• ADVANCEGeo Partnership – (In)equity in the Time of Covid. Available here. 
• American Medical Association Journal (JAMA) – COVID-19 and Racial/Ethnic Disparities (Hooper, M., et al.). Available here. 
• American Physiological Association (APA) – The effects of the coronavirus on physiology. Available here. 
• American Political Science Association (ASPA) – Resources for coronavirus response. Available here. 
• American Public Health Association Journal of Public Health (AJPH) – Black Lives Matter: A commentary on racism and public health (Garcia, J. and Sharif, M.). Available here.
• Association of American Medical Colleges (AAMC) – The way forward on COVID-19: A road map to reset the nation’s approach to the pandemic. Available here. 
• Association of Women in Science (AWIS) – Ensuring equity in institutional COVID-19 Responses: A webinar town hall. Available here. 
• Ecological Society of America (ESA) – COVID-19 Resources. Available here. 
• Federation of American Societies for Experimental Biology (FASEB) – Compilation of research, resources, and information on COVID-19. Available here. 
• National Academy of Education (NAEd) – COVID-19 Educational Inequities convening and summary report. Available here. 
• National Academies of Science, Engineering, and Medicine (NASEM) — The Impact of COVID-19 on the Careers of Women in Academic Sciences, Engineering, and Medicine. Available here. 
• • This ongoing project will commission papers from researchers on recent trends in faculty hiring, as well as recent changes policies and practices in promotion, advancement, and tenure, particularly any unequal effects experienced by women and individuals from historically marginalized racial and ethnic groups, and will present the papers and a series of 3-5 webinars.

A. Bias Research & Resources 

• ADVANCEGeo Partnership – Workshops. Offers workshops on implicit bias, microaggressions, and empowering bystanders. Available here. 
• American Association for the Advancement of Science (AAAS) – ScienceAdvances (Canning, E., et al.). Available here.
  • STEM faculty who believe ability is fixed have larger racial achievement gaps and inspire less student motivation in their classes.
• American Psychological Association (APA) – Speaking of Psychology: Understanding your racial biases. Available here. 
• Ansley Booker – Unhidden Figures: Uncovering Our Cultural Biases in STEM. Available here.
  • Note: Performed via TEDx. 
• Cornish Consulting Services, Equity Challenge Unit – Unconscious Bias in Higher Education. Available here. 
• Duke University, Office of the Provost – TIAA Institute and the Council on Foundations. Available here.
  • Managing implicit bias with diversity and inclusions: A discussion resource. 
• Explore Psychology – What is Ingroup Bias? Available here. 
• Harvard University – Implicit Association Test (IAT). Available here. 
• Wroblewski, E. – Examining implicit bias and its effect on hiring and inclusiveness. Available here. 

B. Bias Training & Trainers (Note – this information is also included in the “Training” tab.) 

• Stephanie Goodwin, Assistant Professor in the Department of Psychology, Wright State University. Available here.  
• University of New Hampshire – Bias Awareness and Intervention Training Lab. Available here. 
• University of Wisconsin-Madison, Women in Science and Engineering Leadership Institute – Breaking the Bias Habit: A Workshop to Promote Gender Equity. Available here.
  • UW-Madison offers a 3-hour workshop kit to other institutions. “Participants will uncover their own biases, discover the underlying concepts and language used in the psychological and social psychological literature to describe such processes, participate in interactive discussions about the potential influence of implicit or unconscious bias in their department/unit, and learn evidence-based strategies for reducing the application of these biases.”

