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Ensuring a safe workplace where both people and science can thrive has long been the goal of �����ƽ��policies on addressing harassment. However, a 2018 National Academies found “no evidence that current policies, procedures, and approaches have significantly reduced sexual harassment in academic sciences, engineering, and medicine.” The report also found that a culture of harassment with persistent microaggressions is driving women away from science. It was crystal clear that �����ƽ��and other federal agencies needed to do more to end the culture of harassment and ensure women and other groups their rightful place in science.

Spurred by the report, �����ƽ��elevated efforts to end sexual harassment in biomedical research as a major priority for the agency. Guided by from the �����ƽ��Advisory Committee to the Director, �����ƽ��implemented a number of changes aimed at ending harassment in all its forms – within the agency’s workforce, and . These efforts focused on three primary areas: 1) demonstrating accountability and transparency, 2) clarifying NIH’s expectations that funded institutions ensure a safe workplace free of harassment, and 3) establishing clear channels of communication to �����ƽ��for reporting. Toward that end, �����ƽ��established a dedicated phone line and web form for anybody to report an allegation of harassment or inappropriate behavior directly to NIH. Between 2018-2022, �����ƽ��worked with funded institutions on 112 confirmed findings of harassment, resulting in institutions 92 individuals from �����ƽ��grants and in other actions for the remaining cases.

While �����ƽ��has made progress toward our goal of ending harassment in biomedical research, �����ƽ��lacked clear authority to require funded institutions to report to �����ƽ��whether personnel changes to an �����ƽ��grant are related to harassment, only that they should report it. This limited NIH’s awareness of when harassment was affecting NIH-supported activities, and therefore NIH’s ability to take necessary action to ensure appropriate grant stewardship. That changes today.

Thanks to the tireless efforts of members of Congress, �����ƽ��is implementing a general provision in the that mandates the �����ƽ��Director to require NIH-funded institutions to report to the �����ƽ��“when individuals identified as principal investigator or as key personnel in an �����ƽ��notice of award are removed from their position or are otherwise disciplined due to concerns about harassment, bullying, retaliation, or hostile working conditions.” This provision not only enables mandatory reporting to �����ƽ��of removals and disciplinary actions, but it also ensures that �����ƽ��is made aware when the reason for the actions is concerns of harassment. Effective July 8, 2022, �����ƽ��is requiring notification by the Authorized Organization Representative at NIH-funded institutions within 30 days of the removal or disciplinary action that must be . Details of this new �����ƽ��requirement is posted on this on supporting a safe and respectful workplace at institutions that receive �����ƽ��funding and the �����ƽ��Anti-Sexual Harassment website.

When a funded institution reports harassment to NIH, �����ƽ��will continue to work with the grantee organization, as well as other federal agencies as required, to determine what actions are appropriate. �����ƽ��actions may include approving the institution’s substitution or removal of personnel from an �����ƽ��grant, restricting award funding, and where neither of these options is available or adequate, suspending or terminating the grant award. Importantly, individuals can continue to report allegations directly to NIH.

No one should ever have to endure harassment to contribute to biomedical research. Wherever �����ƽ��research activities take place, our priority will always be to do what we can to eliminate harassment. The passage of this bill into law is an important milestone in support of that vital commitment. I want to thank all those affected by harassment who shared their stories with NIH, provided input on our efforts to strengthen our policies and practices, and held �����ƽ��accountable for addressing harassment.

Lawrence A. Tabak, D.D.S., Ph.D.
Acting Director, NIH