Htun, M., & Hedayati Mehdiabadi, A., & Moschella-Smith, E. (2022, August), Reducing Gender-Based Harassment in Engineering: Opportunities and Obstacles to Bystander Intervention  Paper presented at 2022 ASEE Annual Conference & Exposition, Minneapolis, MN. 10.18260/1-2--42113

\bibitem{asee_peer_42113}
  Htun, M., \& Hedayati Mehdiabadi, A., \& Moschella-Smith, E. (2022, August), \emph{Reducing Gender-Based Harassment in Engineering: Opportunities and Obstacles to Bystander Intervention}
  Paper presented at 2022 ASEE Annual Conference \& Exposition, Minneapolis, MN.
  10.18260/1-2--42113

Mala Htun, Amir Hedayati Mehdiabadi, and Elizabeth Moschella-Smith.  "Reducing Gender-Based Harassment in Engineering: Opportunities and Obstacles to Bystander Intervention".  2022 ASEE Annual Conference & Exposition, Minneapolis, MN, 2022, August.  ASEE Conferences, 2022.  https://peer.asee.org/42113 Internet.  22 Dec, 2024

\bibitem{asee_peer_42113}
  Mala Htun, Amir Hedayati Mehdiabadi, and Elizabeth Moschella-Smith.
  "Reducing Gender-Based Harassment in Engineering: Opportunities and Obstacles to Bystander Intervention".
  \emph{2022 ASEE Annual Conference \& Exposition, Minneapolis, MN, 2022, August}.
  ASEE Conferences, 2022.
  https://peer.asee.org/42113 Internet.  22 Dec, 2024

@INPROCEEDINGS{asee_peer_42113
author = "Mala Htun, Amir Hedayati Mehdiabadi, and Elizabeth Moschella-Smith"
title = "Reducing Gender-Based Harassment in Engineering: Opportunities and Obstacles to Bystander Intervention"
booktitle = "2022 ASEE Annual Conference \& Exposition"
year = "2022"
month = "August"
address = "Minneapolis, MN"
publisher = "ASEE Conferences"
note = {https://peer.asee.org/42113}
number = {10.18260/1-2--42113}
}

TY  - CPAPER
AB  - The National Academy of Sciences (NAS) report finds that sexual harassment is acute in STEM fields, that harassment poses a major obstacle to the retention and advancement of women, and recommends that organizations aggressively promote climate and cultural changes to expand women's participation (NAS 2018). Historically, however, most efforts to reduce harassment, including legislation, reporting systems, and training, have failed (Dobbin and Kalev 2019, Feldblum and Lipnic 2016). Bystander training, which gives participants skills to interrupt and intervene when they witness episodes of sexual assault, gender violence, or harassment, has proven effective in universities and in the U.S. military (Potter and Moynihan 2011, Cares et al 2015). Yet little is known about whether the bystander approach can help to change norms and behavior among managers and leaders to combat harassment in STEM workplaces (NAS 2018). This paper reports initial results from a larger NSF-funded project focused on adapting and testing bystander approaches to reduce harassment and broaden participation in engineering. We present data from individual interviews with a sample of faculty and staff in academic engineering (N=31) about the obstacles to intervening as a bystander when they face situations of harassment and bias, as well as the conditions that facilitate bystander intervention. We find that lack of awareness, low-grade or "sugarcoated" harassment, power hierarchies, and reluctance to incur risks of intervening pose barriers to intervention. By contrast, leadership intolerance of harassment, gender balance, and an interest in helping students facilitated positive bystander behavior. The paper analyzes the implications of our research for strategies to increase bystander intervention within academic engineering and other engineering workplaces.
AU  - Mala Htun
AU  - Amir Hedayati Mehdiabadi
AU  - Elizabeth Moschella-Smith
CY  - Minneapolis, MN
DA  - 2022/08/23
PB  - ASEE Conferences
TI  - Reducing Gender-Based Harassment in Engineering: Opportunities and Obstacles to Bystander Intervention
UR  - https://peer.asee.org/42113
DO  - 10.18260/1-2--42113
ER  -