• Societies Consortium – Outcome Vision & Research Framework Flyer. Available here. 
• EducationCounsel – Overview of Design Parameters Under Federal Law to Advance a Private Society’s DEI Policy. Available here.
  • Related Content: Hot Topic Webinar from January 28 on Data Rich Self-Assessment.  Available here.
• Action Collaborative on Preventing Sexual Harassment in Higher Education. Available here.
  • The Action Collaborative is part of the National Academies of Sciences, Engineering and Education (NASEM) and brings together leaders from over 60 academic and research institutions and key stakeholders to work toward targeted, collective action on addressing and preventing sexual harassment across all disciplines and among all people in higher education. The Action Collaborative creates an active space where colleges, universities, and other research and training institutions will identify, research, develop, and implement efforts that move beyond basic legal compliance to evidence-based policies and practices for addressing and preventing all forms of sexual harassment and promoting a campus climate of civility and respect. The Action Collaborative has published on its webpage its Year 1 Rubric organizing and identifying its work as it relates to the research and recommendations of the NASEM 2018 Report on Sexual Harassment in Sciences, Engineering and Medicine. The Rubric can serve as a model/tool for other institutions. It has also created a Repository of innovative programs and practices created by its member institutions (see heading for “Repositories of Research and Best Practices” in the Compendium).
• American Dental Education Association (ADEA) – Checklist to Promote Diversity, Equity, and Inclusion. Contains a detailed list of specific strategic initiatives, based on best practices, to promote inclusion, including in strategic planning, administration, student support and engagement, and curriculum. Available here. 
• American Educational Research Association (AERA) – Minority Fellowship Program. Available here.
  • The program is designed to advance education research by outstanding minority graduate students and to improve the quality and diversity of university faculties by offering doctoral fellowships to enhance the competitiveness of outstanding minority scholars for academic appointments at major research universities. It supports fellows conducting education research and provides mentoring and guidance toward the completion of their doctoral studies.
• African American Women in Physics (AAWIP) – Publication of all African American women with PhDs in physics and physics related fields. Available here.
  • The list also includes graduate students working toward physics related degrees. 
• American Association for the Advancement of Science (AAAS) – STEMM Equity Achievement (SEA) Change. Available here.
  • A program to advance and recognize self-identification and removal of barriers to inclusion of all talent.  While initially focused on institutions of higher education and their STEMM departments, the approach, which includes robust, evidence-based self-assessment of barriers, action plans to remove them, and accountability for progress is beneficial for societies as well.
• American Association of Physics Teachers (AAPT) – DEI Resource Room. Available here.
  • Provides a space for AAPT members to talk about the DEI topics that most impact them during Society-wide meetings. The resource room topics and facilitators are arranged by the AAPT Committee on Diversity in Physics. 
• American Institute of Physics (AIP) – TEAM UP Project. Available here.
  • The project conducted a two-year investigation to uncover long-term systemic issues that contribute to underrepresentation of African Americans in the fields of physics and astronomy. They recently issued a groundbreaking report “The Time is Now: Systemic Changes to Increase African Americans with Bachelor’s Degrees in Physics and Astronomy” and plan to organize two Implementation workshops in ‘20-‘21 to develop strategic plans to implement the report recommendations and to develop a set of best practices and guidance.
• American Physics Society – Bridge Program. Available here.
  • The APS Bridge Program is a post-baccalaureate program lasting one to two years that provides students with research experience, advanced coursework, and coaching to prepare them for a graduate school application. It is working to increase the number of physics PhDs awarded to underrepresented minority (URM) students and provides students with the opportunity to receive mentoring so that they can successfully complete PhD programs, build and strengthen their professional networks, and explore new career paths. 
• American Physiological Society (APS) – Values, Policies & Statements. Available here. 
• Aspire/Institutional Change Initiative – “Leveraging Promising Practices: Improving the Recruitment, Hiring, and Retention of Diverse and Inclusive Faculty.” Available here.
  • Promising practices and recommendations based on research literature and the experiences of underrepresented group (URG) faculty. 
• Association of American Medical Colleges (AAMC) – Diversity in Medicine Facts and Figures 2019. Available here. 
• Association of American Medical Colleges (AAMC) – Foundational Principles of Inclusion Excellence (FPIE). Available here.
  • A roadmap for practicing conscious inclusion and equity-mindedness to achieve excellence in medical schools.
• Association of Public & Land Grant Universities (APLU) – Aspire: The National Alliance for Inclusive & STEM Faculty. Available here. 
• Association of Women in Science (AWIS) – Diversity Across a Decade: A Case Study on Undergraduate Computing Culture at the University of Illinois. Available here. 
• Brevity and Wit. Available here. 
  • A firm that offers keynotes, workshops, and consulting services to help organizations co-create equitable design, strategic impact, and inclusive cultures. 
• Freedom Forum Institute – Power Shift Project. Available here.
  • The Power Shift Project is a national industry-wide initiative to improve the quality and future of journalism by improving the diversity, equity and culture of news organizations. The Project’s goal is Workplace Integrity, defined as environments free of harassment, discrimination and incivility. It has developed training curriculums and offers interactive training including one for journalism interns that contains practical information about what educators and employers should know and do to ensure workplace integrity for the youngest and often most vulnerable people in the workplace.
• Impower-Empower.Com. Available here.
  • A firm that offers the services of diversity and inclusion consultants to deliver evidence-based, best-practice solutions for developing a culture of inclusion and innovation in an organization.
• Hofstra, B., et al. – “The Diversity-Innovation Paradox in Science.” Available here.
  • By analyzing data from nearly all US PhD-recipients and their dissertations across three decades, this paper finds demographically underrepresented students innovate at higher rates than majority students, but their novel contributions are discounted and less likely to earn them academic positions. The discounting of minorities’ innovations may partly explain their underrepresentation in influential positions of academia. 
• National Academies of Science, Engineering, and Medicine (NASEM) — Promising Practices for Addressing the Underrepresentation of Women in Science, Engineering, and Medicine: Opening Doors. Available here. 
• National Institutes of Health (NIH) – Anti-Sexual Harassment Webpage. Available here.
  • Includes information for NIH staff and awardees regarding policies, expectations and initiatives. See also, Final Report of the Advisory Committee to the Director Working Group on Changing the Culture to End Sexual-Harassment.
• National Institutes of Health (NIH) – Scientific Workforce Diversity Toolkit. Available here.
  • Evidence-based toolkit to help expand faculty diversity.
• National Science Foundation (NSF) – ADVANCE: Organizational Change for Gender Equity in STEM. Available here.
  • Provides grants to institutions that implement and enhance evidence-based systemic changes that promote equity and inclusion for STEM faculty and to mitigate systemic factors that create inequalities.
• National Science Foundation (NSF) – Sexual Harassment Webpage. Available here.
  • Includes information on NSF’s new term and condition for awardees to report to NSF findings, determinations or imposition of consequences against principal investigator or co-principal investigator related to sexual harassment or assault.
• NavexGlobal – Organizational Culture Solutions and Resources. Available here. 
• Wharton, University of Pennsylvania – Improving Workplace Culture Through Evidence-Based Diversity and Inclusion Practices. Available here.

• The Wildlife Society (TWS)

  • Women of Wildlife (WOW) –a group intended to promote and support women in the wildlife profession and to provide mentoring opportunities and advice. Available here. 
  • Wildlife Vocalizations —a collection of bi-monthly short personal perspectives from women in the field of wildlife sciences. Available here. 
• The Wildlife Society – Diversity, Equity & Inclusion – Includes information of many of the societies diversity initiatives including community driven efforts focused on elevating understanding and visibility of traditionally underrepresented groups in the wildlife profession such as “Out in the Field” to increase visibility of LGBTQ+ Wildlifers and “The Women of Wildlife,” created to promote and support women in the wildlife profession and to provide mentoring opportunities and advice. Available here. The society has also issued a “Diversity, Inclusion and Equity Vision Document. Available here. 
• University of Colorado, Boulder – StratEGIC Toolkit. Available here.
  • The StratEGIC Toolkit offers research-based advice about strategic interventions useful for organizational change. The research draws upon the programs and experiences of institutions that have implemented Institutional Transformation (IT) projects under the National Science Foundation’s ADVANCE program. This practical Toolkit distills and shares lessons learned about particular interventions and how they combine into an overall change portfolio. Organizations can strategically choose and combine interventions as they work to support the success of women scholars in STEM fields. 
• U.S. Department of Veterans Affairs Civility, Respect, and Engagement in the Workplace (CREW). Available here.
  • CREW is a department-wide culture change initiative that can help to improve organization culture, specifically low levels of civility and respect. Trained facilitators meet regularly with groups over the course of six months. Meetings are oriented around group problem solving, developing collective culture norms and goals, and allowing for team members to develop deeper, more meaningful professional relationships with one another. CREW has been effectively implemented in several hospital work settings.

• African American Women in Physics (AAWIP) – Publication of all African American women with PhDs in physics and physics related fields. Available here.
  • The list also includes graduate students working toward physics related degrees. 

