H.R. 36 — what changed

changed According to a 2017 study led by Dr. Kathryn Clancy at the University of Illinois, Illinois study, among astronomers and planetary scientists, 18 percent of women who are members of racial or ethnic minority groups and 12 percent of White women skipped professional events because they did not feel safe attending.

changed to expand research efforts to better understand the factors contributing to, and consequences of, sexual harassment and gender harassment affecting individuals in the scientific, technical, engineering, and mathematics STEM workforce, including students and trainees; and

changed research on the sexual harassment and gender harassment experiences of individuals in underrepresented or vulnerable groups, including racial and ethnic minority groups, disabled individuals, foreign nationals, sexual- and gender-minority individuals, and others;

changed development and assessment of policies, procedures, trainings, and interventions, with respect to sexual harassment and gender harassment, conflict management, the prevention of incivility, and ways to foster respectful and inclusive climates;

changed support for institutions of higher education to develop, adapt, implement, and assess the impact of innovative, evidence-based strategies, policies, and approaches to policy implementation to prevent and address sexual harassment and gender harassment;

changed research on alternatives to the hierarchical and dependent relationships relationships, including but not limited to the mentor-mentee relationship, in academia that have been shown to create higher levels of risk for sexual harassment and gender harassment; and

changed to develop questions on sexual harassment in science, technology, engineering, and mathematics gender harassment in STEM departments to gather national data on the prevalence, nature, and implications of sexual harassment and gender harassment in institutions of higher education; and

changed evidence-based practices for fostering a climate intolerant of sexual harassment and gender harassment;

changed methods, including bystander intervention, for identifying and addressing incidents of sexual harassment and gender harassment; and

changed professional standards for mentorship and teaching with an emphasis on preventing sexual harassment and gender harassment.

changed Report— Not later than 16 18 months after the effective date of the contract under subsection (a), the Academies, as part of such agreement, shall submit to the Director and the Committee on Science, Space, and Technology of the House of Representatives and the Committee on Commerce, Science, and Transportation of the Senate the report referred to in such subsection, as updated pursuant to such subsection.

changed In general— The Director of the Office of Science and Technology Policy, acting through the National Science and Technology Council, shall establish an interagency working group for the purpose of coordinating Federal science agency efforts to reduce the prevalence of sexual harassment and gender harassment involving grant personnel. The working group shall be chaired by the Director of the Office of Science and Technology Policy (or the Director’s designee) and shall include a representative from each Federal science agency with annual extramural research expenditures totaling over $1,000,000,000.$1,000,000,000, a representative from the Department of Education, and a representative from the U.S. Equal Employment Opportunity Commission.

changed not later than 90 days after the date of the enactment of this Act, submit to the Committee on Science, Space, and Technology of the House of Representatives and the Committee on Commerce, Science, and Transportation of the Senate an inventory of Federal science agency policies, procedures, and resources dedicated to preventing and responding to reports of sexual harassment; harassment and gender harassment at Federal agencies that provide legal definitions to which institutions of higher education must comply; and

changed in consultation with outside stakeholders, stakeholders and Federal science agencies, develop a uniform set of policy guidelines for Federal science agencies; and

changed encourage and monitor efforts of Federal science agencies to develop or maintain and implement policies based on the guidelines developed under paragraph (2);(2), including the extent to which Federal science agency policies depart from the uniform policy guidelines;

changed findings or determinations administrative action, related to an allegation against grant personnel of any sexual harassment; harassment or gender harassment, as set forth in organizational policies or codes of conduct, statutes, regulations, or executive orders, that affects the ability of grant personnel or their trainees to carry out the activities of the grant; and

changed any decisions made to place findings or determinations against grant personnel on administrative leave of sexual harassment or impose gender harassment, as set forth in organizational policies or codes of conduct, statutes, regulations, or executive orders, including any administrative action on grant personnel findings or determinations related to reports submitted under subparagraph (A) and any sexual harassment investigation;disciplinary action that was taken;

changed the sharing sharing, updating, and archiving of reports of sexual harassment and gender harassment from grantees submitted under paragraph (1) (1)(B) with relevant Federal science agencies on a quarterly basis; and

changed to the extent practicable, ensure consistency among relevant Federal agencies with regards to the policies and procedures for receiving reports submitted pursuant to paragraph (1), which may include the designation of a single agency to field reports so submitted.

changed Considerations— In developing policy guidelines under subsection (c)(2), the Director of the Office of Science and Technology Policy shall consider guidelines that—that require or incentivize—

changed require grantees to periodically assess their organizational climate using climate, which may include the use of climate surveys, focus groups, and or exit interviews;

changed require grantees to publish on a publicly available internet website the results of assessments conducted pursuant to paragraph (1), disaggregated by gender and, if possible, race, ethnicity, disability status, and sexual orientation;

changed require grantees to make public on an annual basis the number of reports of sexual harassment and gender harassment at each such institution;

changed require grantees to regularly assess and improve policies, procedures, and interventions to reduce the prevalence of sexual harassment and gender harassment;

changed require each grantee to describe demonstrate in its grant proposal for a grant award, cooperative agreement, or contract that a code of conduct is in place for maintaining a healthy and welcoming workplace for grant personnel; andpersonnel and their trainees;

changed reward and incentivize grantees working to create a climate intolerant the diffusion of sexual harassment.the hierarchical and dependent relationships between grant personnel and their trainees;

changed develop or maintain and implement policies with respect to sexual harassment and gender harassment that are consistent with policy guidelines under subsection (c)(2) and that protect the privacy of all parties involved in any report and investigation of sexual harassment and gender harassment, except to the extent necessary to carry out an investigation; and

changed broadly disseminate such policies to current and potential recipients of research grants grants, cooperative agreements, or contracts awarded by such agency.

changed In general— Not later than 3 years after the date of enactment of this Act, the Director shall enter into an agreement with the Academies to undertake a study of the influence of sexual harassment and gender harassment in institutions of higher education on the career advancement of individuals in the scientific, engineering, technical, and mathematics STEM workforce. The study shall assess—

changed the state of research on sexual harassment and gender harassment in such workforce;

changed whether research demonstrates a decrease change in the prevalence of sexual harassment and gender harassment in such workforce;

changed the progress made with respect to implementing recommendations promulgated in the Academies consensus study report entitled “Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine”;Medicine”; and

changed the degree where to which Federal science agencies have implemented the policy guidelines developed under section 7(c)(2) focus future efforts with respect to decreasing sexual harassment and the effectiveness of that implementation; andgender harassment in such institutions.