all employees to be evaluated on the Laboratory's Core Values during their annual performance appraisals. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community ValuesYEAR: 2023-2024 Member Organization: Argonne National Laboratory

Expanding the Equity Advisor Program

Description of Work

Year : 2020-2021

Organization : Lawrence Berkeley National Laboratory

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Lawrence Berkeley National Laboratory implemented a program that trains and supports individuals that serve as peers and voting members on search committees, to ensure search and promotion committess are inviting inclusivity and upholding the principles of equal opportunity throughout the evaluation processes. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Member Organization: Lawrence Berkeley National Laboratory

Expansion of Department and Graduate Group Chair Training

Description of Work

Year : 2019-2020

Organization : University of California, Merced

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

UC Merced describes a plan to embed sexual harrassment training for leadership with existing convenings. TOPIC: Leadership Education and Skill Development YEAR: 2019-2020 Member Organization: University of California, Merced

Exploration of Reference Check Transparency Related to Concluded or Ongoing Investigations Involving Employees

Description of Work

Year : 2020-2021

Organization : Los Angeles Community College District

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Transparency and Communication

Los Angeles Community College District began collecting information around how to implement the practice of requiring new employees to sign a consent waiver that gives the institution prospective permission to share with any institutions who may seek out reference information on them. TOPIC: Addressing Gender Harassment and Disrespect | Transparency and Communication YEAR: 2020-2021 Member Organization: Los Angeles Community College District

Faculty Cluster Hire Pilot Implementation

Description of Work

Year : 2022-2023

Organization : Santa Barbara City College

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Santa Barbara City College developed a tenure faculty hiring cluster project to implement anti-racist hiring practices and diversify the faculty. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community Values YEAR: 2022-2023 Member Organization: Santa Barbara City College

Faculty DEI Training and Toolkit

Description of Work

Year : 2019-2020

Organization : Northwestern University

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development, Prevention Program or Toolkits

Northwestern University created a training and a toolkit to help faculty leaders assess and address inclusion in their unit. TOPIC: Leadership Education and Skill Development | Prevention Program or Toolkits | Other Evaluation YEAR: 2019-2020 Member Organization: Northwestern University

Faculty Equity Advisors Program

Description of Work

Year : 2019-2020

Organization : University of California, Riverside

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs

UC Riverside created a program to train and empower faculty leaders to serve as department-level DEI-focused support for all community members, including working with search committees, providing mentorship, and addressing department-level tensions (harassment and bullying, pay equity, service work, teaching load disparities, etc.). TOPIC: Ally or Ambassador Programs YEAR: 2019-2020 Member Organization: University of California, Riverside

Faculty Leadership Engagement and Training

Description of Work

Year : 2019-2020

Organization : Carnegie Mellon University

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

Following a series of information-gathering town halls, Carnegie Mellon University developed a faculty leadership development progam on supporting students experiencing mental health challenges. TOPIC: Leadership Education and Skill Development YEAR: 2019-2020 Member Organization: Carnegie Mellon University

Faculty Mentoring

Description of Work

Year : 2019-2020

Organization : University of Massachusetts, Amherst

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Remediation : Reducing Power Differentials

University of Massachusetts Amherst describes two steps taken towards supporting professional development of new faculty: the creation of an Office of Faculty Development and addition of a new requirement for a departmental faculty mentoring plan when hiring tenure track faculty. TOPIC: Reducing Power Differentials | Improved Policies | Using Evaluation to Inform Action YEAR: 2019-2020 Member Organization: University of Massachusetts, Amherst

Faculty Misconduct Reference Checks

Description of Work

Year : 2020-2021

Organization : The Ohio State University

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The Ohio State University developed a plan to implement policies to prevent the hiring of faculty who have engaged in misconduct at previous institutions. TOPIC: Evaluating Policies and Procedures | Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Member Organization: The Ohio State University

Faculty Senate Legislation

Description of Work

Year : 2020-2021

Organization : University of Washington

Document Type : Member Description of Work

Topic - Response : Improved Policies, Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Washington Faculty Senate passed four pieces of legislation aimed at promoting social justice for marginalized groups and assisting those who have experience negative outcomes as a result of the COVID-19 pandemic or economic crises. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Improved Policies | Transparency and CommunicationYEAR: 2020-2021 Member Organization: University of Washington

Faculty and Staff Training Initiative

Description of Work

Year : 2020-2021

Organization : Rutgers University

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs, Anti-Sexual Harassment Education, Bystander Intervention Programs, Prevention Program or Toolkits

Rutgers University improved training initiatives to utilize a more intersectional lens, incorporate trauma-informed practices, and tailor to different contexts and populations. TOPIC: Bystander Intervention Programs | Anti-Sexual Harassment Education | Ally or Ambassador Programs | Prevention Program or Toolkits YEAR: 2020-2021 Member Organization: Rutgers University

Field Safety 201 Preventing and Managing Discrimination, Sexual Harassment, and Sexual Violence in the Field

Description of Work

Year : 2021-2022

Organization : University of California, Irvine

Document Type : Partner Network Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs, Prevention Program or Toolkits

Topic - Organizational Change : Diverse Stakeholder Partnerships

The University of California, Irvine created and implemented a six-hour sexual harassment workshop specifically for science graduate students doing field work. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs | Prevention Program or Toolkits | Diverse Stakeholder Partnerships YEAR: 2021-2022 Partner Network Organization: University of California, Irvine

Field Safety and Prevention Guide

Description of Work

Year : 2020-2021

Organization : University of California, Berkeley

Document Type : Member Description of Work

Topic - Prevention : Prevention Program or Toolkits

University of California, Berkeley developed and disseminated a guide for faculty equity advisors and field site coordinators who are responsible for creating safe, welcoming environments for scholarly and professional activities. TOPIC: Prevention Program or Toolkits YEAR: 2020-2021 Member Organization: University of California, Berkeley

First Year Activities

Description of Work

Year : 2020-2021

Organization : Center for Institutional Courage

Document Type : Partner Network Description of Work

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Prevention : Leadership Education and Skill Development

The Center for Institutional Courage established two initiatives aimed at disseminating existing research on and facilitate new research about institutional courage: a bimonthly newsletter and a research grant program. TOPIC: Leadership Education and Skill Development | Trauma-Informed Programs and Practices | Transparency and Communication YEAR: 2020-2021 Partner Network Organization: Center for Institutional Courage

Five Year Review Faculty Retention with an Equity Lens

Description of Work

Year : 2021-2022

Organization : University of Arizona

Document Type : Member Description of Work

Topic - Evaluation : Other Evaluation

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The University of Arizona reviewed faculty hiring and retention demographics in an effort to increase equity and assess the climate. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Other EvaluationYEAR: 2021-2022 Member Organization: Michigan State University

Gender Equity Action Teams

Description of Work

Year : 2022-2023

Organization : Icahn School of Medicine at Mount Sinai

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

Topic - Organizational Change : Diverse Stakeholder Partnerships

The Icahn School of Medicine at Mount Sinai created three Gender Equity Action Teams (GrEAT) that will work to operationalize and pilot community-generated initiatives in the institution. TOPIC: Leadership Education and Skill Development | Diverse Stakeholder Partnerships YEAR: 2022-2023 Member Organization: Icahn School of Medicine at Mount Sinai

Gender Policy Integration

Description of Work

Year : 2022-2023

Organization : American University in Cairo

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

American University in Cairo is reviewing and revising its policies, practices, and procedures through a Gender Policy Working Group, which has identified three policies for consideration. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Improved Policies YEAR: 2022-2023 Member Organization: American University in Cairo

Going Off Script A men's program

Description of Work

Year : 2020-2021

Organization : Stanford University

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

Stanford University created a new prevention program focused on the prevention of sexual and relationship violence and the promotion of healthy sexualities among men-identified people. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs | Evaluating Policies and Procedures YEAR: 2020-2021 Member Organization: Stanford University

Greatly Expanded Program of Climate Surveys

Description of Work

Year : 2019-2020

Organization : Rutgers University

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

Rutgers University describes a suite of climate evaluation efforts with an intentional focus on assessing sexual harassment and surveying new populations. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: Rutgers University

Guaranteed Transitional Support Program

Description of Work

Year : 2020-2021

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Topic - Remediation : Other Remediation, Preventing Retaliation, Reducing Power Differentials, Reintegration Strategies and Programs

Massachusetts Institute of Technology implemented an institution-wide program aimed at providing graduate students guaranteed transitional funding should they wish to change advisors or groups; this action formalizes existing processes by making them more clear, accessible, and widely known, helping students in unhealthy advising relationships know where to turn to get help. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Preventing Retaliation | Reintegration Strategies and Programs | Reducing Power Differentials | Other RemediationYEAR: 2020-2021 Member Organization: Massachusetts Institute of Technology

Guidance and Resources for Designating Ombuds as Confidential Employees

Description of Work

Year : 2023-2024

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Improved Policies

Topic - Remediation : Confidential Resources and Support Services

The International Ombuds Association has provided resources to help institutions structure their ombuds offices to meet confidential employee requirements. TOPIC: Anonymous and Non-Mandatory Reporting | Improved Policies | Confidential Resources and Support ServicesYEAR: 2023-2024 Member Organization: International Ombudsman Association

Guidance for Pregnant and Parenting Students Resource

Description of Work

Year : 2019-2020

Organization : University of Miami

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Other Prevention

University of Miami consolidataed information and resources for pregnant and parenting students into a single, publicly available guide. TOPIC: Other Prevention | Transparency and Communication YEAR: 2019-2020 Member Organization: University of Miami

Harvard Kennedy School Culture Ambassadors Program

Description of Work

Year : 2021-2022

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs, Hiring, Promotion, Advancement, and Admissions Practices, Leadership Education and Skill Development

Harvard Kennedy School is forming a network of Culture Ambassadors from across campus to share resources and facilitate conversations about inclusivity. TOPIC: Ally or Ambassador Programs | Hiring, Promotion, Advancement, and Admissions Practices | Leadership Education and Skill DevelopmentYEAR: 2021-2022 Member Organization: Harvard University

Harvard Medical School's Sexual and Gender Minorities (SGM) Health Equity Initiative

Description of Work

Year : 2020-2021

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Ally or Ambassador Programs, Leadership Education and Skill Development

Harvard University finalized a three-year plan to support the development of a medical workforce that understands how a practice inclusive of sexual and gender minority patients can contribute to an environment free from sexual harassment. TOPIC: Leadership Education and Skill Development | Ally or Ambassador Programs YEAR: 2020-2021 Member Organization: Harvard University

Harvard University Resource for Online Anonymous Disclosures

Description of Work

Year : 2019-2020

Organization : Harvard University

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Harvard University created and piloted a resource for online anonymous disclosure of sexual harassment experiences. TOPIC: Anonymous and Non-Mandatory Reporting YEAR: 2019-2020 Member Organization: Harvard University

Higher Education After #MeToo Institutional responses to reports of gender-based violence and harassment

Description of Work

Year : 2022-2023

Organization : The 1752 Group

Document Type : Partner Network Description of Work

Topic - Response : Improved Policies

Topic - Evaluation : Qualitative Research

Topic - Remediation : Other Remediation

The 1752 Group conducted interviews with students and staff to evaluate their experience and perception of institutional responses to gender-based violence and harassment, resulting in training development for staff that handles these institutional responses. TOPIC: Improved Policies | Other Remediation | Qualitative Research YEAR: 2022-2023 Partner Network Organization: The 1752 Group

Hiring for competency through attending to DEI issues in hiring

Description of Work

Year : 2019-2020

Organization : City College of New York

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Prevention Programs

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

City College of New York trained faculty and staff hiring committees in cultural competence, from which the institution piloted various initiatives around candidate interview questions and addition of a "diversity statement" requirement in applications. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Evaluating Prevention ProgramsYEAR: 2019-2020 Member Organization: City College of New York

Husky Prevention & Response Course

Other

Year : 2021-2022

Organization : University of Washington

Document Type : Member Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Trauma-Informed Programs and Practices

Topic - Prevention : Anti-Sexual Harassment Education, Identifying and Reinforcing Community Values

The University of Washington created a training which incorporates reduction of sexual and gender harassment, as well as taking a trauma-informed approach to response. TOPIC: Anti-Sexual Harassment Education | Identifying and Reinforcing Community Values | Addressing Gender Harassment and Disrespect | Trauma-Informed Programs and Practices YEAR: 2021-2022 Member Organization: University of Washington

Husky Prevention & Response Course Evaluation Initiative

Description of Work

Year : 2022-2023

Organization : University of Washington

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Prevention Programs

The University of Washington describes a detailed evaluation plan for a training program for employees on sex and gender-based violence prevention and response. TOPIC: Evaluating Prevention Programs YEAR: 2022-2023 Member Organization: University of Washington

Identifying and Empowering Community Values

Description of Work

Year : 2019-2020

Organization : Fort Lewis College

Document Type : Member Description of Work

Topic - Prevention : Identifying and Reinforcing Community Values

Topic - Remediation : Other Remediation

Fort Lewis College created an initiative to reconcile institutional harm to Native American communities. TOPIC: Identifying and Reinforcing Community Values | Other Remediation YEAR: 2019-2020 Member Organization: Fort Lewis College

Identifying and Reinforcing Community Values to Emphasize Our Commitment to a Culture of Diversity, Inclusion, and Respect at Salk

Description of Work

Year : 2019-2020

Organization : Salk Institute for Biological Studies

Document Type : Member Description of Work

Topic - Prevention : Identifying and Reinforcing Community Values

The Salk Institute for Biological Studies describes a number of platforms being used to reinforce shared values. TOPIC: Identifying and Reinforcing Community Values YEAR: 2019-2020 Member Organization: Salk Institute for Biological Studies