• American Psychological Association (APA)  – “I am Psyched!”Available here.
  • This initiative engages visitors, especially young women and girls of color, to explore how psychology benefits daily life. By communicating the topical diversity of the field and the racial, ethnic and cultural diversity of psychologists themselves, we encourage young women and girls of color, and all visitors, to consider careers in psychology, use psychology to improve their daily lives and create positive social change in their communities, and to be excited by the museum experience.

• Campus PRISM Project (Promoting Restorative Initiatives for Sexual Misconduct). Available here.
  • An international team of researchers and practitioners who are deeply invested in reducing sexual and gender-based violence by exploring how a restorative approach may provide more healing and better accountability.

• *Center for Restorative Justice,  University of San Diego, Dr. David Karp, Director and Professor of Leadership Studies. Available here.

• Restorative Justice as the Rx for Mistreatment in Academic Medicine: Applications to Consider for Learners, Faculty, and Staff – David Karp, R., PhD and David Acosta, MD. Available here.
  • Note: David Karp is the Director of the Center for Restorative Justice and David Acosta is the American Association of Medical Colleges’ (AAMC) Chief Diversity and Inclusion Officer and serves on the Consortium’s Executive Committee including in the role of Co-Community Outreach & Inclusion Officer.
• KUMU.  Available here.
  • A visualization platform for mapping systems and relationships, turning ideas into impact through a creative blend of systems thinking, stakeholder mapping, and social network analysis Kumu’s cloud-based platform enables users to: Create a deeper understanding of key influencers and system dynamics to identify levers for enacting change; analyze and improve how your organization collaborates to enhance innovation and execution; and evaluate the critical role relationships play to change behaviors and create lasting impact.
• Society of General Internal Medicine Inclusive Practices Slide. Available here.
  • Create commissions with representatives across the field committed to diversity and inclusion.
• Visible Network Lab – The PARTNER Platform, Danielle Varda, PhD. Available here.
  • Dr. Varda, formerly of the University of Colorado-Denver, created this software program for conducting social network analysis. Visible Network Lab builds individual and organizational capacity to make visible the ways in which people are connected to other people, organizations are connected to each other, and how people are connected to those organizations and resources – and make that available for social good.

• American Geological Union (AGU) – Leadership Academy and Network for Diversity and Inclusion in the Geosciences (AGU LANDing) – a sustainable network (including a community of practice) of (formal and informal) leaders to champion DEI values and practices, developing cohorts of new leaders to implement DEI efforts that broaden participation across the geosciences. Available here. 
• Centers for Disease Control and Prevention (CDC) – Communities of Practice – Includes ideas for launching, sustaining, evolving, and evaluating. Provides a resource tool kit including downloadable templates including community conduct expectations, facilitation tip sheet, and agendas. Available here. 
• Creating Communities of Practice (developed by a regional learning consortium in Alberta, CA, provides ideas and examples for getting started, growing knowledge, and sharing results). Available here. 
• Wenger-Trayner Consultants – pioneers in the work of communities of practice provide consulting and workshops. Available here. 

• Societies Consortium – Case Studies Library: Description and Outline Template. Available here. 
• Societies Consortium – Sexual and Gender Misconduct Flag Sharing Initiative. Available here. 

• American Dental Education Association (ADEA) – Checklist to Promote Diversity, Equity, and Inclusion. Contains a detailed list of specific strategic initiatives, based on best practices, to promote inclusion, including in strategic planning, administration, student support and engagement, and curriculum. Available here. 
• American Geophysical Union (AGU) – Diversity, Equity, and Inclusion Dashboard. Available here. 
• American Political Science Association (APSA) – Project on Women and Minorities Dashboard. Available here. 
• Centers for Disease Control and Prevention (CDC) – Introduction to Program Evaluation for Public Health Programs: A Self-Study Guide. A practical “how-to” manual for planning and implementing evaluation activities. Available here. 
• Inside Higher Ed – What Gets Measured Gets Done – George Mason University’s efforts to understand the landscape of the data (including experiential data) at the college in order to better inform and support decisions about DEI work among faculty and in programs. Available here. 
• National Academies of Sciences, Engineering, and Medicine (NASEM) – Guidance for Measuring Sexual Harassment Prevalence Using Campus Climate Surveys. Authored by the Evaluation Work Group of the Action Collaborative on Preventing Sexual Harassment in Higher Education. Available here. 
• National Association of Colleges and Employers – Diversity and Inclusion Self-Assessment (downloadable assessment tool). Available here. 
• National Institute for Children’s Health Quality (NICHQ): 5 Reasons Why Evaluation Matters to Your Project. Available here. 

A. Societies Consortium Model Disclosure Provisions. 

• Model Framework and Ethics/Conduct-Harassment Policy.  Available here. (Part E)
• Ethics/Conduct-Harassment Easy Reference Guide: Available here. (p.6)
• Model Meetings Conduct Policy Guide. Available here. (p.8)
• Model Honors and Awards Policy: Available here. (p.11)

B. Members’ Disclosure Provisions. 

• American Geophysical Union (AGU). Available here.
  • Disclosure requirements for candidate or nominee for an AGU honor and other types of AGU recognition or a governance position.
• Materials Research Society (MRS). Available here.
  • Disclosure requirements for nominators and candidates for volunteer positions, honors, or awards.

A. Societies Consortium Ethics/Conduct-Harassment Model Policies. 

• Ethics/Conduct-Harassment Policy Easy Reference Guide. Available here.
• Model Framework and Ethics/Conduct-Harassment Policy Guide. Available here.
• 5-Step Slide Guide to Creating Basic Inclusive Conduct Expectations. Available here. 

B. Members’ Ethics Policies/Codes of Conduct.

• American Educational Research Association (AERA) – Code of Ethics. Available here.
• American Geophysical Union (AGU) – Scientific Integrity and Professional Ethics. Available here.
• American Astronomical Society (AAS) – Code of Ethics. Available here. 
• American Physiological Society (APS) – Member Code of Conduct. Available here. 
• Association for Women in Science (AWIS) – “Crowdsourced” code of conduct that envisions a set of “shared aspirations.” Inclusive practices slide available here. AWIS Code of Conduct available here. 
• Geological Society of America (GSA) – Code of Ethics & Professional Conduct. Available here.
• Institute of Electrical and Electronics Engineers (IEEE) – Code of Ethics. Available here.
• The Optical Society (OSA) – Anti-harassment Policy and Code of Conduct. Available here
• Materials Research Society (MRS) – 
  • Code of Conduct for members and event participants. Available here.
  • Professional Behavior and Ethics Policy for volunteers, awardees, and honorees. Available here.
  • Volunteer Behavior Policy. Available here.

