1. 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

2. 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)

3. 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

4. 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

5. 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.

6. 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

7. 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

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

9. 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

10. 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

11. 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

12. 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)

13. 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?

14. 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

15. 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?

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

17. Important Links Updated conduct policy:
Complete Task Force Report:
Questionnaire Final Report from Langer Research:
Ombudsperson Contact:
Encourage questions, share the policies with their sections/chapters
Remind folks that they can reach out to the ombuds service if they need support

18. BACK UP Slides

19. 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