Implementation of Pre-Departure Trainings for Field Trips

Description of Work

Year : 2023-2024

Organization : Santa Barbara City College

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Prevention : Anti-Sexual Harassment Education, Identifying and Reinforcing Community Values

Santa Barbara City College has implemented pre-departure meetings focusing on sexual harassment prevention and reporting resources for undergraduate field trips and overnight student club events. TOPIC: Anti-Sexual Harassment Education | Identifying and Reinforcing Community Values | Anonymous and Non-Mandatory ReportingYEAR: 2023-2024 Member Organization: Santa Barbara City College

Implementation of an Affirmative Consent Definition

Description of Work

Year : 2022-2023

Organization : Utah State University

Document Type : Partner Network Description of Work

Topic - Response : Improved Policies

In February 2023, Utah State University updated it's sexual harassment polices to align with best practices, including clarity on definitions of consent and expectations for students and staff. TOPIC: Improved Policies YEAR: 2022-2023 Partner Network Organization: Utah State University

Implementation of new Sexual and Interpersonal Misconduct and Title IX Policy and Procedure

Description of Work

Year : 2022-2023

Organization : Olin College of Engineering

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Improved Policies, Transparency and Communication

Topic - Remediation : Confidential Resources and Support Services

Olin College of Engineering implemented a new policy in August 2022 to include misconduct that does rise to the level of Title IX, limits mandatory reporting, and created confidential staff positions. TOPIC: Anonymous and Non-Mandatory Reporting | Improved Policies | Transparency and Communication | Confidential Resources and Support Services YEAR: 2022-2023 Member Organization: Olin College of Engineering

Implementing and Evaluating a New Office of Professionalism

Description of Work

Year : 2022-2023

Organization : Columbia University and Columbia University Irving Medical Center

Topic - Response : Addressing Gender Harassment and Disrespect, Restorative/Transformative Justice and Alternative Resolutions, Transparency and Communication

Topic - Prevention : Identifying and Reinforcing Community Values

Columbia University Irving Medical Center's Office of Professionalism has refined its conflict resolution and prevention processes, providing staff with restorative justice principles, skill-based tools for remediation, and increasing collaborations with other campus interventions. TOPIC: Identifying and Reinforcing Community Values | Addressing Gender Harassment and Disrespect | Restorative/Transformative Justice and Alternative Resolutions | Transparency and Communications YEAR: 2022-2023 Member Organization: Columbia University and Columbia University Irving Medical Center

Implicit Bias Mitigation Trainings

Description of Work

Year : 2021-2022

Organization : University of Texas Southwestern Medical Center

Document Type : Partner Network Description of Work

Topic - Prevention : Leadership Education and Skill Development

UT Southwestern Medical Center has implemented implicit bias trainings for faculty and a train-the-trainer program. TOPIC: Leadership Education and Skill Development YEAR: 2021-2022 Partner Network Organization: University of Texas Southwestern Medical Center

Improved Trauma Informed Response

Description of Work

Year : 2019-2020

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

University of Kansas and University of Kansas Medical Center describe using trauma-informed practices to change sexual harassment processes, including combining two campus response offices and providing accomodations for those who have experienced sexual harassment.TOPIC: Trauma-Informed Programs and Practices YEAR: 2019-2020 Member Organization: University of Kansas and University of Kansas Medical Center

Improvements to NOAA's Sexual Assault Sexual Harassment (SASH) Policy (continued)

Description of Work

Year : 2020-2021

Organization : National Oceanic and Atmospheric Administration

Document Type : Member Description of Work

Topic - Response : Improved Policies

NOAA advanced changes to its policy to emphasize that sexual assault, sexual harassment, and other inappropriate behaviors are not only unwelcome, but constitute a violation of research integrity. TOPIC: Improved Policies YEAR: 2020-2021 Member Organization: National Oceanic and Atmospheric Administration

Improvements to NOAA's Sexual Assault Sexual Harassment Policy

Description of Work

Year : 2019-2020

Organization : National Oceanic and Atmospheric Administration

Document Type : Member Description of Work

Topic - Response : Improved Policies

National Oceanic and Atmospheric Administration (NOAA) revised its sexual harassment policy to enhance clarity and to incorporate input from a wider range of stakeholders. TOPIC: Improved Policies YEAR: 2019-2020 Member Organization: National Oceanic and Atmospheric Administration

Inaugural September Symposium Ombuds as Change Agent Ombuds Intersections in the Modern World

Description of Work

Year : 2022-2023

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Identifying and Reinforcing Community Values

The International Ombuds Association launched an annual symposium that convenes ombuds from various backgrounds to discuss critical topics like diversity, equity, inclusion, belonging, and trauma to establish a common knowledge foundation among attendees. TOPIC: Identifying and Reinforcing Community Values | Trauma-Informed Programs and Practices YEAR: 2022-2023 Member Organization: International Ombudsman Association

Incorporating Behavioral Considerations Into Evaluation

Description of Work

Year : 2019-2020

Organization : Rutgers University

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Rutgers University incorporated "Professional Ethics" into the criteria definitions for teaching, scholarship, and service, permitting sexual misconduct or other harassing and bullying behavior to be taken into account when faculty are evaluated for reappointment, promotion, and tenure. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Addressing Gender Harassment and DisrespectYEAR: 2019-2020 Member Organization: Rutgers University

Increased Visibility of Resources Available

Description of Work

Year : 2021-2022

Organization : University of Texas Southwestern Medical Center

Document Type : Partner Network Description of Work

Topic - Response : Transparency and Communication

Topic - Organizational Change : Diverse Stakeholder Partnerships

UT Southwestern Medical Center worked to identify ways to improve transparency and communication around the Title IX process and additional resources. TOPIC: Transparency and Communication | Diverse Stakeholder Partnerships YEAR: 2021-2022 Partner Network Organization: University of Texas Southwestern Medical Center

Increasing Transparency Through Reporting Case-Specific Data

Description of Work

Year : 2021-2022

Organization : University of California, Davis

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

The University of California, Davis increases the detail of its sexual harassment annual reports to improve transparency about how reports are handled. TOPIC: Transparency and Communication YEAR: 2021-2022 Member Organization: University of California, Davis

Infographics Explaining Resources & Procedures

Description of Work

Year : 2019-2020

Organization : Stanford University

Document Type : Member Description of Work

Topic - Reponse : Transparency and Communication

Students and Institutional Equity & Access staff at Stanford University created visual infographics explaining the 2020 Title IX Regulations to help make procedures more accessible to students considering their options. TOPIC: Transparency and Communication YEAR: 2019-2020 Member Organization: Stanford University

Informal Conflict Resolution Team

Description of Work

Year : 2019-2020

Organization : University of California, Merced

Document Type : Member Description of Work

Topic - Remediation : Confidential Resources and Support Services

UC Merced describes a plan to enhance existing confidential resources and support services. TOPIC: Confidential Resources and Support Services YEAR: 2019-2020 Member Organization: University of California, Merced

Informal Resolution Process for Protected Class Discrimination, Harassment, and Sexual Misconduct

Description of Work

Year : 2021-2022

Organization : The Ohio State University

Document Type : Member Description of Work

Topic - Response : Improved Policies, Restorative/Transformative Justice and Alternative Resolutions, Trauma-Informed Programs and Practices

The Ohio State University outlined a process for informal conflict resolution in cases of protected class discrimination to provide agency to the parties, increase options for remedying behavior of concern, and better inform parties about the option. TOPIC: Improved Policies | Restorative/Transformative Justice and Alternative Resolutions | Trauma-Informed Programs and Practices YEAR: 2021-2022 Member Organization: The Ohio State University

Informal and Anonymous Reporting

Description of Work

Year : 2020-2021

Organization : University of Washington

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Transparency and Communication

University of Washington developed and implemented an employee reporting policy guided by the values of honoring survivor choice and community safety. TOPIC: Anonymous and Non-Mandatory Reporting | Transparency and Communication YEAR: 2020-2021 Member Organization: University of Washington

Infusing Respect into Academic Review

Description of Work

Year : 2019-2020

Organization : University of California, Berkeley

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

UC Berkeley initiated a multi-pronged project to infuse respect into faculty hiring, merit, and promotion procedures, including the development of tools for performance reviewers (chairs, deans, etc.) to reward positive contributions to climate. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community Values | Addressing Gender Harassment and DisrespectYEAR: 2019-2020 Member Organization: University of California, Berkeley

Initial Efforts to Use Novel Methods to Evaluate a Peer-Led Sexual Violence Prevention Workshop

Description of Work

Year : 2024-2025

Organization : Yale University

Document Type : Member Description of Work

Yale University applied AI and statistical modeling to almost ten years of student feedback from its peer-led “Myth of Miscommunication” consent workshops to assess their impact and inform future prevention strategies.Topic: Evaluation: Evaluating Prevention Programs | Qualitative Research | Other Evaluation Year: 2024-2025

Initial Successes Around Targeted Expansion of Training Modules

Description of Work

Year : 2024-2025

Organization : Santa Barbara City College

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Anti-Sexual Harassment Education, Identifying and Reinforcing Community Values

Santa Barbara City College has expanded targeted training modules on sexual harassment and gender discrimination for students, faculty, and staff by integrating them into existing events, resulting in greater engagement and positive feedback.Topic: Prevention: Anti-Sexual Harassment Education | Prevention: Identifying and Reinforcing Community Values | Response: Addressing Gender Harassment and Disrespect Year: 2024 -2025

Initiating the National Laboratory Women of Color Community Forum

Description of Work

Year : 2022-2023

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Organizational Change : Diverse Stakeholder Partnerships

Argonne National Laboratory initiated a community-driven forum aimed at building a network of support, mentoring, and resource sharing for women of color at the national laboratories. TOPIC: Diverse Stakeholder Partnerships YEAR: 2022-2023 Member Organization: Argonne National Laboratory

Instituting a New DEI Structure at the Urbana Champaign Campus

Description of Work

Year : 2019-2020

Organization : University of Illinois at Urbana Champaign

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Illinois at Urbana Champaign describes hiring new staff to support and enhance diversity and inclusion initiatives on campus.TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: University of Illinois at Urbana Champaign

Intake Checklist

Description of Work

Year : 2023-2024

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Description of Work

Topic - Response : Improved Policies, Transparency and Communication, Trauma-Informed Programs and Practices

University of Kansas and University of Kansas Medical Center developed a comprehensive Intake Checklist for intake staff members to ensure consistency, compliance with policies, and trauma-informed practices throughout the intake process. TOPIC: Improved Policies | Transparency and Communication | Trauma-Informed Programs and PracticesYEAR: 2023-2024 Member Organization: University of Kansas and University of Kansas Medical Center

Integrating Diversity, Equity and Inclusion-related work

Description of Work

Year : 2019-2020

Organization : City College of New York

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

City College of New York analyzed prior efforts to integrate diversity, equity and inclusion in reappointment, tenure, and promotion processes to identify most effective ways schools and divisions have been able to embed these values in faculty evaluations. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: City College of New York

Integrating the Ombuds Office into the Argonne Community

Description of Work

Year : 2019-2020

Organization : Argonne National Laboratory

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Argonne National Laboratory describes how the institution used climate surveys to inform the creation of and effectively integrate an ombuds office as a confidential resource for their community. TOPIC: Anonymous and Non-Mandatory Reporting YEAR: 2019-2020 Member Organization: Argonne National Laboratory

Interim Measures During an Investigation

Description of Work

Year : 2021-2022

Organization : The 1752 Group

Document Type : Partner Network Description of Work

Topic - Response : Improved Policies

Topic - Remediation : Other Remediation, Preventing Retaliation

The 1752 Group published a briefing note that outlines potential precautionary measures that might be appropriate in cases of staff/faculty sexual harassment. TOPIC: Improved Policies | Preventing Retaliation | Other Remediation YEAR: 2021-2022 Partner Network Organization: The 1752 Group

Internal Audit UW System Audit

Description of Work

Year : 2019-2020

Organization : University of Wisconsin System

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Topic - Remediation : Other Remediation

University of Wisconsin System conducted an internal audit to improve how institutions within its system respond to reports of sexual harassment and to enable greater system-wide communication.TOPIC: Other Remediation | Transparency and Communication YEAR: 2019-2020 Member Organization: University of Wisconsin System

Interpersonal Violence (IPV) Advisory Team and Stakeholder Group

Description of Work

Year : 2023-2024

Organization : Oregon State University

Document Type : Partner Network Description of Work

Topic - Organizational Change : Coordinated Community Response, Diverse Stakeholder Partnerships

Oregon State University established two groups consisting of senior leaders and stakeholders with the goal of addressing interpersonal and gender-based violence prevention, response and support. TOPIC: Coordinated Community Response | Diverse Stakeholder PartnershipsYEAR: 2023-2024 Partner Network Organization: Oregon State University

Interrupt - A Training for Graduate Students

Description of Work

Year : 2019-2020

Organization : Boston University

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

Boston University developed a graduate student-specific bystander intervention training, using focus groups and other evaluation to tailor and refine content for this particular population. TOPIC: Bystander Intervention Programs | Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: Boston University

Journal of the International Ombuds Association Publishes Two Articles Related to Harassment, Bullying and Incivility

Description of Work

Year : 2024-2025

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Prevention : Anti-Sexual Harassment Education, Civility or Respect Promotion Programs, Leadership Education and Skill Development