C. Other Societies’ Codes of Conduct. 

• American Historical Association (AHA). Available here.
• History of Science Foundation (HSS). Available here.

D. Harassment as Scientific Misconduct.

• American Geophysical Union (AGU). Available here.

E. Ethics/Conduct Resources. 

• NavexGlobal – EthicsPoint: Incident Management System. Available here. 

• ADVANCEGeo Partnership — In the field. Includes research and resources on harassment, inclusion, accessibility and safety in field research experiences. Available here. 
• Copenheaver et al. (2020). Best Instructional Practices for Outdoor Laboratories: Reducing Sexual Harassment Risk. Qualitative, focus-group study to identify best practices for faculty to reduce risk of sexual harassment in outdoor laboratories. Available here. 
• The Fieldwork Initiative. Available here.
  • Grassroots initiative for students facing sexual harassment or assault during field research.
• University of California, Riverside – Sexual Harassment Prevention in the Field. Available here.
  • A 90-minute online workshop designed to identify the unique risks posed by fieldwork and offers a suite of evidence-based tools for field researchers, instructors, and students to prevent, intervene in, and respond to sexual harassment and assault through a series of practical intervention scenarios. As a next step, UC plans to train new and certified facilitator-instructors to deliver the workshop. UC will maintain a list of certified facilitators and workshop offerings.
• University of Washington – Preventing Harassment in Fieldwork Situations. Available here. 

• Societies Consortium – Model Glossary of Key Terms.Available here. 

A. Societies Consortium Model Honors and Awards Policy. 

• Model Policy Guide for Honors and Awards. Available here. 

B. Members’ Honors and Awards Policies. 

• American Association for the Advancement of Science (AAAS) – Fellow Revocation Policy. Available here. See also – Fellow Revocation Policy FAQs. Available here. 
• American Educational Research Association (AERA) – Fellows Revocation Policy. Available here. 
• American Geophysical Union (AGU) – Honors and Recognition Program Policies. Professional Self-Disclosure Policy. Available here.
• American Physical Society (APS) – Revocation policy. Available here. 
• American Physiological Society (APS) – Honors and Awards Policy. Available here. 
• American Political Science Association (APSA) – Member Revocation Policy. Available here. 
• Materials Research Society (MRS) –  Conduct expectations, determinations and potential consequences and disclosure requirements for MRS Volunteers, Awardees, and Honorees. Available here. 

A. Members’ Initiatives 

• American Association of Physics Teachers (AAPT) – August 2021 Letter to Members from AAPT President regarding AAPT’s collaborations towards inclusion for its LBGTQ+ Community in response to issues raised at its summer meeting. Available here. 
• American Chemical Society – Inclusivity Style Guide. Available here. 
• Association of Women in Science (AWIS) – ARC Network, Identity-Based Harassment Reporting on Emerging Research Themes. Available here.
• Association of Women in Science (AWIS) – Broadening the Science of Broadening Participation in STEM Through Critical Mixed Methodologies and Intersectionality Frameworks. Available here. 
• American Political Science Association (APSA) – Resources for Addressing Systemic Racism and Social Justice. Available here. 
• American Psychological Association (APA) – Resolution on Harnessing Psychology to Combat Racism: Adopting a Uniform Definition and Understanding. Available here. 
• American Society for Biochemistry and Molecular Biology (ASMBM) Today – What I Wish People Understood About Being a Trans Scientist, by TL Jordan. Available here. 
• American Society of Plant Biologists – Diversify PlantSci. Available here.
  • An online directory of self-nominated plant scientists who share identity with groups that are currently minoritized in STEM fields.
  • “What if Plant Scientists Were As Diverse as the Plants We Study?” (Nemhauser, J. and Haswell, E.) Available here.
• oSTEM – Out in Science, Technology, Engineering, and Mathematics, Inc., abbreviated oSTEM, is a 501 non-profit professional society dedicated to LGBTQ+ individuals within the science, technology, engineering, and mathematics community. Available here. 
• Out to Innovate (formerly NOGLSTP) – a 501(c)3 professional society and global community of LGBTQ+ students and professionals in science, technology, engineering, and mathematics that empowers LGBTQ+ individuals in STEM by providing education, advocacy, professional development, networking, and peer support. They also educate all communities about the scientific, technical, and medical concerns of LGBTQ+ people. Available here. 

B. Research

• American Association for the Advancement of Science (AAAS) – Science Advances, Coming out in STEM: Factors affecting retention of sexual minority STEM students (Huges, B.). Available here.
• Industrial and Labor Relations (ILR) Review – LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations (Cech, E., et al.) Available here.
• Journal of Homosexuality – Queer in STEM: Workplace Experiences Reported in a National Survey of LGBTQA Individuals in Science, Technology, Engineering, and Mathematics Careers (Yoder, J., et al.) Available here. 
• National Science Foundation (NSF) and National Center for Science and Engineering Statistics NCSES) – Women, Minorities, and Persons with Disabilities in Science and Engineering. A biannual report mandated by the Science and Engineering Equal Opportunities Act, that provides statistical information about the participation of these three groups in STEM education and employment. 2021 Report available here.
• Plos One – Turing’s children: Representation of sexual minorities in STEM (Sansone, D., et al.). Available here. 
• Policy Insights from the Behavioral and Brain Sciences –Measuring and Resolving LGBTQ+ Disparities in STEM (Freeman, J.)  Available here. 
• Research in Higher Education – Observable Evidence and Partnership Possibilities for Governing Board Involvement in Diversity, Equity, and Inclusion: A Content Analysis (Demetri L. Morgan, et al.) Available here. 
• ScienceAdvances – Systemic inequalities for LGBTQ+ professionals in STEM  (Cech, E., et al.) Available here.
• Society of Women Engineers (SWE) and National Society of Black Engineers (NSBE) – Women of Color in the Engineering Workplace: Early Career Aspirations, Challenges and Success Stories. Available here. 

