| 英文摘要 | Academic bullying and harassment are all too common, and institutional reactions are often inadequate ([ 1 ][1], [ 2 ][2]). Although reports often focus on what the targets of bullying can do to protect themselves [e.g., ([ 3 ][3])], it is important to acknowledge that all members of the scientific community can and must address academic bullying. If witnesses to harassment, members of investigative committees, journal editors, other gatekeepers, and individuals at every level of the scientific community all leverage their knowledge and power to combat bullying, we can create a safer and more civil scientific environment.
Witnesses of academic bullying can report the incident to trustworthy resources at the relevant institution and funding agency. For example, in the United States, one could report unacceptable behavior to a university ombudsman or submit a bullying report to the US National Institutes of Health (NIH) ([ 4 ][4]). The NIH has removed more than 70 lab leaders from their grants ([ 5 ][5]), demonstrating that such reports by witnesses can be effective. The UK Wellcome Trust also invites such reports ([ 6 ][6]) and has withdrawn funding from scientists accordingly [e.g., ([ 7 ][7])]. Actions by funding agencies can prevent decisions that just pass the harasser ([ 8 ][8]) to a different environment where they can focus on new targets.
Members of institutional academic bullying investigation committees can take steps to get unbiased and comprehensive reports of the bullying behavior. To do so, they should ask former lab members about the perpetrator, given that their feedback is likely to be more accurate, honest, and informative than that of current lab members, whose serious reservations might include fear of retaliation. Committee members can support targets during the course of investigation by putting in place a constant monitoring system to prevent retaliation against the target. They can also avoid unnecessary delays in the investigation process, while making sure not to sacrifice quality for speed. Efficient investigations show respect for the target and minimize visa issues for international students. To increase transparency, committees should make available at least one example of the outcome of a previous investigation, including discipline and punishment of the perpetrator and support for the target.
Journal editors can be open to submissions about sexual harassment, academic bullying, and imbalances in diversity ([ 9 ][9]), regardless of the main scope of the journal. The publication’s readership, regardless of discipline, has a right to be aware of these issues. Publishing such information empowers readers to contribute to the global efforts to address these issues.
Members of gatekeeping organizations for scientific metrics (such as institution and hospital rankings) and clubs (such as national academies of sciences) can consider academic bullying in their criteria. The US National Academy of Sciences, for example, ejected members in response to validated sexual harassment allegations ([ 10 ][10]). In 2018, AAAS (the publisher of Science ) established a new policy for ejecting harassers among AAAS fellows ([ 11 ][11]).
Individuals in all positions in the scientific community, regardless of their seniority or whether they have witnessed offensive behavior, can help address inequities, harassment, bullying, and discrimination in STEM by refusing to remain neutral about these issues. They can demand more accountability and more transparency about expectations, consequences, and reporting guidelines. They can also work to increase awareness about academic bullying and harassment by sharing studies, reports, and their own experiences.
Evidence shows that incidents of sexual harassment do not decrease simply as a result of strong policies and legal recourse ([ 12 ][12]). Diminishing academic harassment in science requires attention and collaborative action by all members of the scientific workforce ([ 8 ][8]).
1. [↵][13]1. T. L. Goulet
, Science 373, 170 (2021).
[OpenUrl][14][FREE Full Text][15]
2. [↵][16]1. A. Witze
, Nature 595, 15 (2021).
[OpenUrl][17]
3. [↵][18]1. M. Mahmoudi
, Nat. Hum. Behav. 4, 1091 (2020).
[OpenUrl][19]
4. [↵][20]NIH, “NIH process for handling allegations of sexual harassment on an NIH-funded project at a recipient institution (2020); .
5. [↵][21]1. J. Kaiser
, “More than 70 lab heads removed from NIH grants after harassment findings,” Science 10.1126/science.abj9518 (2021).
6. [↵][22]Wellcome Trust, “Bullying and harassment policy” (2021); .
7. [↵][23]1. H. Else
, Nature 560, 420 (2018).
[OpenUrl][24]
8. [↵][25]1. J. Mervis
, Science 366, 1057 (2019).
[OpenUrl][26][Abstract/FREE Full Text][27]
9. [↵][28]1. M. Mahmoudi,
2. L. Keashly
, Angewandte Chem. 133, 3378 (2021).
[OpenUrl][29]
10. [↵][30]1. M. Wadman
, Science 372, 224 (2021).
[OpenUrl][31][Abstract/FREE Full Text][32]
11. [↵][33]1. M. Wadman
, Science 361, 1175 (2018).
[OpenUrl][34][Abstract/FREE Full Text][35]
12. [↵][36]National Academies of Sciences, Engineering, and Medicine, “Sexual harassment of women: Climate, culture, and consequences in academic sciences, engineering, and medicine” (2018).
M.M. is a co-founder and director of the Academic Parity Movement ([www.paritymovement.org][37]), a nonprofit organization dedicated to addressing academic discrimination, violence, and incivility, and receives royalties/honoraria for his published books, plenary lectures, and licensed patents.
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[37]: http://www.paritymovement.org |
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