The Journal of the International Ombuds Association published two articles that discuss innovative training approaches for addressing harassment and the complexities of civility, emphasizing the need for effective conflict resolution in organizational settings.Topic: Prevention: Anti-Sexual Harassment Education | Prevention: Civility or Respect Promotion Programs | Prevention: Leadership Education and Skill Development | Response: Anonymous and Non-Mandatory Reporting Year: 2024-2025

Journal of the International Ombudsman Association Special Issue on Sexual Harassment and Discrimination, Part II Call for Papers

Description of Work

Year : 2020-2021

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Improved Policies, Transparency and Communication

Topic - Evaluation : Qualitative Research

International Ombudsman Association published a Part Two of a special issue on sexual harassment and discrimination. TOPIC: Anonymous and Non-Mandatory Reporting | Improved Policies | Transparency and Communication | Qualitative Research YEAR: 2020-2021 Member Organization: International Ombudsman Association

Know the Line Programming

Description of Work

Year : 2021-2022

Organization : Whatcom Community College

Document Type : Partner Network Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Identifying and Reinforcing Community Values

Whatcom Community College developed a poster campaign to raise awareness about gender-harassing language and offer alternative language that would create a more comfortable and accepting campus community. TOPIC: Identifying and Reinforcing Community Values | Addressing Gender Harassment and Disrespect YEAR: 2021-2022 Partner Network Organization: Whatcom Community College

LGBTQ+ Violence Prevention and Intervention Services

Description of Work

Year : 2020-2021

Organization : University of Southern California

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs, Prevention Program or Toolkits

University of Southern California established advocate services to provide trauma-informed and culturally sensitive support for LGBTQ+ students. TOPIC: Bystander Intervention Programs | Anti-Sexual Harassment Education | Prevention Program or Toolkits | Trauma-Informed Programs and Practices YEAR: 2020-2021 Member Organization: University of Southern California

Lab-Based Inclusive Culture Workshops

Description of Work

Year : 2019-2020

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education

MIT implemented inclusive culture workshops, delivered to each laboratory within a department, to help establish positive lab culture and build skills for addressing harrassment and discrimination. TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: Massachusetts Institute of Technology

Launching of New Equity and Title IX Office Website, including Online Anonymous Report Form

Description of Work

Year : 2020-2021

Organization : California Institute of Technology

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Transparency and Communication

To increase both accessibility and transparency around the services provided by its Equity and Title IX Office, California Institute of Technology designed and launched a new website. TOPIC: Anonymous and Non-Mandatory Reporting | Transparency and Communication YEAR: 2020-2021 Member Organization: California Institute of Technology

Leadership Development Training

Description of Work

Year : 2021-2022

Organization : National Association of Graduate-Professional Students

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

The National Association of Graduate-Professional Students created and delivered leadership training to empower graduate and professional students to act as leaders in sexual harassment prevention on their home campuses. TOPIC: Leadership Education and Skill Development YEAR: 2021-2022 Member Organization: National Association of Graduate-Professional Students

Leadership Education and Improved Policies

Description of Work

Year : 2020-2021

Organization : National Association of Graduate-Professional Students

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

The National Association of Graduate-Professional Students hosted an Advocacy Summit and Legislative Action Day to support students as they advocate for federal policy changes related to their constituency, including ways to safeguard research trainees. TOPIC: Leadership Education and Skill Development YEAR: 2020-2021 Member Organization: National Association of Graduate-Professional Students

Leadership Series

Description of Work

Year : 2020-2021

Organization : Michigan State University

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

Michigan State University created an education series for academic administrators and supervisors aimed at developing leaders' ability to address inappropriate behavior and create a safe and respectful environment. TOPIC: Leadership Education and Skill Development YEAR: 2020-2021 Member Organization: Michigan State University

Leadership Workshop

Description of Work

Year : 2019-2020

Organization : Washington University in St. Louis

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

Washington University in St. Louis held bystander intervention workshops. TOPIC: Leadership Education and Skill Development YEAR: 2019-2020 Member Organization: Washington University in St. Louis

Leading for Change Engaging Student Leaders in Harm Prevention and Response

Description of Work

Year : 2022-2023

Organization : Boston University

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Leadership Education and Skill Development, Prevention Program or Toolkits

Boston University piloted a training program to provide student leaders tools for cultivating an inclusive and accepting culture within their groups. TOPIC: Anti-Sexual Harassment Education | Leadership Education and Skill Development | Prevention Program or Toolkits YEAR: 2022-2023 Member Organization: Boston University

Learning and Workplace Respect

Description of Work

Year : 2019-2020

Organization : Grinnell College

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education

Grinnell College describes a training centered on creating a community of respect.TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: Grinnell College

Leveraging Your Leadership

Description of Work

Year : 2023-2024

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs, Leadership Education and Skill Development, Prevention Program or Toolkits

Harvard University's Office for Gender Equity created a program to help leaders recognize and promote team psychological safety as a means to empower the community to speak up, fostering an environment conducive to bystander intervention. TOPIC: Bystander Intervention Programs | Leadership Education and Skill Development | Prevention Program or ToolkitsYEAR: 2023-2024 Member Organization: Harvard University

Lighting for Diverse Skin Tones

Description of Work

Year : 2023-2024

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Identifying and Reinforcing Community Values, Leadership Education and Skill Development

Harvard conducted a day-long workshop to address the unconscious bias in video production lighting for diverse skin tones and to fill a gap in training for video production professionals. TOPIC: Identifying and Reinforcing Community Values | Leadership Education and Skill DevelopmentYEAR: 2023-2024 Member Organization: Harvard University

MIT Change-Maker Awards

Description of Work

Year : 2022-2023

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values

MIT launched an annual award ceremony for students and employees who have demonstrated active and intentional work combating harassment and sexual violence. TOPIC: Civility or Respect Promotion Programs | Identifying and Reinforcing Community Values | Addressing Gender Harassment and Disrespect YEAR: 2022-2023 Member Organization: Massachusetts Institute of Technology

MIT Employee Survey

Description of Work

Year : 2023-2024

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Evaluation : Climate Survey/Measuring Prevalence, Using Evaluation to Inform Action

MIT developed and conducted a climate survey for faculty and staff to provide comprehensive metrics on experiences of sexual harassment, sexual violence, and sexual assault, and to assess knowledge of resources. TOPIC: Anonymous and Non-Mandatory Reporting | Climate Survey/Measuring Prevalence | Using Evaluation to Inform ActionYEAR: 2023-2024 Member Organization: Massachusetts Institute of Technology

MIT Transitional Funding Phase II

Description of Work

Year : 2022-2023

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Topic - Remediation : Preventing Retaliation, Reducing Power Differentials, Reintegration Strategies and Programs

MIT continues the development of its Guaranteed Transitional Support program by having working groups review the initial implementation and explore ways to track transitions and patterns, expand support for transitions, and provide equitable funding for the program. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Preventing Retaliation | Reducing Power Differentials | Reintegration Strategies and Programs | Evaluating Policies and Procedures YEAR: 2022-2023 Member Organization: Massachusetts Institute of Technology

Measuring the Prevalence of Sexual Harassment Experienced by Faculty in Healthcare Environment

Description of Work

Year : 2020-2021

Organization : University of California, Davis

Document Type : Partner Network Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

University of California, Davis developed an institutional climate survey based on the Sexual Experiences Questionnaire. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2020-2021 Partner Network Organization: University of California, Davis

Measuring the Prevalence of Sexual Harassment Experienced by Faculty in a Healthcare Environment

Description of Work

Year : 2022-2023

Organization : University of California, Davis

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

University of California, Davis conducted a climate survey exclusively focused on the health school enterprise using a modified Sexual Experiences Questionnaire (SEQ) to incorporate experiences of gender harassment. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2022-2023 Member Organization: University of California, Davis

Measuring the Prevalence of Sexual Harassment, University-Wide

Description of Work

Year : 2020-2021

Organization : Rutgers University

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Using Evaluation to Inform Action

Rutgers University developed a climate survey to measure experiences of sexual harassment and other types of identity-based discrimination across all members of the campus community, including students, faculty, and staff. TOPIC: Climate Survey/Measuring Prevalence | Using Evaluation to Inform Action YEAR: 2020-2021 Member Organization: Rutgers University

Microaggressions 101

Description of Work

Year : 2020-2021

Organization : Icahn School of Medicine at Mount Sinai

Document Type : Partner Network Description of Work

Topic - Prevention : Bystander Intervention Programs

Icahn School of Medicine at Mount Sinai revised existing resources (toolkits and trainings) to help stakeholders practice skills related to addressing microaggressions and to be more inclusive of diverse identities. TOPIC: Bystander Intervention Programs YEAR: 2020-2021 Partner Network Organization: Icahn School of Medicine at Mount Sinai

MindHandHeart Department Support Program

Description of Work

Year : 2019-2020

Organization : Massachusetts Institute of Technology

Document Type : Member Description of Work

Topic - Prevention : Prevention Program or Toolkits

MIT developed a program that provides departments with data, tools, and support to help them identify and act upon key components influencing culture. TOPIC: Prevention Program or Toolkits YEAR: 2019-2020 Member Organization: Massachusetts Institute of Technology

Monitoring Climate and Representation

Description of Work

Year : 2019-2020

Organization : University of Michigan

Document Type : Member Description of Work

Topic - Evaluation : Other Evaluation

University of Michigan describes efforts to collect, analyze, and dissminate data related to climate and representation. TOPIC: Other Evaluation YEAR: 2019-2020 Member Organization: University of Michigan

Multi-Campus Implementation of the ARC3 Survey Related to Sex and Gender with Student, Faculty, and Staff Cohort Groups

Description of Work

Year : 2024-2025

Organization : University of Michigan

Document Type : Member Description of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Evaluating Policies and Procedures, Using Evaluation to Inform Action

The University of Michigan conducted a comprehensive campus climate survey to assess sexual harassment and misconduct, evaluate institutional responses and educational programs, and use the findings to guide future policies and contribute to broader conversations in higher education.Topic: Evaluation: Climate Survey/Measuring Prevalence | Evaluation: Evaluating Policies and Procedures | Evaluation: Using Evaluation to Inform Action Year: 2024-2025

Mutual Respect Training

Description of Work

Year : 2021-2022

Organization : University of California, Santa Barbara

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs, Civility or Respect Promotion Programs, Leadership Education and Skill Development

UC Santa Barbara expanded a training to include guidance on encouraging respectful treatment, the influence of cultural and social norms on behavior, the impact of power disparities, and to develop a version of the training specifically for campus leadership teams. TOPIC: Civility or Respect Promotion Programs | Leadership Education and Skill Development | Bystander Intervention Programs YEAR: 2021-2022 Member Organization: University of California, Santa Barbara

NOAA Webinar Series and Summits

Description of Work

Year : 2019-2020

Organization : National Oceanic and Atmospheric Administration

Document Type : Member Description of Work

Topic - Prevention : Prevention Program or Toolkits

National Oceanic and Atmospheric Administration held a series of education-oriented webinars on preventing sexual harassment.TOPIC: Prevention Program or Toolkits YEAR: 2019-2020 Member Organization: National Oceanic and Atmospheric Administration

NOAA Workplace Violence Prevention and Response

Description of Work

Year : 2019-2020

Organization : National Oceanic and Atmospheric Administration

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

National Oceanic and Atmospheric Administration created internal and external webpages of its response office to better facilitate access to policies. TOPIC: Transparency and Communication YEAR: 2019-2020 Member Organization: National Oceanic and Atmospheric Administration

New Faculty Hiring Procedures to Promote Diversity

Description of Work

Year : 2019-2020

Organization : University of California, Santa Cruz

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

UC Santa Cruz describes a multi-pronged approach to enhancing faculty diversity. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: University of California, Santa Cruz

New Guidance for Dual Role Ombuds

Description of Work

Year : 2024-2025

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Improved Policies

Topic - Remediation : Confidential Resources and Support Services

The International Ombudsman Association has released a resource to guide organizations in effectively managing dual role ombuds positions while ensuring adherence to ethical standards and transparency regarding potential conflicts of interest.Topic: Response: Anonymous and Non-Mandatory Reporting | Response: Improved Policies | Remediation: Confidential Resources and Support Services Year: 2024-2025

New Hire Certification and Verification

Description of Work

Year : 2023-2024

Organization : Argonne National Laboratory

Topic - Response : Improved Policies, Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Argonne National Laboratory has implemented a new policy and procedure for job candidates to certify their past conduct regarding misconduct and for the laboratory to check with the candidate's past employers. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Improved Policies | Transparency and CommunicationYEAR: 2023-2024 Member Organization: Argonne National Laboratory

New Policies and Practices in Conflict Resolution

Description of Work

Year : 2019-2020

Organization : Washington University in St. Louis

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Evaluation : Using Evaluation to Inform Action

Based on results from a climate assessment, Washington University in St. Louis developed new policies for its graduate student training division, which outline mechanisms by which interpersonal conflict can be resolved.TOPIC: Improved Policies | Using Evaluation to Inform Action YEAR: 2019-2020 Member Organization: Washington University in St. Louis

New Policy on Unwanted Sexual, Sex- and Gender-Based Conduct

Description of Work

Year : 2020-2021

Organization : University of Illinois at Urbana Champaign

Document Type : Member Description of Work

Topic - Response : Improved Policies

Topic - Prevention : Identifying and Reinforcing Community Values

University of Illinois Urbana-Champaign enacted a new sexual misconduct policy that covers "Unwelcome Sexual, Sex or Gender-Based Conduct". TOPIC: Identifying and Reinforcing Community Values | Improved Policies YEAR: 2020-2021 Member Organization: University of Illinois at Urbana Champaign