C. Other Resources

• American Medical Association (AMA) – Strategic Plan to Embed Racial Justice and Advance Health Equity (including an “equity primer,” acknowledgment of historical harms, and a logic model and levers for change). Available here. 
• American Psychiatric Association (APA) – Apology to Black, Indigenous, and People of Color for Its Support of Structural Racism in Psychiatry. Available here. 
• Anti-Racism Daily – A daily email to dismantle white supremacy. Available here.
• @BlackandSTEM. Available here.
  • Community of students, professionals, and advocates. 
• British Columbia (BC) Public Service – Words Matter: Guidelines on Inclusive Language in the Workplace. Available here. 
• Bunyasi, T. and Smith, C. – Stay Woke. Available here. 
• Center for Institutional Courage – mission to advance the world’s understanding of institutional courage and institutional betrayal through rigorous scientific research, wide-reaching education, and data-driven action – with the goal to inspire more accountable, effective, and equitable institutions for everyone.  Available here
• DiAngelo, R. – White Fragility in the Classroom (video). Available here. 
• FORGE – Reduces the impact of trauma on trans/non-binary survivors and communities by empowering service providers, advocating for systems reform, and connecting survivors to healing possibilities. Available here. 
• Gay & Lesbian Alliance Against Defamation (GLAAD) –  “GLAAD works with print, broadcast and online news sources to bring people powerful stories from the LGBT community that build support for equality.”  Available here. 
• girlboss – Why ‘Womxn’ Isn’t Exactly the Inclusive Term You Think It Is.   Available here. 
• Harvard Business Review – Dear White Boss (Caver, K. and Livers, A.). Available here. 
• Idealist – A guide to Inclusive Language in the Workplace. Available here. 
• Insider – Stop using the phrase ‘womxn’ to be trans-inclusive. It can be offensive to trans women and non-binary people. Available here. 
• International Honor Society in Psychology (PSI CHI) – Four Ways That Good Intentions & Well-Meaning Behaviors Derail Inclusion (Thomas, K.). Available here. 
• MTV Decoded with Franchesca Ramsey – YouTube web series dedicated to race, culture, and uncomfortable things. Available here. 
• National Center for Transgender Equality — “The nation’s leading social justice advocacy organization winning life-saving change for transgender people.” Available here. 
• National Gay and Lesbian Task Force — “The mission of the National Gay and Lesbian Task Force is to build the power of the lesbian, gay, bisexual and transgender (LGBT) community from the ground up.” Available here. 
• Native Governance Center – Website and social media to learn how to support acknowledging and uplift Native Nations. Available here. 
• Nature – Breaking the binary by coming out as a trans scientist (Aguilar, Robin). Available here.
• NY Times Op-Ed – It Was a Mistake for Me to Choose This Field: Black women are underrepresented in economics, which is bad for everyone (Cook, L. and Opoku-Agyeman, A.). Available here.
• Oregon Health & Science University (OSHU) Center for Diversity and Inclusion—Inclusive Language Guide (including related to race and ethnicity, immigration status, gender, and sexual orientation, ability (including physical, mental, and chronological attributes). Available here.
• The Safe Zone Project – LGBTQ+ Vocabulary: Glossary of Terms. Available here. 
• Shattuck, S. and Cheny, I. – Picture a Scientist (movie). Available here. 
• Taking Back Ourselves – Resources for Women of Color. Available here. 

A. Societies Consortium Model Investigation Policies. 

• Informal Resolution Process. Available here. 
• Model Investigation, Resolution, and Consequences Policy Guide (Investigation Policy). Available here. 
• Ethics/Conduct-Harassment Policy Easy Reference Guide. Available here. 

B. Members’ Investigation Policies. 

• American Political Science Association (APSA). Available here. 
• Ecological Society of America (ESA) – Procedures for Ethics Complaints. Available here.
  • Authorized sanctions include revocation of an honor or award.
• Geological Society of America (GSA), Policies & Procedures for Handling Potential Ethics Violations. Available here.
• Note: Some Members include investigations, resolution process, and/or consequences as part of their Ethics/Conduct/Harassment policies. The following are examples of this.
  • American Geophysical Union (AGU) – Scientific Integrity and Professional Ethics. Available here. 
  • SPIE (International Society for Optics and Photonics). Available here.  
  • The Optical Society (OSA) – Anti-harassment Policy and Code of Conduct. Available here.

• * Frazier Benya, Senior Program Officer, National Academies of Sciences, Engineering, and Medicine, Study Director for the Academies Report. 
• * David Karp, Director and Professor of Leadership Studies. 
• * Vicki Magley, Professor, Department of Psychology, University of Connecticut, Past-President, Society for Occupational Health Psychology.
  • Dr. Magley’s research focus includes workplace civility, sexual harassment awareness, and the documented effectiveness of efforts to address and prevent sexual harassment.

• Center for American Progress – The Women’s Leadership Gap: Fact Sheet. Available here. 
• Include-Empower.Com – How to Develop Inclusive Leaders. Available here. 

• Selena Rezvani – Women’s leadership speaker and consultant. Available here. 

A. Societies Consortium Model Meetings Policies. 

• Model Society Meetings Conduct Policy Guide. Available here. 
• Societies Consortium September 16, 2019 Members Convening Conduct Ground Rules. Available here. 
• Society Meetings Conduct Policy Easy Reference Guide. Available here. 

B. Members’ Meetings Policies. 

• American Association of Physics Teachers(AAPT) – Promoting Diversity Statement (including providing meeting goers lists of local community groups addressing diversity and equity concerns). Available here. 
• American Association of Physics Teachers (AAPT) – August 2021 Letter to Members from AAPT President regarding AAPT’s collaborations towards the inclusion of its LBGTQ+ community in response to issues raised at its summer meeting. Available here. 
• Acoustical Society of America (ASA) –  Meetings Harassment Policy. Available here. 
• American Society of Plant Biologists (ASPB) – July 2021 Letter from the President providing transparency around the decision to reaffirm holding its 2023 meeting in Savanah, Georgia after Georgia passed a law limiting voter access widely interpreted to target marginalized communities including a resolution that future ASPB meetings should provide opportunities for corporate social responsibilities promoting equity, diversity, and inclusion. Available here. 
• American Association for the Advancement of Science (AAAS) – Annual Meeting Code of Conduct. Available here. 
• American Association of Physics Teachers (AAPT) – Event Participation Code of Conduct. Available here. 
• American Political Science Association (APSA). Available here. 
• American Physiological Society (APS) – Conference Code of Conduct. Available here. 
• Association of Women In Science (AWIS)/ARC Network – Code of Conduct: Making Community Spaces, Meetings and Events Productive and Enjoyable for Everyone. Available here. 
• SPIE (International Society for Optics and Photonics). Available here. 

