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Ending sexual harassment in science is a major priority for ÈýÒÚÌåÓý¹ÙÍø leadership. We expressed our commitment to this issue in September 2018 and updated the community on our efforts in February 2019, including the establishment of a as part of my (ACD). I am grateful to the members of this working group, who have been passionate and thoughtful in developing ways to approach this difficult and often contentious issue. The charge asked them to be bold, and not to constrain their recommendations based on the difficulty or complexity of implementation. Today, after months of intense meetings that included discussions and with individuals targeted by sexual harassment, the working group delivered their to the ACD. The ACD advised me to accept it. I am supportive of these solid recommendations. ÈýÒÚÌåÓý¹ÙÍø will make every effort to adhere to the vision of the working group by seeking to implement the recommendations provided. We will work with other federal agencies, such as the (OCR), and explore policymaking options in order to implement some of these recommendations.

Based, in part, on insights provided by the that the working group presented at the June 12–13, 2019, ACD meeting, I’m pleased to say that ÈýÒÚÌåÓý¹ÙÍø is well on its way to implementing several of the recommendations, including:

• ÈýÒÚÌåÓý¹ÙÍø has developed a means for individuals working on ÈýÒÚÌåÓý¹ÙÍø-funded projects who believe their rights to a safe working environment have been violated to contact ÈýÒÚÌåÓý¹ÙÍø directly. Information can be found on the ÈýÒÚÌåÓý¹ÙÍø Anti-Sexual Harassment and websites. It’s working. To date, we’ve received 105 notifications, which automatically initiates an inquiry by the ÈýÒÚÌåÓý¹ÙÍø Office of Extramural Research with the grantee institution, and has resulted in replacement of PIs on grants by institutions and enhanced grants oversight.
• ÈýÒÚÌåÓý¹ÙÍø has established and will soon publicize clear agency standard operating procedures that outline the steps ÈýÒÚÌåÓý¹ÙÍø takes when a grantee institution or an individual at a grantee institution notifies ÈýÒÚÌåÓý¹ÙÍø.

There are several other recommendations that ÈýÒÚÌåÓý¹ÙÍø expects to implement over the next year, with the following plans:

• Enhancing safety at conferences that receive ÈýÒÚÌåÓý¹ÙÍø funding, directly or indirectly, through conference codes of professional conduct, and advertising the ÈýÒÚÌåÓý¹ÙÍø and OCR contact information.
• Creating new incentives and funding opportunities to help individuals who have experienced disruptions of research projects, including those related to sexual harassment, to remain in or to reenter the biomedical workforce.
• Supporting a range of research to inform policies, procedures, training, and other measures that foster respect, civility, and safety.

Several working group recommendations would require new and modified funding mechanisms, and thus will take additional work to implement — but we will pursue these assiduously. That includes programs to support individuals through transition periods (bridge funding), help them reintegrate into the biomedical workforce (potential for modification to existing mechanisms similar for family leave), structure awards to address the power dynamic that puts trainees at high risk, or incentivize grantee institutions to rethink systems to diversify their leadership.

As noted, some recommendations will require ÈýÒÚÌåÓý¹ÙÍø to explore policymaking options, and/or work with other government agencies, such as OCR, to implement, such as:

• Requiring institutions to mandate PIs and key personnel named on ÈýÒÚÌåÓý¹ÙÍø grants to attest that they have not been found to have violated their institution’s code of professional conduct, including having a finding of sexual harassment.
• Requiring grantee institutions to inform ÈýÒÚÌåÓý¹ÙÍø of a harassment investigation involving a PI or key personnel named on a grant award, including allowing ÈýÒÚÌåÓý¹ÙÍø to be involved in the selection of a replacement PI while the investigation is underway.
• Creating a parallel process for managing professional misconduct, including sexual harassment, as seriously as research misconduct.
• Requiring grantee institutions to mandate anti-sexual harassment training for all institutional staff, on the same scale as training for responsible conduct of research.

Pursuing most of these recommendations will require a partnership with our grantee institutions to take the necessary actions. ÈýÒÚÌåÓý¹ÙÍø has taken extensive actions as an employer to set the example for the broader community by implementing a comprehensive anti-harassment program for the ÈýÒÚÌåÓý¹ÙÍø workforce, which are outlined on the ÈýÒÚÌåÓý¹ÙÍø Anti-Sexual Harassment webpage for ÈýÒÚÌåÓý¹ÙÍø staff.

Science thrives in safe, diverse, and inclusive research environments, and sexual harassment goes against the very core of what ÈýÒÚÌåÓý¹ÙÍø and the institutions we fund represent. Ensuring a culture where we are maximizing talent at all levels is at the heart of the ÈýÒÚÌåÓý¹ÙÍø mission to improve human lives. This report lays out a framework to make that culture a reality. We are grateful for the members of the working group for putting forward such a clear vision.

Francis S. Collins, M.D., Ph.D.
Director, National Institutes of Health