Non-Mandatory Reporting Resources Non-Designated Employees and Reporting Exceptions for Responsible Employees

Description of Work

Year : 2021-2022

Organization : Utah State University

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Improved Policies, Trauma-Informed Programs and Practices

Topic - Evaluation : Evaluating Policies and Procedures

Utah State University implemented non-mandatory reporting policy and collected data on employee adjustment to this policy change. TOPIC: Anonymous and Non-Mandatory Reporting | Improved Policies | Trauma-Informed Programs and Practices | Evaluating Policies and Procedures YEAR: 2021-2022 Member Organization: Utah State University

OCRTIX Process Flowcharts

Description of Work

Year : 2023-2024

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Description of Work

Topic - Response : Improved Policies, Transparency and Communication, Trauma-Informed Programs and Practices

University of Kansas and University of Kansas Medical Center has developed infographic flowcharts to improve transparency and understanding of the grievance procedures. TOPIC: Improved Policies | Transparency and Communication | Trauma-Informed Programs and PracticesYEAR: 2023-2024 Member Organization: University of Kansas and University of Kansas Medical Center

Office for Diversity, Inclusion and Belonging

Description of Work

Year : 2019-2020

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Harvard University established an initiative to advance a culture of belonging and demonstrate institutional support for diversity and inclusion. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community ValuesYEAR: 2019-2020 Member Organization: Harvard University

Office for Gender Equity eLearning Courses

Description of Work

Year : 2021-2022

Organization : Harvard University

Document Type : Member Description of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs, Identifying and Reinforcing Community Values

Harvard University revised an online sexual harassment training, with input from community members, to increase self-efficacy and motivation to take responsibility for the culture and climate. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs | Identifying and Reinforcing Community Values YEAR: 2021-2022 Member Organization: Harvard University

Office of Diversity and Inclusion Trauma Training

Description of Work

Year : 2023-2024

Organization : University of Connecticut

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

The University of Connecticut’s Office of Diversity and Inclusion implemented an expanded trauma-informed training program to equip staff with best practices for responding to sexual violence while meeting reporting obligations. TOPIC: Trauma-Informed Programs and PracticesYEAR: 2023-2024 Member Organization: University of Connecticut

Office of Title IX 360-Degree Evaluation of Services

Description of Work

Year : 2023-2024

Organization : University of Tennessee, Knoxville

Document Type : Member Description of Work

Topic - Evaluation : Other Evaluation, Using Evaluation to Inform Action

University of Tennessee's Office of Title IX conducts voluntary, anonymous surveys each semester, using the collected data to enhance services, inform strategic improvements, and foster collaborative initiatives across campus. TOPIC: Using Evaluation to Inform Action | Other EvaluationYEAR: 2023-2024 Member Organization: University of Tennessee, Knoxville

Office of Title IX Comprehensive Transparency and Communication Efforts

Description of Work

Year : 2023-2024

Organization : University of Tennessee, Knoxville

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

The University of Tennessee, Knoxville's Office of Title IX implemented a comprehensive approach to transparency and awareness through policy updates, prevention education, supportive measures, and investigations. TOPIC: Transparency and CommunicationYEAR: 2023-2024 Member Organization: University of Tennessee, Knoxville

Ombuds Effectiveness Project

Description of Work

Year : 2019-2020

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

International Ombudsman Association established an Ombuds Effectiveness Task Force and began researching/gathering information on how ombuds share meaningful insight with their organizations. TOPIC: Transparency and Communication YEAR: 2019-2020 Member Organization: International Ombudsman Association

Ombuds Supportive Listening Workshops

Description of Work

Year : 2023-2024

Organization : University of New Mexico

Document Type : Member Description of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Leadership Education and Skill Development, Other Prevention

Topic - Remediation : Other Remediation

The University of New Mexico's Ombuds Services has developed and delivered a series of unique workshops and training sessions focused on supportive listening and responsible responses to accounts of sexual misconduct. TOPIC: Leadership Education and Skill Development | Other Prevention | Trauma-Informed Programs and Practices | Other RemediationYEAR: 2023-2024 Member Organization: University of New Mexico

Ombuds Toolkit

Description of Work

Year : 2019-2020

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Prevention : Prevention Program or Toolkits

Topic - Remediation : Confidential Resources and Support Services

International Ombudsman Association created a resource kit to help higher education institutions consider and establish new ombuds offices or improve the effectiveness of existing ombuds offices.TOPIC: Prevention Program or Toolkits | Confidential Resources and Support Services YEAR: 2019-2020 Member Organization: International Ombudsman Association

Operating Procedures for Misconduct Screenings

Description of Work

Year : 2021-2022

Organization : Purdue University

Document Type : Partner Network Description of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Purdue University is implementing a policy that external job applicants must undergo a Misconduct Screening for misconduct in previous jobs in an effort to avoid "passing the harasser." TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2021-2022 Partner Network Organization: Purdue University

Optimizing Prevention Training the NOAA Workforce and Leaders on Preventing and Addressing Sexual Misconduct

Description of Work

Year : 2020-2021

Organization : National Oceanic and Atmospheric Administration

Document Type : Member Description of Work

Topic - Prevention : Leadership Education and Skill Development

National Oceanic and Atmospheric Administration held a virtual Summit and skill development sessions to support workplace wellness and climate. TOPIC: Leadership Education and Skill Development YEAR: 2020-2021 Member Organization: National Oceanic and Atmospheric Administration

Organizational Ombuds' role in responding to predictors and symptoms of harm

Description of Work

Year : 2021-2022

Organization : International Ombudsman Association

Document Type : Member Description of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Remediation : Confidential Resources and Support Services

The International Ombuds Association ran two focus groups to identify the ways in which ombuds address symptoms or predictors of harm. TOPIC: Anonymous and Non-Mandatory Reporting | Confidential Resources and Support Services | Evaluating Policies and Procedures YEAR: 2021-2022 Member Organization: International Ombudsman Association

Organizational Self-Assessment Tool Supporting Military-Connected Survivors of Domestic Violence, Dating Violence, Sexual Assault, and Stalking

Description of Work

Year : 2024-2025

Organization : Soteria Solutions

Document Type : Member Description of Work

Topic - Prevention : Other Prevention

Topic - Remediation : Other Remediation

Topic - Organizational Change : Community Readiness for Change, Diverse Stakeholder Partnerships

Soteria Solutions developed a free and publicly-available Organizational Self-Assessment Tool to help higher education and community organizations evaluate readiness, strengthen partnerships, and improve responses to military-connected survivors of domestic violence, sexual assault, dating violence, and stalking.Topic: Prevention: Other Prevention | Remediation: Other Remediation | Organizational Change: Community Readiness for Change | Organizational Change: Diverse Stakeholder Partnership Year: 2024-2025

Partnering in the Development of the Ethical Transparency Tool

Description of Work

Year : 2022-2023

Organization : Boston University

Document Type : Member Description of Work

Topic - Response : Transparency and Communication

Boston University partnered with the Societies Consortium to develop a tool for organizations to increase transparency about findings of misconduct. TOPIC: Transparency and Communication YEAR: 2022-2023 Member Organization: Boston University

Physician Engagement Survey to Inform on Gender Climate

Description of Work

Year : 2019-2020

Organization : Children's Hospital Los Angeles

Document Type : Member Description of Work

Topic - Evaluation : Qualitative Research, Using Evaluation to Inform Action

Following a climate assessment, Children's Hospital Los Angeles conducted focus groups to better understand the ways in which sexual harassment manifests for and impacts its community.TOPIC: Using Evaluation to Inform Action | Qualitative Research YEAR: 2019-2020 Member Organization: Children's Hospital Los Angeles

Planned "DEIBlueprint"

Description of Work

Year : 2020-2021

Organization : University of California, Berkeley

Document Type : Member Description of Work

Topic - Prevention : Identifying and Reinforcing Community Values, Leadership Education and Skill Development

University of California, Berkeley began creating an online climate survey Question Bank containing validated survey items from which departments can choose to create customizable climate surveys appropriate to their unique context, as well as a climate toolkit to support responsive activities. TOPIC: Leadership Education and Skill Development | Identifying and Reinforcing Community Values YEAR: 2020-2021 Member Organization: University of California, Berkeley

Preparing for Inclusive Field Practices

Description of Work

Year : 2022-2023

Organization : University of California, Irvine

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs, Leadership Education and Skill Development, Prevention Program or Toolkits

Topic - Remediation : Confidential Resources and Support Services

University of California, Irvine created a plan for training faculty and remote field trip leaders to create safe and inclusive environments for all researchers. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs | Leadership Education and Skill Development | Prevention Program or Toolkits | Addressing Gender Harassment and Disrespect | Confidential Resources and Support Services YEAR: 2022-2023 Partner Network Organization: University of California, Irvine

Preventing Pass the Harasser - MSU

Description of Work

Year : 2023-2024

Organization : Michigan State University

Topic - Response : Addressing Gender Harassment and Disrespect, Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Topic - Organizational Change : Diverse Stakeholder Partnerships

Michigan State University formed a workgroup that reviewed and recommended policies for screening potential employees for misconduct in the hiring process and reference checks. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Addressing Gender Harassment and Disrespect | Transparency and Communication | Diverse Stakeholder PartnershipsYEAR: 2023-2024 Member Organization: Michigan State University

Prevention

Description of Work

Year : 2019-2020

Organization : Purdue University

Document Type : Member Description of Work

Topic - Prevention : Bystander Intervention Programs

Purdue University implemented a skills-based bystander intervention training. TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Purdue University

Prevention Programming Evaluation

Other

Year : 2020-2021

Organization : West Virginia University

Document Type : Member Descriptions of Work

Topic - Evaluation : Evaluating Prevention Programs

West Virginia University developed evaluation approaches for five prevention trainings, with the goal of determining whether those trainings are effective and how they can be made more effective in increasing knowledge, skill, and behaviors. TOPIC: Evaluating Prevention Programs YEAR: 2020-2021 Member Organization: West Virginia University

Process for Changing Major Professors

Other

Year : 2022-2023

Organization : University of California, Davis

Topic - Remediation : Reducing Power Differentials, Reintegration Strategies and Programs

University of California, Davis implemented a new program designed to support graduate students changing their major professors including a detailed procedural guide for the students and programs. TOPIC: Reducing Power Differentials | Reintegration Strategies and Programs YEAR: 2022-2023 Member Organization: University of California, Davis

Prosocial Bystander Intervention TrainingTM for National Academies of Science, Engineering, and Medicine

Other

Year : 2023-2024

Organization : Soteria Solutions

Topic - Prevention : Bystander Intervention Programs, Civility or Respect Promotion Programs, Leadership Education and Skill Development

Soteria Solutions collaborated with the National Academies' to develop a customized prosocial bystander intervention training program that addressed intersectionality and power differentials. TOPIC: Civility or Respect Promotion Programs | Bystander Intervention Programs | Leadership Education and Skill DevelopmentYEAR: 2023-2024 Partner Network Organization: Soteria Solutions

Providing a Safe Environment for Students, Faculty, and Staff Task Force

Other

Year : 2022-2023

Organization : Michigan State University

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Remediation : Reintegration Strategies and Programs

Michigan State University created a task force that developed a plan to implement recommended guidelines and resources for reintegrating faculty after disciplinary action. TOPIC: Transparency and Communication | Trauma-Informed Programs and Practices | Reintegration Strategies and Programs YEAR: 2022-2023 Member Organization: Michigan State University

Provost Mentor Fellows Program

Other

Year : 2019-2020

Organization : Boston University

Document Type : Member Descriptions of Work

Topic - Prevention : Leadership Education and Skill Development

Topic - Remediation : Reducing Power Differentials

Boston University launched a cohort-based program to promote peer learning across disciplines, highlight mentoring successes, and collectively commit to helping make system-wide changes in mentorship practices within their unit.TOPIC: Reducing Power Differentials | Leadership Education and Skill Development YEAR: 2019-2020 Member Organization: Boston University

Psychological Safety Intervention

Other

Year : 2023-2024

Organization : Argonne National Laboratory

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Identifying and Reinforcing Community Values, Other Prevention

Topic - Remediation : Other Remediation

Argonne National Laboratory is implementing a psychological safety intervention to address employees' reluctance to speak up and to create sustained organizational change. TOPIC: Identifying and Reinforcing Community Values | Other Prevention | Trauma-Informed Programs and Practices | Other RemediationYEAR: 2023-2024 Member Organization: Argonne National Laboratory

Publication of Investigation Metrics Report

Other

Year : 2020-2021

Organization : Argonne National Laboratory

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Argonne National Laboratory published its first report explaining the details of human resources investigations, including data on the number and nature of reports and corrective actions taken. TOPIC: Transparency and Communication YEAR: 2020-2021 Member Organization: Argonne National Laboratory

Qualitative Study of LGBTQIA studentsâ€™ risk

Other

Year : 2019-2020

Organization : University of Minnesota

Document Type : Member Descriptions of Work

Topic - Evaluation : Qualitative Research, Using Evaluation to Inform Action

University of Minnesota undertook a qualitative study to better understand and address sexual misconduct amongst LGBTQIA student populations. TOPIC: Qualitative Research | Using Climate Assessments to Inform Action YEAR: 2019-2020 Member Organization: University of Minnesota