C. Members’ Inclusive Meetings Initiatives. 

• American Geophysical Union (AGU).  Available here.
  • Provide guidance to conveners and moderators; promote an “ethics, diversity and inclusion” meeting track; “make your actions sincere.” 
• American Geophysical Union (AGU) – SafeAGU. Available here.
  • “The SafeAGU program was designed to help offer support to AGU members who may feel harassed, threatened or unsafe in any way when participating in AGU meetings. Volunteers at AGU events wearing a green SafeAGU button have been trained to assist you in the event that you’ve experienced harassment or feel unsafe at the meeting.”
• Alliance for Academic Internal Medicine. Available here.
  • “Offer dedicated content track for diversity, equity and inclusion.”
• American Educational Research Association (AERA). Available here.
  • 2018 Annual Meeting included a Town Hall Meeting. 
• American Political Science Association (APSA). Available here.
  • Promote RESPECT: Respectful, Equitable, Safe, Professional, Ethical, Conduct Towards all.  
• Council of Evolution Societies – SAFE EVOLUTION. Available here.
  • Created by The Council of Evolution Societies (ASN, SSB, SSE). “The SAFE EVOLUTION program was designed to establish standards of appropriate behaviors, to address work-climate related concerns, and to offer support to members who may feel harassed, threatened or unsafe in any way when participating in Joint Meeting programs… SAFE EVOLUTION makes us part of the solution to a persistent problem in academia.”
• Council of Evolution Societies – Evo Ally Program. Available here.
  • “The role of an Evo Ally is to serve as a visible colleague who is available to offer support to Evolution Meeting participants who are targets of, or who witness, inappropriate behavior. The societies will sponsor training by our Safe Evolution officer (Dr. Sherry Marts) prior to the start of the meeting, and they will be designated with a special badge.” Evolution societies “identify and train” and diverse group of allies who are available at the meeting and at off-site venues (e.g., bars and restaurants).
• Council of Evolution Societies—Evolution 2020. Available here.
  • Schedule of events that focus on inclusivity and networking. 
• Council of Evolution Societies. Available here.
  • Present data on the need for attention to inclusiveness and accessibility; represent diversity on posters and displays; host diversity “mixers.”). 
• SPIE. Available here.
  • Meeting promotion; family friendly policies; “ally bingo.”
• The Optical Society (OSA). Available here.
  • Clear and visible anti-harassment policy; onsite programs and activities that support diverse participation. 

D. Other Inclusive Meetings Resources. 

• 500 Women Scientists – Guide to Organizing Inclusive Scientific Meetings. Available here.
  • 500 Women Scientists is a grassroots organization that “works to build communities and foster real change that comes from small groups, not large crowds. Our Local Pods help create those deep roots through strong, personal relationships.”  The Guide provides principles and definitions for inclusion and diversity as well as relevant research, along with specific ideas for planning a meeting, how to respond during a meeting, and assessment strategies.
• Astronomy Allies. Available here.
  • An astronomy community project driven by vetted volunteers who are available at AAS and other astronomy conferences to provide participants a safe space and support if they experience or witness harassment.
• New York University, Academic Bystander Working Group – Toolkit for Conference Upstanders. Available here.
  • The toolkit offers suggestions and strategies for presenters and moderators on how to address harassment during events or presentations. Further, there are strategies for “allies” to help them respond appropriately to moments of sexual harassment or assault during conferences. 
• S*Marts Consulting – Guide for Association Professionals: 3 Steps to Stop Harassment at your Meetings. Available here.  
• Sorenson Interpreting. Available here.
  • Provides sign language interpreters and other communications solutions between the Deaf and hearing communities.
• University of Michigan, Advance Program –  Developing Anti-Harassment Programs in Academic Societies and Meetings: A Resource Guide. Available here. 

E. Virtual Meetings. 

• Societies Consortium – Virtual Meetings Conduct Policy Short Form. Available here. 
• Societies Consortium – Virtual Meetings Conduct Policy Participants’ Guide. Available here. 
• ADVANCEGeo Partnership – Creating Inclusive Virtual Spaces. Available here.  
• National Academies Action Collaborative on Preventing Sexual Assault in Higher Education – How Higher Education Institutions are Adapting Sexual Harassment Prevention and Response During a Pandemic: Information, Strategies, and Questions. Available here. 
• American Geophysical Union (AGU) – Best Practices for Inclusive Remote Meetings. Available here. 

• Center for the Improvement of Mentored Experiences in Research (CIMER) – Providing resources for organizations and institutions to improve mentoring relationships in all career stages of post-secondary research. Available here. 
• MentorNet — providing STEM-focused virtual mentorships between college and university students and STEM professionals, including providing services to professional STEM societies. Available here. 
• National Academies of Science, Engineering and Medicine (NASEM) – The Science of Effective Mentorship in STEMM. Available here. Additional information including an online guide to effective mentoring and podcasts can be found on the mentoring project page. Available here. 

• American Educational Research Association (AERA) – Ombuds page. Available here. 
• American Political Science Association (APSA) – Ombuds page. Available here. 
  • Ombuds Code of Ethics available here. 
• International Ombuds Association – Ombuds Toolkit for Higher Education Institutions. Available here. 

A. Societies Consortium Model Templates and Tools. 

• Societies Consortium – Template for Society Reporting-out on Conduct Concerns. Available here.
• Societies Consortium – Design Guide for Reporting out on Conduct Concerns.Available here. 

B. Members Reporting-Out Policies. 

• American Geophysical Union (AGU) – Ethics, Diversity, and Inclusion Program, 2019 Summary. Available here. 

• The National Academies of Sciences, Engineering and Medicine (NASEM) Report – Sexual Harassment of Women, Climate, Culture and Consequences in Academic Sciences, Engineering and Medicine (Academies Report).  Available here. 

• Action Collaborative on Preventing Sexual Harassment in Higher Education. Available here.
  • This searchable collection provides specifics and contact information on the most significant, innovative actions (e.g., tool kits, best practices, leadership programs) that each Action Collaborative member institution has taken towards preventing and addressing sexual harassment, with the goal of helping higher education develop, adapt, and implement efforts that move beyond basic legal compliance.
• American Political Science Association (APSA) – Resources for Addressing Systemic Racism and Social Justice. Available here. 
• Aspire/Institutional Change Initiative – Leveraging Promising Practices: Improving the Recruitment, Hiring, and Retentions of Diverse and Inclusive Faculty. Available here.
  • Promising practices and recommendations based on the research literature and the experiences of underrepresented group (URG) faculty.
• Association for Women in Science (AWIS) – Research Center. Available here.
  • Research and resources available on broadening participation, equitable workplaces, leadership & recognition and Innovation & entrepreneurship. 

