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A report just came out titled "Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine" (2018)  Here are the summary pages you should read now:
All members of our nation's college campuses-students, trainees, faculty, staff, and administrators-as well as members of research and training sites should assume responsibility for promoting civil and respectful education, training, and work environments, and stepping up and confronting those whose behaviors and actions create sexually harassing environments."
Source: http://nap.edu/24994 downloaded 02MAY2019 It is time to stop explaining away our individual and collective past. Yesterday is gone for each and all of us. Together we have today and our tomorrows. Let us leverage them collaboratively and cooperatively. Replace fear with courage, turn on the lights to remove the shadows, and stand tall with one another. Yes, it is time for you, me, us to transition from empathy to proactive leadership. Civil engineers need to be leaders in putting a stop to those behaviors, out loud, and visibly!
Please share your thoughts on the above report, and suggest specific actions individuals in private and public organizations and institutions can take to put a stop to the harassment of women in sciences and engineering.
This body of research also shows why advocating for a "pure meritocracy" - rather than explicitly pursuing diversity - doesn't help companies overcome bias. In fact, companies that highlight "meritocracy" may actually cause greater bias against women: Experimental studies show that when an organization is referred to as a meritocracy, individuals in managerial positions favor male employees over equally qualified female employees and give them larger rewards............ Calling for a meritocracy and denying that workplace inequality still exists captures what scientists refer to as modern sexism. Modern sexism is characterized by "beliefs that discrimination against women is a thing of the past, antagonism towards women who are making political and economic demands, and resentment about special favors for women. Notably, individuals espousing such views do not regard these notions as sexist or unfair and…conclude that, given the even playing field upon which the two sexes now compete, the continuing under-representation of women in certain roles (e.g., management positions…) must be a result of women's own choices or inferiority as opposed to discrimination."
Cases continue to arise showing a pattern of harassment towards women as indicated in the report. Here's yet another example, in which the academic institution is working to provide restitution: Source: Opinion | It's Taken 5 Decades to Get the Ph.D. Her Abusive Professor Denied Her
So, to my original question, what is your opinion on what we can do - and/or what has your academic institution already done - to prevent harassment and discrimination in the first place?
THE MYTH OF EQUAL OPPORTUNITY FOR WOMEN & MEN
Source: http://nap.edu/24994 downloaded 02MAY2019 It is time to stop explaining away our individual and collective past. Yesterday is gone for each and all of us. Together we have today and our tomorrows. Let us leverage them collaboratively and cooperatively. Replace fear with courage, turn on the lights to remove th