Quarterly Forums Series for Senior Leaders and Supervisors

Other

Year : 2020-2021

Organization : Argonne National Laboratory

Document Type : Member Descriptions of Work

Topic - Prevention : Leadership Education and Skill Development

Argonne National Laboratory implemented a series of topical forums to enhance communication, collaboration, and leadership development on key topics connected to challenges faced by the Laboratory, opportunities for growth, and support of future strategic success. TOPIC: Leadership Education and Skill Development YEAR: 2020-2021 Member Organization: Argonne National Laboratory

Reducing Risk Around Contrapower Harassment podcast

Other

Year : 2023-2024

Organization : Faulkner Legal

Topic - Response : Addressing Gender Harassment and Disrespect, Transparency and Communication

Topic - Prevention : Anti-Sexual Harassment Education

Faulkner Legal, in collaboration with United Educators, created a podcast that suggests how to respond and address contrapower harassment. TOPIC: Anti-Sexual Harassment Education | Addressing Gender Harassment and Disrespect | Transparency and CommunicationYEAR: 2023-2024 Partner Network Organization: Faulkner Legal

Reporting and Response Visual Aids

Other

Year : 2023-2024

Organization : Bucknell University

Topic - Response : Transparency and Communication

Topic - Prevention : Prevention Program or Toolkits

Bucknell University participated in NASPA’s Culture of Respect program and implemented a campaign to improve transparency and visibility of reporting options and support services. TOPIC: Prevention Program or Toolkits | Transparency and CommunicationYEAR: 2023-2024 Partner Network Organization: Bucknell University

Resilience in Action Preventing Sexual Violence in the Military â€“ US Army

Other

Year : 2021-2022

Organization : Soteria Solutions

Document Type : Partner Network Descriptions of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Bystander Intervention Programs, Identifying and Reinforcing Community Values

Soteria Solutions created a curriculum for the US Army which focuses on connecting Army values—such as resilience—to sexual assault prevention. TOPIC: Bystander Intervention Programs | Identifying and Reinforcing Community Values | Trauma-Informed Programs and Practices YEAR: 2021-2022 Partner Network Organization: Soteria Solutions

Respect at Work

Other

Year : 2019-2020

Organization : Vanderbilt University Medical Center

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education

Vanderbilt University Medical Center implemented a new institution-wide training specific to the healthcare space.TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: Vanderbilt University Medical Center

Respect in Striving for Excellence (RISE)

Other

Year : 2019-2020

Organization : University of Michigan

Document Type : Member Descriptions of Work

Topic - Prevention : Civility or Respect Promotion Programs, Leadership Education and Skill Development

University of Michigan created an initiative to provide resources, programming, and community building activities that foster a climate of civility and respect. TOPIC: Leadership Education and Skill Development | Civility or Respect Promotion Programs YEAR: 2019-2020 Member Organization: University of Michigan

Respondent Education for Employees and Students

Other

Year : 2020-2021

Organization : Utah State University

Document Type : Partner Network Descriptions of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Remediation : Reintegration Strategies and Programs

Utah State University developed and implemented a respondent education process aimed at building respondents' skills to not engage in the same behaviors in the future and fostering empathy for the individual who was harmed by their behavior. TOPIC: Restorative/Transformative Justice and Alternative Resolutions | Reintegration Strategies and Programs YEAR: 2020-2021 Partner Network Organization: Utah State University

Restorative Justice Approaches in Academic Medicine

Other

Year : 2019-2020

Organization : Duke University

Document Type : Member Descriptions of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Prevention : Bystander Intervention Programs

Duke University developed and offered cohort-specific bystander intervention workshops with a specific focus on restorative practices that promote accountability and respect, with the intention of creating readiness for subsequent implementation of a restorative justice program. TOPIC: Restorative/Transformative Justice and Alternative Resolutions | Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Duke University

Restorative Justice and Climate Support Network

Other

Year : 2019-2020

Organization : University of Minnesota

Document Type : Member Descriptions of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Prevention : Civility or Respect Promotion Programs

University of Minnesota is piloting restorative justice approaches in medical school departments. TOPIC: Restorative/Transformative Justice and Alternative Resolutions | Civility or Respect Promotion Programs YEAR: 2019-2020 Member Organization: University of Minnesota

Restructuring of â€œReport a Concernâ€

Other

Year : 2021-2022

Organization : Santa Barbara City College

Document Type : Member Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Anonymous and Non-Mandatory Reporting, Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Organizational Change : Coordinated Community Response

Santa Barbara City College made change to improve how their Behavioral Interventions Team responds to gender harassment shared through their anonymous reporting form. TOPIC: Addressing Gender Harassment and Disrespect | Anonymous and Non-Mandatory Reporting | Transparency and Communication | Trauma-Informed Programs and Practices | Coordinated Community Response YEAR: 2021-2022 Member Organization: Santa Barbara City College

Review Based Guidelines for Equitable Appointment of Leadership Roles

Other

Year : 2020-2021

Organization : Boston University

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Across five departments, Boston University piloted a tool aimed at providing department chairs and other leaders with tools to promote equitable access to opportunities related to professional growth, advancement, and promotion. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Transparency and Communication | Evaluating Policies and ProceduresYEAR: 2020-2021 Member Organization: Boston University

Review of Existing University Policies and Procedures to Ensure Alignment with the Health and Human Servicesâ€™ Office of Civil Rights

Other

Year : 2022-2023

Organization : University of Miami

Topic - Response : Improved Policies

Topic - Organizational Change : Diverse Stakeholder Partnerships

The University of Miami conducted a review of voluntary resolution agreements between other higher education institutions and the Department of Health and Human Services' Office of Civil Rights to ensure compliance and improve the experience for their campus community. TOPIC: Improved Policies | Diverse Stakeholder Partnerships YEAR: 2022-2023 Member Organization: University of Miami

Review of Existing University-Provided Services and Implementation of New Services to Increase Student Access to Local Rape Treatment Center

Other

Year : 2021-2022

Organization : University of Miami

Document Type : Member Descriptions of Work

Topic - Evaluation : Evaluating Policies and Procedures, Using Evaluation to Inform Action

Topic - Remediation : Confidential Resources and Support Services, Other Remediation

The University of Miami examined options for enhancing student access and experiences with seeking treatment from a local rape treatment center, and modified their campus climate survey to collect data on the use of this confidential support service. TOPIC: Confidential Resources and Support Services | Other Remediation | Evaluating Policies and Procedures | Using Evaluation to Inform Action YEAR: 2021-2022 Member Organization: University of Miami

Revising and Re-imagining the Collection of Campus...

Other

Year : 2019-2020

Organization : University of Miami

Document Type : Member Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

University of Miami describes an effort to revise and improve their campus climate survey, considering how to increase participation, provide a better experience for participants, collect supplemental data, and engage the broader community to enhance analysis and communication efforts. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: University of Miami

Revitalizing and Strengthening Community Partnerships to Support Targets using Satellite Office Hours at Campuses

Other

Year : 2020-2021

Organization : Los Angeles Community College District

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Remediation : Confidential Resources and Support Services, Other Remediation

Los Angeles Community College District developed a plan to expand the scope of external support services for targets by creating formal student ambassador programs in partnership with local community resource agencies, with the goal of making the resources themselves more accessible by enhancing the on-campus presence and opportunities for accessing them. TOPIC: Transparency and Communication | Confidential Resources and Support Services | Other Remediation YEAR: 2020-2021 Member Organization: Los Angeles Community College District

Risks and Protective Factors for Prevention of Sexual Misconduct for LGBTQ+ Students

Other

Year : 2020-2021

Organization : University of Minnesota

Document Type : Member Descriptions of Work

Topic - Evaluation : Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action

Topic - Prevention : Identifying and Reinforcing Community Values

University of Minnesota published the findings from a qualitative study on the experiences of LGBTQ+ students; after sharing the findings with LGBTQ+ students, a virtual focus group and an anonymous survey were used to gather additional insights for prevention efforts. TOPIC: Identifying and Reinforcing Community Values | Sharing the Results/Data from Evaluation | Using Evaluation to Inform Action YEAR: 2020-2021 Member Organization: University of Minnesota

Rutgers University Faculty and Staff Sexual Harassment Survey

Other

Year : 2022-2023

Organization : Rutgers University

Topic - Evaluation : Climate Survey/Measuring Prevalence, Evaluating Policies and Procedures

Topic - Organizational Change : Diverse Stakeholder Partnerships

Rutgers University conducted surveys to evaluate the prevalence of violence, harassment, and discrimination on campus and provide an update on the analysis of the findings. TOPIC: Climate Survey/Measuring Prevalence | Evaluating Policies and Procedures | Diverse Stakeholder Partnerships YEAR: 2022-2023 Member Organization: Rutgers University

SAFE Reporting

Other

Year : 2021-2022

Organization : Washington University in St. Louis

Document Type : Member Descriptions of Work

Topic - Response : Anonymous and Non-Mandatory Reporting

Washington University School of Medicine created a user-friendly anonymous mistreatment reporting system, which allows for formal or informal resolution of concerns. TOPIC: Anonymous and Non-Mandatory Reporting YEAR: 2021-2022 Member Organization: Washington University in St. Louis

SHARE Center Conduct Awareness Program

Other

Year : 2022-2023

Organization : Yale University

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Prevention : Other Prevention

Yale University developed an awareness program designed to educate, remediate, and support participants who are found responsible of sexual misconduct with a transformative justice focus. TOPIC: Other Prevention | Restorative/Transformative Justice and Alternative Resolutions YEAR: 2022-2023 Member Organization: Yale University

Screening Faculty Job Candidates for a History of Discrimination or Harassment through Self-Reporting

Other

Year : 2019-2020

Organization : Vanderbilt University

Document Type : Member Descriptions of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Vanderbilt University describes the development and implementation of language that requires job applicants to self-report whether they've been found responsible of discrimination and/or harassment. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2019-2020 Member Organization: Vanderbilt University

Second Year Activities Expanding Courageâ€™s Research on Institutional Betrayal and Institutional Courage

Other

Year : 2021-2022

Organization : Center for Institutional Courage

Document Type : Partner Network Description of Work

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Prevention : Leadership Education and Skill Development

The Center for Institutional Courage funded new research projects that expand examinations of institutional betrayal and institutional courage, with some specifically focusing on higher education. TOPIC: Leadership Education and Skill Development | Transparency and Communication | Trauma-Informed Programs and Practices | Evaluating Policies and Procedures YEAR: 2021-2022 Partner Network Organization: Center for Institutional Courage

Sector Guidance to Address Staff

Other

Year : 2020-2021

Organization : The 1752 Group

Document Type : Partner Network Descriptions of Work

Topic - Response : Improved Policies

The 1752 Group outlines changes that would need to be made to staff and faculty disciplinary processes to follow a process more akin to civil justice than criminal justice, to ensure that the process accords equal rights to complainants and respondents. TOPIC: Improved Policies YEAR: 2020-2021 Partner Network Organization: The 1752 Group

Senior Leadership Education

Other

Year : 2020-2021

Organization : University of Washington

Document Type : Member Descriptions of Work

Topic - Prevention : Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values, Leadership Education and Skill Development

University of Washington initiated an interactive Title IX education series for university leaders focused on moving beyond compliance to promote a culture of respect, civility, and inclusion. TOPIC: Civility or Respect Promotion Programs | Leadership Education and Skill Development | Identifying and Reinforcing Community Values YEAR: 2020-2021 Member Organization: University of Washington

Setting up a Part-time Ombudâ€™s Office (during a pandemic)

Other

Year : 2019-2020

Organization : Cold Spring Harbor Laboratory

Document Type : Member Descriptions of Work

Topic - Remediation : Confidential Resources and Support Services

Within the context of the COVID-19 pandemic, Cold Spring Harbor Laboratory describes the process through which the institution created an ombuds office as a confidential resource for their community. TOPIC: Confidential Resources and Support Services YEAR: 2019-2020 Member Organization: Cold Spring Harbor Laboratory

Sex Education Programming for Students

Other

Year : 2022-2023

Organization : Utah State University

Topic - Prevention : Other Prevention

Topic - Organizational Change : Diverse Stakeholder Partnerships

In response to climate survey data collected in 2021, Utah State University launched collaborative, multi-departmental prevention and awareness campaigns on sex education across their campus. TOPIC: Other Prevention | Diverse Stakeholder Partnerships YEAR: 2022-2023 Partner Network Organization: Utah State University

Sexual Harassment Prevention Training with Bystander Intervention

Other

Year : 2021-2022

Organization : Wellesley College

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

Wellesley College expanded an anti-sexual harassment training to include bystander intervention training for specific student, faculty, and staff groups. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs YEAR: 2021-2022 Member Organization: Wellesley College

Sexual Harassment Training for Graduate Students

Other

Year : 2019-2020

Organization : University of Michigan

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education

University of Michigan developed an anti-sexual harassment training for graduate students. TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: University of Michigan

Sexual Misconduct Campus Climate Survey for Employees

Other

Year : 2020-2021

Organization : Utah State University

Document Type : Partner Network Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

Utah State University implemented its first campus climate survey to measure employees' knowledge, perspectives, and experiences related to sex-based discrimination and sexual misconduct. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2020-2021 Partner Network Organization: Utah State University

Sexual Violence Prevention Curriculum

Other

Year : 2020-2021

Organization : Carnegie Mellon University

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education, Identifying and Reinforcing Community Values, Prevention Program or Toolkits

Carnegie Mellon University initiated work to create a strategic plan for comprehensive, campus-wide sexual violence prevention efforts, including exploration of a Curricular Approach its education plan for undergraduate students. TOPIC: Anti-Sexual Harassment Education | Prevention Program or Toolkits | Identifying and Reinforcing Community Values YEAR: 2020-2021 Member Organization: Carnegie Mellon University

Shifting the Paradigm Restorative Justice as a Framework for Workforce Well-being

Other

Year : 2023-2024

Organization : Duke University

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Topic - Prevention : Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values

Duke University's School of Medicine has initiated a pilot program to implement restorative justice training as a means to address workforce well-being and improve the culture. TOPIC: Civility or Respect Promotion Programs | Identifying and Reinforcing Community Values | Restorative/Transformative Justice and Alternative ResolutionsYEAR: 2023-2024 Member Organization: Duke University

Social Norms Activities

Other

Year : 2019-2020

Organization : University of California, Berkeley

Document Type : Member Descriptions of Work

Topic - Evaluation : Sharing the Results/Data from Evaluation

Topic - Prevention : Identifying and Reinforcing Community Values

UC Berkeley engaged in two activities to support positive social norms: a seed grant program to empower intact communitys to develop their own campaigns and an institutional-led campaign highlighting results from recent campus climate assessment. TOPIC: Identifying and Reinforcing Community Values | Sharing the Results/Data from Evaluation YEAR: 2019-2020 Member Organization: University of California, Berkeley

Something's Happening Committee (SHC)

Other

Year : 2022-2023

Organization : University of Connecticut

Topic - Evaluation : Climate Survey/Measuring Prevalence, Using Evaluation to Inform Action

Topic - Organizational Change : Coordinated Community Response

The University of Connecticut's Something's Happening Committee (SHC) is a self-managed group of employees focused on promoting a safe and respectful workplace environment through proactive measures such as surveys, training, and advocacy. TOPIC: Climate Survey/Measuring Prevalence | Using Evaluation to Inform Action | Coordinated Community Response YEAR: 2022-2023 Member Organization: University of Connecticut

Special Edition of the Journal of the International...