• National Academies of Sciences, Engineering and Medicine (NASEM) – Interventions for Preventing Sexual Harassment. Available here. 

  • Specific interventions and practices organizations can take to prevent sexual harassment based on the research from NASEM’s 2018 report.

A. Member Resources

• AdvanceGEO Partnership – Empowering geoscientists to transform workplace climate. Available here.  

  • A multiorganizational partnership (including Consortium member societies AGU, GSA, ESA, Soil Science Society and Evolution Societies), to collect data, and develop interventions, teaching, and training modules.
  • A comprehensive site for Community Resources on codes of conduct, training, reporting and responding to harassment, etc. Available here. 
• *American Geophysical Union (AGU) – Ethics and Equity Center. Available here.
  • “The AGU Ethics and Equity Center provides resources to educate, promote and ensure responsible scientific conduct and establish tools, practices, and data for organizations to foster a positive work climate in science. The Center can help you meet your ethics goals, whether you are an individual scientist looking for resources or professional ethics development, a leader looking to implement best practices at your organization, or an institution wanting to update your code of conduct.”

• *Association of American Medical College’s (AAMC) – Gender Equity in Academic Medicine Resource Site. Available here.
  • This resource page identifies and links to resources, toolkits, effective practices, and other materials to address gender equity. AAMC has also issued a Statement and Call to Action, requiring that “AAMC member institutions must be intentional in identifying exclusionary practices, critically deconstructing practices that sustain inequities within our institutions, and acting to eliminate these inequities. However, many inequities exist covertly outside institutional practices and policies. To mitigate gender inequities, academic medicine must radically transform its culture of power and privilege into one of equity and inclusion.” 

• *Association of American Medical Colleges (AAMC) – Sexual and Gender Harassment Resources. Available here. 
• Women in Engineering ProActive Network (WEPAN) – ARC Network: A STEM Equity Brain Trust. With a mission to be intentional, intersectional, and inclusive, the ARC Network strives to advance STEM equity in academia by convening diverse audiences to collaborate, share, and implement the best practices and tools shown to effect change. Available here. 
  • Women in STEM Knowledge Center includes WEPAN generated and curated resources focused on Women in STEM. 

B. Other Resources 

• National Sexual Violence Resource Center — the leading nonprofit in providing information and tools to prevent and respond to sexual violence. NSVRC translates research and trends into best practices that help individuals, communities and service providers achieve real and lasting change. Available here. 
• Project When: Workplace harassment Ends Now – The organization focuses its research and implementable solutions on all areas of workplace harassment, to include sexual and physical harassment, quid pro quo harassment, microaggression, bullying, job shaming, verbal threats, derogatory comments, discriminating or exclusionary behavior, and other forms of offensive conduct. Available here. 
• RAINN (Rape, Abuse & Incest National Network) – A nationwide anti-sexual violence organization. RAINN created and operates the National Sexual Assault Hotline (800.656.HOPE, online.rainn.org, rainn.org/es) in partnership with more than 1,000 local sexual assault service providers across the country and operates the DoD Safe Helpline for the Department of Defense. RAINN also carries out programs to prevent sexual violence and help survivors. Available here.
• Strong Hearts Native Helpline — An anonymous and confidential service for Native Americans experiencing domestic violence and dating violence, and offering culturally-appropriate support and advocacy. Available here. 
• University of New Hampshire, Prevention Innovation Research Center. Available here.
  • The Center is committed to “end sexual and relationship violence and stalking through the power of effective practitioner and research partnerships;” and “to improve institutional policy, practice, and capacity for sexual and relationship violence and stalking prevention and response through research and evaluation.”

• *University of San Diego – Center for Restorative Justice, David Karp, Director and Professor of Leadership Studies. Available here.
  • “The USD Center for Restorative Justice promotes research, teaching, training, and technical assistance for restorative justice projects in higher education as well as K-12 schools, communities, and the criminal justice system.” CRJ can provide: Facilitator trainings on restorative practices; educational resources and presentations on best practices in restorative justice; consultation and facilitation to institutions seeking a restorative response to harmful incidents; networking groups/learning communities; and research on innovative practice and evaluation of restorative programs. 
• Women’s Law – The Women’s Law online helpline provides basic legal information, referrals, and emotional support for victims of abuse. Available here.

A. Societies Consortium Survey on Policies and Practices. 

• Societies Consortium – Survey of Members Policies and Practices. Available here.
  • This is a working draft for Consortium Members only, not for distribution. 

 B. Climate Survey Resources. 

• Administrator Researcher Campus Climate Collaborative Survey (ARC3). Available here.
  • A collaborative of sexual assault researchers and student affairs professionals who came together to respond to the White House Task Force on Keeping Students Safe on Campus, particularly the need to develop a campus climate survey informed by all who would use it. The survey is organized into three modules that provide campuses with flexibility in survey length and content.
• American Geophysical Union (AGU). 
  • In conjunction with the Alfred P. Sloan Foundation is currently working to develop and validate a climate/conduct survey instrument that can be used by Members. More information forthcoming. 
• American Institute of Physics (AIP). Available by contacting swhite@aip.org. 
  • AIP has survey research groups that contract with other societies to do survey research.
• Association of American Medical Colleges (AAMC) – Foundational Principles of Inclusion Excellence (FPIE) Survey. Available here.
  • Survey allows individuals to score their institutions in nine measures of inclusion, including demonstrated commitment to diversity, recognition and support of intersectionality and authenticity, equitable access to opportunity, and demonstrated commitment to community engagement.
• Association of American Medical Colleges (AAMC) – StandPoint Surveys. Available here. 
  • StandPoint™ Surveys offer a series of robust custom engagement surveys that delve into the unique factors at academic health institutions that are known to drive the engagement and retention of faculty and staff. StandPoint Surveys offers a turnkey process for survey administration that ensures institutions can successfully collect rich and representative data.
• Association of American Medical Colleges (AAMC) – Survey: Gender Harassment Among U.S. Medical School Faculty. Available here. 
• National Center for Professional & Research Ethics (NCPRE) – Survey for Organization Research Climate (SOURCE). Available here.
  • A validated instrument designed to measure the climate of research integrity in academic organizations. 
• National Institute of Health (NIH) – Workplace Climate and Harassment Survey (WCHS). Available here. 
  • NIH developed a suite of products based on the results of the Survey including a Summary Report; Survey Development and Methods Report; Survey Implementation Guide; and Anti-Harassment Principles (in the context of research to optimize interventions). 
• The Optical Society (OSA), SPIE (International Society for Optics and Photonics) – Professional Conduct Survey (PCS). Available here.
  • OSA and SPIE jointly conducted a Professional Conduct Survey (PCS) to determine if members had experienced or observed harassment or bullying at OSA or SPIE conferences. 

