Women in Statistics and Data Science Bellevue, WA October 4, 2019 Promoting an Inclusive and Equitable Culture for Women in Statistics and Data Science: Recommendations for the ASA Task Force on Sexual Harassment and Assault Women in Statistics and Data Science Bellevue, WA October 4, 2019

Task Force Membership Leslie McClure (Chair), Drexel University Emma Benn, Icahn School of Medicine at Mount Sinai Maryclare Griffin, Cornell University Ji-Hyun Lee, University of Florida Sally Morton, Virginia Tech Jean Opsomer, Westat Robert Santos, Urban Institute Theresa Utlaut, Intel Corporation Donna LaLonde (ASA Liaison)

Background Across all sectors, occupations, races, ethnicities, and social classes, sexual misconduct undermines women’s professional and educational attainment, and their mental and physical health (NASEM report) As the statistical community is a cross-section of the population, there was no reason to suspect that we were immune to these issues

Background Professional outcomes from being a victim of sexual misconduct include: leaving an institution, stepping away from leadership roles, leaving the field Conversation at the 2017 WSDS Conference prompted the ASA Board to approve a Task Force on Sexual Harassment and Assault

Charge Assess the extent of sexual harassment/assault in the ASA community. Review the current best practices of professional organizations and academic institutions with respect to sexual harassment/assault. Consider creation of a resource that allows victims of sexual harassment and assault to anonymously receive support. Make recommendations to the ASA Board of Directors regarding sexual harassment/assault policy changes for the organization.

Timeline of Task Force Activities Board begins addressing recommendations April 2019 ASA Approves Task Force Formation Nov 2017 ASA Receives Final Report Received of Questionnaire Results Dec 2018 Questionnaire Link Sent to Membership Oct 2018 Jan 2019 ASA Board Receives Final Task Force Report Task Force Appointed, Charged Jan 2018 ASA Activities Conduct Policy Approved By Board Nov 2018

ASA 29% students, respondents 16% ASA 47% regular members, respondents 55% Could be the result of ASA registration reflecting one status, self-identifying as something else

Feedback (n=3507, 22%) Sent to 15,769 members, 3507 (22%) participated

Feedback via Questionnaire Complete report available on ASA website Conclusions from data collection: Members have been subjected to sexual harassment & assault Members have witnessed sexual harassment & assault Both have occurred at ASA events Now that we know, we must act

Best Practices Wide variation in policies, with few commonalities Extensive review of other professional organizations’ current policies & procedures Wide variation in policies, with few commonalities Each has its own scope, culture, and focus

Best Practices (National Academies) Enact new rules related to conference attendance and codes of conduct Include sexual harassment in codes of ethics Require members to acknowledge in a formal way Support and design programs to prevent misconduct and to provide skills to intervene Strengthen statements on sexual harassment, bullying, and discrimination in professional societies’ codes of conduct Factor into scientific award decisions

Confidential Reporting Confidentiality and support is essential to the fair reporting of misconduct and any subsequent decisions by the ASA ASA is providing an Ombuds service at ASA sponsored meetings (began at JSM in 2018) Several organizations employ an online confidential reporting method and we recommended the ASA employ such a method We recommended the ASA employ an external group to receive, review, adjudicate, and rule on complaints of sexual misconduct A decision on the process for responding to rulings will be determined by the ASA board (in progress)

Policy Recommendations Develop effective procedures for reporting, managing, and adjudicating instances of sexual misconduct Reporting and investigation handled externally Ensure protection of involved parties Currently relying on an ombuds service RFP to identify most effective external partnership Unbiased determination of consequences, if deemed applicable, by ASA following third party investigation Ally/bystander training Continued promotion of a safe climate and equitable culture More details in the complete report; how can ASA members work together to keep moving this forward?

What’s Next? The Task Force has completed the charges set before us ASA Leadership is working to find avenues to move forward with the Task Force recommendations Requires evaluation of the ability of the current infrastructure to incorporate these principles into their work It is the responsibility of the ASA members to continue the conversation and take action to extend the work of the task force

Discussion What can we do to help ensure a safe, inclusive and equitable culture, as those interested in advancing the role of women in statistics and data science? How can we leverage events such as WSDS to promote changes moving forward? How can we collectively leverage our strength in numbers to continue to make progress in implementing culture change?

Acknowledgements Questionnaire respondents & everyone who provided feedback And to Donna LaLonde Ron Wasserstein Lisa LaVange ASA Board ASA Community

Important Links Updated conduct policy: https://www.amstat.org/ASA/Meetings/Meeting-Conduct-Policy.aspx Complete Task Force Report: http://bit.ly/TaskForceFinalReport Questionnaire Final Report from Langer Research: http://bit.ly/LangerFinal Ombudsperson Contact: ASA_ombuds@proactive-resolutions.com Encourage questions, share the policies with their sections/chapters Remind folks that they can reach out to the ombuds service if they need support

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Questionnaire Demographics ASA Membership (n=15,769) Respondents (n=3,507, 22%) Identify as Female 36.8% 39.1% Race/Ethnicity White 59.9% 77.7% Black/African-American 3.4% 2.4% American Indian/Alaskan Native 0.1% Asian 30.5% 13.8% Hispanic/Latino/Latina 3.1% 1.8% Other/Multiple Races 1.9% 4.2% Employment Sector Academic 45.3% 48.9% Business/Industry 29.8% 26.9% Government 9.5% 11.0% Consulting/Self-Employed 5.6% Other 11.2% 7.6% ASA 29% students, respondents 16% ASA 47% regular members, respondents 55% Could be the result of ASA registration reflecting one status, self-identifying as something else