Other

Year : 2019-2020

Organization : International Ombudsman Association

Document Type : Member Descriptions of Work

Topic - Prevention : Prevention Program or Toolkits

Topic - Remediation : Confidential Resources and Support Services

The International Ombudsman Association created a special journal edition focused on ombuds' experiences responding to and assisting with sexual harrassment concerns. TOPIC: Prevention Program or Toolkits | Confidential Resources and Support Services YEAR: 2019-2020 Member Organization: International Ombudsman Association

Staff-Faculty Wayfinder Website

Other

Year : 2020-2021

Organization : University of New Mexico

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Evaluation : Evaluating Policies and Procedures

Topic - Remediation : Other Remediation

Based on trauma-informed research presented at the Action Collaborative's 2nd Annual Summit, University of New Mexico began developing a user-centered, private website to provide accessible, clear, and accurate information about the nature and impact of choices available to targets of bullying, discrimination, and sexual harassment. TOPIC: Transparency and Communication | Trauma-Informed Programs and Practices | Other Remediation | Evaluating Policies and Procedures YEAR: 2020-2021 Member Organization: University of New Mexico

Stop Passing the Harasser Policy Adoption

Other

Year : 2019-2020

Organization : University of Wisconsin System

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Wisconsin System modified policies to allow the sharing of findings of responsibility with other institutions that are checking references for an employee. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Transparency and CommunicationYEAR: 2019-2020 Member Organization: University of Wisconsin System

Strategic Hiring Priorities Initiative (SPFI)

Other

Year : 2020-2021

Organization : University of Arizona

Document Type : Member Descriptions of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Arizona added a mentoring component to an initiative that provides support to faculty who advance inclusive excellence priorities of the university. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Member Organization: University of Arizona

Strategic Resistance Curriculum

Other

Year : 2022-2023

Organization : Soteria Solutions

Topic - Prevention : Bystander Intervention Programs

Topic - Remediation : Other Remediation

Soteria Solutions developed the Strategic Resistance Curriculum to provide NOAA observers with science-based strategic resistance skills training to prevent and respond to Sexual Assault and Sexual Harassment in their often-isolated and challenging work environments. TOPIC: Bystander Intervention Programs | Other Remediation YEAR: 2022-2023 Partner Network Organization: Soteria Solutions

Strategies for Embedding Values of DEI and Respect in Recruitment and Hiring

Other

Year : 2020-2021

Organization : University of Arizona

Document Type : Member Descriptions of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Arizona launched a faculty hiring training aimed at reducing unconscious gender bias and created a new role focused on developing equity-focused recruitment and hiring practices. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Member Organization: University of Arizona

Strategies for Hiring

Other

Year : 2019-2020

Organization : University of Illinois at Urbana Champaign

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Illinois at Urbana Champaign enacted a new policy that provides for self-disclosure by prospective new hires, system-wide recordkeeping and information sharing, and inquiries with previous employers. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Transparency and CommunicationYEAR: 2019-2020 Member Organization: University of Illinois at Urbana Champaign

Student Feedback Focus Groups about Prevention Efforts

Other

Year : 2022-2023

Organization : Utah State University

Topic - Evaluation : Evaluating Prevention Programs, Other Evaluation

The Utah State University's Office of Equity and Sexual Assault and Anti-Violence Information office conducted focus group sessions with students to evaluate student perceptions of sexual harassment prevention and response efforts. TOPIC: Evaluating Prevention Programs | Other Evaluation YEAR: 2022-2023 Partner Network Organization: Utah State University

Support for Faculty Development of Women in STEM

Other

Year : 2019-2020

Organization : University of New Mexico

Document Type : Member Descriptions of Work

Topic - Prevention : Leadership Education and Skill Development

Topic - Remediation : Reducing Power Differentials

University of New Mexico describes an initiative to provide professional development and support for women faculty, including a leadership course, research support, and resources during the COVID-19 pandemic.TOPIC: Leadership Education and Skill Development | Reducing Power Differentials YEAR: 2019-2020 Member Organization: University of New Mexico

Supporting Faculty Diversity through the Culture Transformation

Other

Year : 2019-2020

Organization : University of Maryland School of Medicine

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

University of Maryland School of Medicine developed a Diversity Dashboard to provide transparency in faculty diversity across department, gender, race, and academic rank. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Transparency and CommunicationYEAR: 2019-2020 Member Organization: University of Maryland School of Medicine

Supporting a Fair Environment Expanding the SAFE reporting system at Washington University School of Medicine

Description of Work

Year : 2024-2025

Organization : Washington University in St. Louis

Document Type : pdf

Topic - Response : Anonymous and Non-Mandatory Reporting, Improved Policies

Washington University School of Medicine has enhanced the SAFE reporting system to provide an anonymous platform for all community members to report harassment or unprofessional behavior while ensuring effective communication and compliance with reporting obligations.Topic: Response: Anonymous and Non-Mandatory Reporting | Response: Improved Policies Year: 2024-2025

Surveying Faculty and Postdocs about Experiences with Sexual Harassment and Misconduct at the Institution

Other

Year : 2019-2020

Organization : Vanderbilt University

Document Type : Member Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

Vanderbilt University used a climate survey to better understand the experiences of faculty and postdocs, describing the reasoning behind their instrument selection, how they administered the survey, and how they are using the results to inform policies and practices. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: Vanderbilt University

T.R.A.I.L. Certificate and other specialized trainings

Other

Year : 2019-2020

Organization : University of California, Berkeley

Document Type : Member Descriptions of Work

Topic - Prevention : Ally or Ambassador Programs, Anti-Sexual Harassment Education, Leadership Education and Skill Development

UC Berkeley developed training programs to advance leadership and skills around sexual harassment prevention, including an opt-in certificate program around social justice. TOPIC: Leadership Education and Skill Development | Ally or Ambassador Programs | Anti-sexual harassment education YEAR: 2019-2020 Member Organization: University of California, Berkeley

Task Forces on Climate and Culture

Other

Year : 2022-2023

Organization : Washington University in St. Louis

Topic - Evaluation : Evaluating Policies and Procedures, Evaluating Prevention Programs, Qualitative Research

Washington University launched parallel task forces currently in information-gathering phases on two of its campuses to identify and address elements of the campus culture. TOPIC: Evaluating Policies and Procedures | Evaluating Prevention Programs | Qualitative Research YEAR: 2022-2023 Member Organization: Washington University in St. Louis

The Faculty Workload Distribution Tool

Other

Year : 2023-2024

Organization : University of Arizona

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The University of Arizona has recently implemented a Faculty Workload Distribution Tool to track and review faculty workloads, with the primary goal of ensuring fair and transparent workload distribution across all colleges and faculty tracks. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2023-2024 Partner Network Organization: University of Arizona

The Gender Inclusive Restroom Mapping Project

Other

Year : 2019-2020

Organization : Harvard University

Document Type : Member Descriptions of Work

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Identifying and Reinforcing Community Values

Based on climate survey data indicating a need for resources that increase accessibility and combat marginalization, Harvard University mapped and created an inventory of inclusive bathroom spaces. TOPIC: Identifying and Reinforcing Community Values | Using Evaluation to Inform Action YEAR: 2019-2020 Member Organization: Harvard University

The Graduate School of Arts and Sciences - Advising Project

Other

Year : 2019-2020

Organization : Harvard University

Document Type : Member Descriptions of Work

Topic - Remediation : Reducing Power Differentials

Harvard University launched an initative to improve the advising experience of graduate students. TOPIC: Reducing Power Differentials YEAR: 2019-2020 Member Organization: Harvard University

The Office for Gender Equity

Other

Year : 2020-2021

Organization : Harvard University

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Harvard University streamlined services by uniting, expanding, and elevating resources previously housed across multiple offices. TOPIC: Transparency and Communication YEAR: 2020-2021 Member Organization: Harvard University

The Office for Institutional Equity (OIE) Liaison Program

Other

Year : 2020-2021

Organization : Duke University

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Leadership Education and Skill Development

Duke University launched a program that trains individuals embedded within work and educational environments to serve as knowledgeable first responders to reports of harassment. TOPIC: Leadership Education and Skill Development | Transparency and Communication YEAR: 2020-2021 Member Organization: Duke University

The Office for Institutional Equity Alternative Resolution Techniques (ART) Program

Other

Year : 2021-2022

Organization : Duke University

Document Type : Member Descriptions of Work

Topic - Response : Restorative/Transformative Justice and Alternative Resolutions

Duke University's Office of Institutional Equity is implementing informal resolution methods for sexual harassment complaints, which may take the form of restorative justice, structural changes, or coaching. TOPIC: Restorative/Transformative Justice and Alternative Resolutions YEAR: 2021-2022 Member Organization: Duke University

The Patient Advocacy Reporting System (PARS) and Co-worker Observation Reporting System (CORS)

Other

Year : 2021-2022

Organization : Icahn School of Medicine at Mount Sinai

Document Type : Member Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Improved Policies, Restorative/Transformative Justice and Alternative Resolutions

Icahn School of Medicine has implemented a reporting and response system in which minor offenses result in a confidential "first warning" conversation with a trained messenger. TOPIC: Addressing Gender Harassment and Disrespect | Improved Policies | Restorative/Transformative Justice and Alternative Resolutions YEAR: 2021-2022 Member Organization: Icahn School of Medicine at Mount Sinai

The Prevention Advocates program at the University of Minnesota Preventing sexual assault in a high-risk community

Other

Year : 2022-2023

Organization : University of Minnesota

Topic - Prevention : Ally or Ambassador Programs, Anti-Sexual Harassment Education, Bystander Intervention Programs, Prevention Program or Toolkits

The University of Minnesota developed a prevention program to equip campus Greek life with tools to run prevention interventions within their chapters by training Prevention Advocates within the sororities and fraternities who will facilitate the workshops and work to change policies within their communities. TOPIC: Ally or Ambassador Programs | Anti-Sexual Harassment Education | Bystander Intervention Programs | Prevention Program or Toolkits YEAR: 2022-2023 Member Organization: University of Minnesota

The SHARE Center

Other

Year : 2019-2020

Organization : Vanderbilt University Medical Center

Document Type : Member Descriptions of Work

Topic - Remediation : Confidential Resources and Support Services

Vanderbilt University Medical Center launched a sexual harassment support center, which provides all faculty, staff, postdorctoral fellows and students with confidential resources and educational programming. TOPIC: Confidential Resources and Support Services YEAR: 2019-2020 Member Organization: Vanderbilt University Medical Center

The University of New Mexico Health Sciences Center Learning Environment Office (LEO)

Description of Work

Year : 2024-2025

Organization : University of New Mexico

Document Type : pdf

Topic - Response : Addressing Gender Harassment and Disrespect, Trauma-Informed Programs and Practices

Topic - Evaluation : Other Evaluation

Topic - Prevention : Leadership Education and Skill Development

The University of New Mexico established the Learning Environment Office (LEO) to address mistreatment, harassment, and discrimination in the Health Sciences Center through a comprehensive, trauma-informed approach that is designed to pair restorative approaches with structural accountability mechanisms.Topic: Prevention: Leadership Education and Skill Development | Response: Addressing Gender Harassment and Disrespect | Response: Trauma-Informed Programs and Practices | Evaluation: Other Evaluation Year: 2024-2025

The Use of Action Research in the Wake of Violence and Civil Unrest

Other

Year : 2020-2021

Organization : Argonne National Laboratory

Document Type : Member Descriptions of Work

Topic - Response : Other Response

Topic - Evaluation : Other Evaluation

Topic - Prevention : Identifying and Reinforcing Community Values

As a method of continuous improvement, Argonne National Laboratory held focus groups to collect feedback on how best to adjust management practices and support employees. TOPIC: Identifying and Reinforcing Community Values | Other Response | Other Evaluation YEAR: 2020-2021 Member Organization: Argonne National Laboratory