• Education Counsel – Overview and Analysis of Proposed Changes to Title IX Regulations. Available here. 

A. Advocate and Ally Training. 

• Catalyst – Men Advocating Real Change (MARC). Available here.  
  • Catalyst is a global nonprofit founded in 1962 that drives change with pioneering research, practical tools and proven solutions to accelerate and advance women into leadership. MARC “empowers men to engage in workplace inclusion through research-based programming and an online community to continue the conversation.” MARC provides immersive workshops, peer coaching, and an online hub for men, including Webinars on best practices, blogs by thought leaders, and space to ask questions.
• Ohio State University – Advocates and Allies Program for Equity. Available here.
  • “The goal of the initiative is to help create a more equitable environment and advance the professional interests of women faculty and staff and other underrepresented groups. This program is designed to bring men further into the gender equity equation by building a cross-campus network of male Allies who share an understanding of the effects of implicit bias and systematic privilege and to introduce specific practical actions to help men better support women at the university… They become Allies by attending and participating in a two-hour facilitated conversation with other men, which is led by the Advocates, senior faculty and administrative men who already have a substantial record of supporting women staff and faculty. After participating in a facilitation, Allies commit to understand the issues, adopt specific approaches and behaviors, and ultimately extend the benefits of privilege and influence to women and underrepresented minorities in their departments/units and beyond.

B. Bias Training/Trainers. 

• Stephanie Goodwin, Assistant Professor in the Department of Psychology, Wright State University. Available here.  
• University of New Hampshire – Bias Awareness and Intervention Training Lab. Available here. 
• University of Wisconsin-Madison, Women in Science and Engineering Leadership Institute – Breaking the Bias Habit: A Workshop to Promote Gender Equity. Available here.
  • UW-Madison offers a 3-hour workshop kit to other institutions. “Participants will uncover their own biases, discover the underlying concepts and language used in the psychological and social psychological literature to describe such processes, participate in interactive discussions about the potential influence of implicit or unconscious bias in their department/unit, and learn evidence-based strategies for reducing the application of these biases.”

C. Bystander Training/Trainers. 

• ADVANCEGeo Partnership — Improving workplace climate: empowering individuals to become active bystanders (workshop). Available here. 
• American Geophysical Union (AGU) – Speaking up: How Bystanders Can Change the Conversation in STEMM. Available here.
  • This training workshop is facilitated by Stephanie Goodwin, Ph.D., in collaboration with the University of New Hampshire’s PowerPlay Interactive Development improvisational theater team. It provides participants with new skills and practice bystander intervention in the workplace.  
• American Society for Microbiology – “No Means No.” Available here.
  • Interactive bystander training workshop for meetings staff and participants.
• H.A.B.I.T. – Harassment, Acceptance, Bias, and Inclusion Training. Available here.
  • “Provides training and compliance programs to help companies, c-suite executives, and board directors reshape workplace culture and create safer, more productive working environments for all of their employees… [including] “tailored, in-house programs for anti-sexual harassment, bystander intervention, and unconscious-bias training.”
• J. Keller & Associates, Inc. – Sexual Harassment Training Modules. Available here.
  • Offers online training modules that include bystander training “to help employees identify harassment while creating a sense of empowerment and collective responsibility to stop it… At the heart of the course are the IDEA™ Anti-Harassment Actions, which are options a bystander can use to respond to observed harassment.”
• S*Marts Consulting – Active Bystander Intervention Training. Available here.
  • S*Marts can also create a customized workshop for individual organizations from several hours to multi-days in length that includes bystander intervention, ally skills, and harassment resistance. 
• Soteria Solutions – Bringing in the Bystander® Workplace Prevention Program (BITB Workplace). Available here.
  • Soteria Solutions was founded by Sharyn Potter and Jane Stapleton, who previously founded the University of New Hampshire’s Prevention Innovations Research Center. “Soteria Solutions provides new approaches to prevent sexual and interpersonal violence and harassment. We work with you to activate bystanders at all levels, to create lasting change and build a safe, respectful, and sustainable culture in your organization or school.”
• Traliant – Bystander Effect & Intervention Training. Available here.
  • Online, 25-minute, stand-alone course raises awareness of the importance of being an active bystander and provides employees with practical steps for protecting targets of abusive behavior and preventing future misconduct.
• University of New Hampshire, Prevention Innovation Research Center – Bringing in the Bystander In-Person Prevention Program. Available here.
  • “The highly interactive, researched and evaluated Bringing in the Bystander® In-Person Prevention Program uses a community of responsibility approach. It teaches bystanders how to safely intervene in situations where an incident may be occurring or where there may be risk. The program is customizable to reflect the locations, colloquialisms, and culture of your school or organization. Bringing in the Bystander® offers… train-the-trainer sessions, to ensure your facilitators can confidently train students and employees. Along with standard curricula, we provide supporting materials and continuing support to ensure your success during implementation.  Prevention Innovations Research Center informs the research behind the Bringing in the Bystander® program, as well as other best practices in preventing and responding to sexual and interpersonal violence and harassment.”

D. Fieldwork Training 

• University of California, Riverside – Sexual Harassment Prevention in the Field. Available here.
  • A 90-minute online workshop designed to identify the unique risks posed by fieldwork and offers a suite of evidence-based tools for field researchers, instructors, and students to prevent, intervene in, and respond to sexual harassment and assault through a series of practical intervention scenarios. As a next step, UC plans to train new and certified facilitator-instructors to deliver the workshop. UC will maintain a list of certified facilitators and workshop offerings.