Title IX Annual Report on Sex- and Gender-Based Violence & Harassment

Other

Year : 2021-2022

Organization : University of Washington

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Evaluation : Other Evaluation

Topic - Organizational Change : Diverse Stakeholder Partnerships

The University of Washington—at students' request—compiled a report on outcomes of Title IX investigations and engaged with the campus community in presenting these results. TOPIC: Transparency and Communication | Other Evaluation | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: University of Washington

Title IX Education & Prevention Initiative

Other

Year : 2019-2020

Organization : University of Washington

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education

University of Washington developed online and in-person training on the prevention of and response to sexual misconduct. TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: University of Washington

Title IX Office Project Safe Collaboration - Addressing Reports of Sexual Misconduct Within a Registered Student Organization

Other

Year : 2022-2023

Organization : Vanderbilt University

Topic - Response : Transparency and Communication

Topic - Prevention : Ally or Ambassador Programs, Leadership Education and Skill Development

Topic - Organizational Change : Community Readiness for Change

Vanderbilt University's Title IX Office and Project Safe Center partnered to provide student organizations with guidance on how to handle sexual misconduct incidents involving their members and to clarify their respective roles and functions. TOPIC: Ally or Ambassador Programs | Leadership Education and Skill Development | Transparency and Communication | Community Readiness for Change YEAR: 2022-2023 Member Organization: Vanderbilt University

Title IX and Civil Rights External Review to Inform Change to Policy and Organizational Structure

Description of Work

Year : 2024-2025

Organization : University of Washington

Document Type : pdf

Topic - Evaluation : Evaluating Policies and Procedures, Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action

The University of Washington conducted an external review of its Title IX and Civil Rights Investigation offices, resulting in over 100 recommendations that informed the creation of a unified discrimination and misconduct policy, a restructured Civil Rights Compliance Office, and expanded community education and accountability measures.Topic: Evaluation: Evaluating Policies and Procedures | Evaluation: Sharing the Results/Data from Evaluation | Evaluation: Using Evaluation to Inform Action Year: 2024-2025

Title IX and Mental Wellness Symposium

Other

Year : 2020-2021

Organization : Yale University

Document Type : Member Descriptions of Work

Topic - Response : Trauma-Informed Programs and Practices

Yale University held a forum for members of the community to learn about innovative approaches to supporting the mental wellness of those who have experienced sexual misconduct or sex-based discrimination. TOPIC: Trauma-Informed Programs and Practices YEAR: 2020-2021 Member Organization: Yale University

Toward a Collegial, Professional, and Civil Culture in the Health Sciences

Other

Year : 2020-2021

Organization : Columbia University and Columbia University Irving Medical Center

Document Type : Member Descriptions of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Columbia University and Columbia University Irving Medical Center made preparations to create a new Office of Professionalism and developed a code of values outlining the the importance of creating a culture that encourages civility, acceptance of differences, respect for all, ethical behavior, and a supportive environment. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community ValuesYEAR: 2020-2021 Member Organization: Columbia University and Columbia University Irving Medical Center

Training of Faculty, Staff, and Students

Other

Year : 2019-2020

Organization : American University in Cairo

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education

American University in Cairo describes changes to their anti-harassment training.TOPIC: Anti-Sexual Harassment Education YEAR: 2019-2020 Member Organization: American University in Cairo

Transparency

Other

Year : 2020-2021

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Descriptions of Work

Topic - Response : Anonymous and Non-Mandatory Reporting, Transparency and Communication

To bring greater awareness to reporting mechanisms and to improve the reporting process, the University of Kansas and University of Kansas Medical Center developed an anonymous process and intake form for reporting any type of concerning behavior, as well as a centralized website with related resources. TOPIC: Anonymous and Non-Mandatory Reporting | Transparency and Communication YEAR: 2020-2021 Member Organization: University of Kansas and University of Kansas Medical Center

Trauma Fatigue Recognition and Prevention

Other

Year : 2020-2021

Organization : Fort Lewis College

Document Type : Member Descriptions of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Civility or Respect Promotion Programs

Fort Lewis College held multiple training sessions to support employees and students in recognizing trauma fatigue and supporting themselves in preventing or addressing it. TOPIC: Civility or Respect Promotion Programs | Trauma-Informed Programs and Practices YEAR: 2020-2021 Member Organization: Fort Lewis College

Trauma Informed Dental Education

Description of Work

Document Type : pdf

Harvard University developed and implemented trauma-informed care workshops aimed at enhancing the dental education community's response to survivors of sexual and interpersonal violence.Topic: Prevention: Leadership Education and Skill Development | Response: Trauma-Informed Programs and Practices | Organizational Change: Diverse Stakeholder Partnerships Year: 2024-2025

Trauma-Informed Bystander Intervention Workshops for Faculty and Staff

Other

Year : 2021-2022

Organization : Rutgers University

Document Type : Member Descriptions of Work

Topic - Response : Trauma-Informed Programs and Practices

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

Rutgers University held bystander intervention workshops, which included pre-training needs assessment and capacity building for change. One of these workshops has been developed into a pilot program involving sexual harassment-related policy changes and training. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs | Trauma-Informed Programs and Practices YEAR: 2021-2022 Member Organization: Rutgers University

UC Santa Barbaraâ€™s First Campus-wide Climate Survey

Other

Year : 2020-2021

Organization : University of California, Santa Barbara

Document Type : Member Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Using Evaluation to Inform Action

University of California, Santa Barbara implemented its first campus climate survey, which captured the experiences of all campus community members using a customized version of UC Berkeley's MyVoice survey. TOPIC: Climate Survey/Measuring Prevalence | Using Climate Assessments to Inform Action YEAR: 2020-2021 Member Organization: University of California, Santa Barbara

UCLA Equity Advisors Program(s)

Other

Year : 2019-2020

Organization : University of California, Los Angeles

Document Type : Member Descriptions of Work

Topic - Prevention : Ally or Ambassador Programs, Hiring, Promotion, Advancement, and Admissions Practices

UC Los Angeles expanded their equity advisors program to include all nonacademic units; this program trains individuals embedded within a unit to provide support the community and leadership in promoting civil and respectful work environments.TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Ally or Ambassador ProgramsYEAR: 2019-2020 Member Organization: University of California, Los Angeles

USC Culture Journey

Other

Year : 2019-2020

Organization : University of Southern California

Document Type : Member Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Sharing the Results/Data from Evaluation

University of Southern California conducted a campus poll on community values, holding subsequent discussion sessions to set the stage for work focused on efforts to establish a culture of inclusion and respect. TOPIC: Climate Survey/Measuring Prevalence | Sharing the Results/Data from Evaluation YEAR: 2019-2020 Member Organization: University of Southern California

Uncovering Accent Bias at Harvard

Other

Year : 2023-2024

Organization : Harvard University

Topic - Prevention : Civility or Respect Promotion Programs, Hiring, Promotion, Advancement, and Admissions Practices, Identifying and Reinforcing Community Values

Harvard University created a prevention program to raise awareness about accent bias and its impact, aiming to educate the community and provide practical solutions to address the issue. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Identifying and Reinforcing Community Values | Civility or Respect Promotion ProgramsYEAR: 2023-2024 Member Organization: Harvard University

Undergraduate Sexual Violence & Sexual Harassment Prevention Toolkit

Other

Year : 2021-2022

Organization : University of California, Berkeley

Document Type : Member Descriptions of Work

Topic - Prevention : Prevention Program or Toolkits

Topic - Organizational Change : Diverse Stakeholder Partnerships

UC Berkeley describes an ongoing adaptation of a sexual harassment prevention toolkit from use with leaders in academic departments to use with leaders of undergraduate student organizations. TOPIC: Prevention Program or Toolkits | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: University of California, Berkeley

University Code of Professional Standards and Behavior

Other

Year : 2019-2020

Organization : Michigan State University

Document Type : Member Descriptions of Work

Topic - Response : Improved Policies

Michigan State University created a university-level policy on standards of behavior, which outlines the codes of professional standards and mechanisms for resolution when instances of behavior contrary to the code are reported.TOPIC: Improved Policies YEAR: 2019-2020 Member Organization: Michigan State University

University Inclusive Hiring Initiative

Other

Year : 2020-2021

Organization : Harvard University

Document Type : Member Descriptions of Work

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Harvard University created an initiative aimed at developing sustainable guidelines on inclusive hiring practices, with the goal of equipping hiring personnel with consistent language, curriculum, and training. TOPIC: Hiring, Promotion, Advancement, and Admissions PracticesYEAR: 2020-2021 Member Organization: Harvard University

University of Alaska Campus Climate Report

Other

Year : 2019-2020

Organization : University of Alaska System

Document Type : Member Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence

University of Alaska System describes the first use of the Administrator Researcher Campus Climate Collaborataive (ARC3) survey instrument to estimate the prevalence of sexual harassment in their community, from which stemmed additional research into the unique experiences of sexual and gender minorities.TOPIC: Climate Survey/Measuring Prevalence YEAR: 2019-2020 Member Organization: University of Alaska System

University of Kansasâ€™ Sexual Assault Prevention & Education Center (SAPEC) Evaluation

Other

Year : 2020-2021

Organization : University of Kansas and University of Kansas Medical Center

Document Type : Member Descriptions of Work

Topic - Evaluation : Evaluating Prevention Programs

University of Kansas and University of Kansas Medical Center created a plan for studying the longitudinal impact of its Sexual Assault Prevention and Education Center. TOPIC: Evaluating Prevention Programs YEAR: 2020-2021 Member Organization: University of Kansas and University of Kansas Medical Center

University of Minnesota Organizational Climate Assessment

Other

Year : 2019-2020

Organization : University of Minnesota

Document Type : Member Descriptions of Work

Topic - Prevention : Prevention Program or Toolkits

University of Minnesota created a toolkit to enable entire department units (staff, students, postdocs, faculty, leadership) to assess perceptions of the organizational climate, providing guidance for reviewing procedures, practices, and/or policies in order to foster a more civil and respectful work environment.TOPIC: Prevention Program or Toolkits YEAR: 2019-2020 Member Organization: University of Minnesota

University-Wide Faculty and Staff Campus Climate Survey

Other

Year : 2021-2022

Organization : Rutgers University

Document Type : Member Descriptions of Work

Topic - Evaluation : Climate Survey/Measuring Prevalence, Using Evaluation to Inform Action

Topic - Organizational Change : Diverse Stakeholder Partnerships

Rutgers University used an iterative process, in collaboration with several campus groups, to design a climate survey for faculty and staff across Rutgers campuses. TOPIC: Climate Survey/Measuring Prevalence | Using Evaluation to Inform Action | Diverse Stakeholder Partnerships YEAR: 2021-2022 Member Organization: Rutgers University

University-Wide Training Plan

Other

Year : 2020-2021

Organization : West Virginia University

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education

West Virginia University outlined and approved a robust training plan for undergraduate students that ensures consistent and progressive education in the areas of discrimination, harassment, identity and inclusion, mental health, and upstander behaviors. TOPIC: Anti-Sexual Harassment Education YEAR: 2020-2021 Member Organization: West Virginia University

University-wide Belonging & Culture Survey

Other

Year : 2022-2023

Organization : Boston University

Topic - Evaluation : Climate Survey/Measuring Prevalence, Sharing the Results/Data from Evaluation

Boston University conducted their first university-wide climate survey to assess the culture and sense of belonging with efforts to reach microclimates and minority populations. TOPIC: Climate Survey/Measuring Prevalence | Sharing the Results/Data from Evaluation YEAR: 2022-2023 Member Organization: Boston University

University-wide Belonging & Culture Survey Follow-up

Other

Year : 2023-2024

Organization : Boston University

Topic - Response : Transparency and Communication

Topic - Evaluation : Climate Survey/Measuring Prevalence, Sharing the Results/Data from Evaluation

Topic - Organizational Change : Coordinated Community Response

Boston University conducted a comprehensive Belonging & Culture Survey to assess the sense of belonging and culture at the university and is now working on implementing initiatives based on the survey results to improve culture and belonging. TOPIC: Transparency and Communication | Climate Survey/Measuring Prevalence | Sharing the Results/Data from Evaluation | Coordinated Community ResponseYEAR: 2023-2024 Member Organization: Boston University

Unlikely Allies in Prevention Student Led Prevention Efforts in a Technical Communication Classroom

Other

Year : 2021-2022

Organization : Utah State University

Document Type : Partner Network Descriptions of Work

Topic - Prevention : Ally or Ambassador Programs, Prevention Program or Toolkits

Topic - Organizational Change : Diverse Stakeholder Partnerships

Utah State University developed an undergraduate course in which students gained project management skills and utilized creative methods (e.g., zines) to engage in campus sexual harassment prevention. TOPIC: Ally or Ambassador Programs | Prevention Program or Toolkits | Diverse Stakeholder Partnerships YEAR: 2021-2022 Partner Network Organization: Utah State University

Update on The SHARE Sexual Harassment Awareness Response and Education Center

Other

Year : 2021-2022

Organization : Vanderbilt University Medical Center

Document Type : Member Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Identifying and Reinforcing Community Values

Topic - Remediation : Other Remediation

Vanderbilt University Medical Center continued work on a sexual harassment support center, which provides confidential resources and educational programming by adapting to continue providing services during the COVID-19 pandemic. TOPIC: Identifying and Reinforcing Community Values | Addressing Gender Harassment and Disrespect | Other Remediation YEAR: 2021-2022 Member Organization: Vanderbilt University Medical Center

Updated Research Integrity Code of Conduct

Other

Year : 2019-2020

Organization : Argonne National Laboratory

Document Type : Member Descriptions of Work

Topic - Response : Embedding with Research Integrity

Argonne National Laboratory describes the process by which it updated its Research Code of Conduct to explicitly acknowledge that the prevention of sexual harassment is a key element of research integrity. TOPIC: Embedding with Research Integrity YEAR: 2019-2020 Member Organization: Argonne National Laboratory

Use of NASEM Report Training and Infographics to Educate Specific Audiences on Sexual Misconduct and Gender Discrimination

Other

Year : 2020-2021

Organization : Faulkner Legal

Document Type : Partner Network Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect

Topic - Prevention : Anti-Sexual Harassment Education, Leadership Education and Skill Development

Faulkner Legal developed guidance and training to organizations which support individuals with cognitive disabilities in seeking employment and navigating a workplace environment, including workplace discrimination topics. TOPIC: Leadership Education and Skill Development | Anti-Sexual Harassment Education | Addressing Gender Harassment and Disrespect YEAR: 2020-2021 Partner Network Organization: Faulkner Legal

Using Faculty and Staff Campus Climate Data to Inform Sexual Harassment Response and Prevention Efforts Across a Multi-Campus University

Description of Work

Year : 2024-2025

Organization : Rutgers University

Document Type : pdf

Topic - Evaluation : Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action

Rutgers University undertook a process and resources for developing localized action plans based on the findings of it's 2022 climate survey, emphasizing data-driven strategies to enhance prevention, response efforts, and promote respectful workplace culture.Topic: Evaluation: Sharing the Results/Data from Evaluation | Evaluation: Using Evaluation to Inform Action Year: 2024-2025

Using Faculty and Staff Campus Climate Data to Inform Sexual harassment Response and Prevention Efforts on Campus

Other

Year : 2023-2024

Organization : Rutgers University

Topic - Evaluation : Sharing the Results/Data from Evaluation, Using Evaluation to Inform Action

Rutgers University conducted a faculty and staff campus climate survey and developed tailored action plans based on the survey results to enhance prevention and response efforts. TOPIC: Sharing the Results/Data from Evaluation | Using Evaluation to Inform ActionYEAR: 2023-2024 Member Organization: Rutgers University

Utah Women & Leadership Project

Other

Year : 2021-2022

Organization : Utah State University

Document Type : Partner Network Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Transparency and Communication

Topic - Evaluation : Climate Survey/Measuring Prevalence, Sharing the Results/Data from Evaluation

Topic - Prevention : Anti-Sexual Harassment Education

Utah State University created policy briefs and handouts to communicate the prevalence of gender and sexual harassment, as well as to educate community members about what to do in the event of harassment. TOPIC: Anti-Sexual Harassment Education | Addressing Gender Harassment and Disrespect | Transparency and Communication | Climate Survey/Measuring Prevalence | Sharing the Results/Data from Evaluation YEAR: 2021-2022 Partner Network Organization: Utah State University

Victim Advocate Liaison Program

Other

Year : 2019-2020

Organization : National Oceanic and Atmospheric Administration

Document Type : Member Descriptions of Work

Topic - Remediation : Confidential Resources and Support Services, Other Remediation

National Oceanic and Atmospheric Administration expanded a confidential resource and support program for targets of sexual harassment to include trained, certified employee liaisons in each region.TOPIC: Confidential Resources and Support Services | Other Remediation YEAR: 2019-2020 Member Organization: National Oceanic and Atmospheric Administration

Videos on Anti-Sexual Harassment in Higher Education in MENA Region

Other

Year : 2022-2023

Organization : American University in Cairo

Topic - Prevention : Anti-Sexual Harassment Education

American University in Cairo developed a series of three videos to educate students about sexual harassment, with active participation from students and a focus on real-life scenarios. TOPIC: Anti-Sexual Harassment Education YEAR: 2022-2023 Member Organization: American University in Cairo

Violence Repair and Prevention A Program for Close-knit Communities

Other

Year : 2022-2023

Organization : Boston University

Topic - Remediation : Other Remediation, Reintegration Strategies and Programs

Boston University created an intervention to address the impact of sexual misconduct by members of small student groups with a community healing focus rather than addressing individuals. TOPIC: Reintegration Strategies and Programs | Other Remediation YEAR: 2022-2023 Member Organization: Boston University

Visibility and Transparency Efforts Manifests into â€œPrevention Weekâ€

Other

Year : 2021-2022

Organization : Baylor College of Medicine

Document Type : Partner Network Description of Work

Topic - Response : Transparency and Communication

Baylor College of Medicine launched a "Prevention Week" which seeks to increase visibility of resources available to the community and to inform community members about policies and the reporting process. TOPIC: Transparency and Communication YEAR: 2021-2022 Partner Network Organization: Baylor College of Medicine

Vol Voices Research Survey

Other

Year : 2022-2023

Organization : University of Tennessee, Knoxville

Topic - Evaluation : Climate Survey/Measuring Prevalence

The University of Tennessee conducted a system-wide climate survey, making efforts to protect confidentiality as well as communicate results with the community. TOPIC: Climate Survey/Measuring Prevalence YEAR: 2022-2023 Member Organization: University of Tennessee, Knoxville

Vols A.C.T.

Other

Year : 2019-2020

Organization : University of Tennessee, Knoxville

Document Type : Member Descriptions of Work

Topic - Prevention : Bystander Intervention Programs

University of Tennessee, Knoxville developed and implemented two audience-specific bystander intervention trainings, for graduate students and for faculty/staff. TOPIC: Bystander Intervention Programs YEAR: 2019-2020 Member Organization: University of Tennessee, Knoxville

Vols Walk for Sexual Assault Awareness Month

Description of Work

Year : 2024-2025

Organization : University of Tennessee Knoxville

Document Type : pdf

Topic - Response : Transparency and Communication

Topic - Prevention : Identifying and Reinforcing Community Values

Topic - Remediation : Other Remediation

The University of Tennessee, Knoxville, hosts an annual Vols Walk for Sexual Assault Awareness Month to engage the campus community in raising awareness of sexual assault and misconduct, normalizing conversations about consent and healthy relationships, promoting access to support resources, and reinforcing collective responsibility for preventing harassment.Topic: Prevention: Identifying and Reinforcing Community Values | Response: Transparency and Communication | Remediation: Other RemediationYear: 2024-2025

We Listen. You Decide An Evidence-Based Communication Campaign to Promote Awareness and Use of Confidential Resources

Other

Year : 2022-2023

Organization : Johns Hopkins University

Topic - Response : Transparency and Communication, Trauma-Informed Programs and Practices

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Remediation : Confidential Resources and Support Services

Topic - Organizational Change : Coordinated Community Response

Johns Hopkins University developed a communication campaign for confidential sexual misconduct resources focusing on a students agency when seeking support. TOPIC: Transparency and Communication | Trauma-Informed Programs and Practices | Confidential Resources and Support Services | Using Evaluation to Inform Action | Coordinated Community Response YEAR: 2022-2023Member Organization: Johns Hopkins University

We R Here Staff and Faculty Training Initiative

Other

Year : 2019-2020

Organization : Rutgers University

Document Type : Member Descriptions of Work

Topic - Prevention : Anti-Sexual Harassment Education, Bystander Intervention Programs

Rutgers University created a bystander intervention training with a specific focus on gender harasssment. TOPIC: Anti-Sexual Harassment Education | Bystander Intervention Programs YEAR: 2019-2020 Member Organization: Rutgers University

Well-Being as an Adaptive and Justice-Oriented Practice

Other

Year : 2023-2024

Organization : University of Washington

Topic - Evaluation : Evaluating Prevention Programs

Topic - Prevention : Identifying and Reinforcing Community Values

Topic - Organizational Change : Diverse Stakeholder Partnerships

The University of Washington identified and promote shared community values and practices that support organizational resilience and well-being across academic environments, with a specific focus on anti-racism and addressing power dynamics. TOPIC: Identifying and Reinforcing Community Values | Evaluating Prevention Programs | Diverse Stakeholder PartnershipsYEAR: 2023-2024 Member Organization: University of Washington

Who is the Practitioner in Faculty-Staff Sexual Misconduct Work Views from the UK and US

Other

Year : 2021-2022

Organization : The 1752 Group

Document Type : Partner Network Descriptions of Work

Topic - Response : Improved Policies

Topic - Evaluation : Evaluating Policies and Procedures

The 1752 group evaluated faculty/staff sexual harassment reporting policies from multiple institutions in the UK and US. They found that the majority of the sexual harassment response burden falls on administrative, non-specialist actors rather than practitioners with specialized training related to sexual harassment. TOPIC: Improved Policies | Evaluating Policies and Procedures YEAR: 2021-2022 Partner Network Organization: The 1752 Group

Why Higher Education Institutions should join the Misconduct Disclosure Scheme

Other

Year : 2023-2024

Organization : The 1752 Group

Topic - Response : Improved Policies, Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

The 1752 Group produced a briefing note for higher education institutions on the Misconduct Disclosure Scheme, a program that facilitates the systematic sharing of misconduct data between recruiting organizations and previous employers to address the problem of "pass the harasser". TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Improved Policies | Transparency and CommunicationYEAR: 2023-2024 Partner Network Organization: The 1752 Group

Wisconsin Administrative Code Rulemaking and Regent Policy Revision

Other

Year : 2020-2021

Organization : University of Wisconsin System

Document Type : Member Descriptions of Work

Topic - Response : Addressing Gender Harassment and Disrespect, Improved Policies

Topic - Prevention : Identifying and Reinforcing Community Values

University of Wisconsin System revised policies and sections of the Wisconsin Administrative Code, expanding their scope to include "sexual exploitation" and removing gendered language. TOPIC: Identifying and Reinforcing Community Values | Improved Policies | Addressing Gender Harassment and Disrespect YEAR: 2020-2021 Member Organization: University of Wisconsin System

Working Group for Civility and Professionalism at Columbia University Irving Medical Center

Other

Year : 2019-2020

Organization : Columbia University and Columbia University Irving Medical Center

Document Type : Member Descriptions of Work

Topic - Prevention : Civility or Respect Promotion Programs, Identifying and Reinforcing Community Values

Columbia University & Columbia University Irving Medical Center describe the process by which faculty working groups collaboratively advocated for the development of an Office for Professionalism as a resource for addressing disrespectful behaviors. TOPIC: Identifying and Reinforcing Community Values | Civility or Respect Promotion Programs YEAR: 2019-2020 Member Organization: Columbia University and Columbia University Irving Medical Center

Workplace Solutions - NOAA Federal Employees Annual Sexual Assault and Sexual Harassment Prevention Module

Other

Year : 2023-2024

Organization : Soteria Solutions

Topic - Response : Transparency and Communication

Topic - Evaluation : Using Evaluation to Inform Action

Topic - Prevention : Prevention Program or Toolkits

Soteria Solutions collaborated with the National Oceanic and Atmospheric Administration (NOAA) to develop an interactive online training module focused on sexual harassment prevention for NOAA Employees. TOPIC: Prevention Program or Toolkits | Transparency and Communication | Using Evaluation to Inform ActionYEAR: 2023-2024 Partner Network Organization: Soteria Solutions

Workplace Solutions - NOAA SASH Module

Other

Year : 2021-2022

Organization : Soteria Solutions

Document Type : Partner Network Descriptions of Work

Topic - Evaluation : Sharing the Results/Data from Evaluation

Topic - Prevention : Bystander Intervention Programs, Civility or Respect Promotion Programs

Soteria Solutions created and delivered a sexual harassment training which was linked to the organization's mission and values. TOPIC: Bystander Intervention Programs | Civility or Respect Promotion Programs | Sharing the Results/Data from Evaluation YEAR: 2021-2022 Partner Network Organization: Soteria Solutions

Workplace Solutions - NOAA Sexual Assault and Sexual Harassment Prevention Targeted Poster Campaigns

Other

Year : 2023-2024

Organization : Soteria Solutions

Topic - Evaluation : Sharing the Results/Data from Evaluation

Topic - Prevention : Anti-Sexual Harassment Education, Identifying and Reinforcing Community Values

Soteria Solutions partnered with the NOAA to develop and implement targeted poster campaigns for sexual assault and sexual harassment prevention and response. TOPIC: Anti-Sexual Harassment Education | Identifying and Reinforcing Community Values | Sharing the Results/Data from EvaluationYEAR: 2023-2024 Partner Network Organization: Soteria Solutions

Workplace Solutions â€“ NOAA Fisheries

Other

Year : 2021-2022

Organization : Soteria Solutions

Document Type : Partner Network Descriptions of Work

Topic - Prevention : Bystander Intervention Programs, Civility or Respect Promotion Programs

Soteria Solutions created, implemented, and evaluated a three-part curriculum for NOAA Fisheries which included learning about norms and policies, increasing understanding of how different identities shape workplace culture, and building bystander and communication skills. TOPIC: Bystander Intervention Programs | Civility or Respect Promotion Programs YEAR: 2021-2022 Partner Network Organization: Soteria Solutions

â€œSTOPâ€

Other

Year : 2020-2021

Organization : Cornell University

Document Type : Member Descriptions of Work

Topic - Response : Transparency and Communication

Topic - Prevention : Hiring, Promotion, Advancement, and Admissions Practices

Cornell University initiated the process of considering whether to implement a reference check policy to identify prospective employees' past findings of sexual misconduct. TOPIC: Hiring, Promotion, Advancement, and Admissions Practices | Transparency and CommunicationYEAR: 2020-2021 Member Organization: Cornell University

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Action Collaborative on Preventing Sexual Harassment in Higher Education

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Sexual Harassment Collaborative Repository

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