EXECUTIVE OFFICE OF THE PRESIDENT OFFICE OF SCIENCE

EXECUTIVE OFFICE OF THE PRESIDENT

OFFICE OF SCIENCE AND TECHNOLOGY POLICY

WASHINGTON, D. C. 20503

February 2024

In response to the CHIPS and Science Act of 2022, the White House Office of Science and

Technology Policy (OSTP) established the National Science and Technology Council (NSTC)

Interagency Working Group on Safe and Inclusive STEM Environments (IWG-SISE) with the

responsibility to ‘coordinate Federal research agency efforts to reduce the prevalence of sex-

based and sexual harassment involving award personnel.’ Pursuant to the legislation, IWG-SISE

produced an inventory of policies, procedures, and resources related to preventing and

responding to sex-based and sexual harassment.

Please find the inventory below. It includes the following sections:

• Appendix 1: Introduction to the inventory and definitions of policy categories

• Appendix 2: Table categorizing agency policies, with links to publicly available documents

• Appendix 3: Public agency policy documents that are not available online

• Appendix 4: Full hyperlinks for all policies provided in Appendix 2

Appendix 1. Inventory of Policies, Procedures, and Resources Related to

Preventing and Responding to Sex-Based and Sexual Harassment

The table below lists the policies, procedures, and resources dedicated to preventing

and responding to reports of sex-based and sexual harassment across federal research

agencies (Appendix 2). The table references documents for extramural awardees. While all

agencies have internal policies regarding sex-based and sexual harassment among employees,

this inventory focuses exclusively on agency policies that explicitly reference extramural

awardees. In addition, while Title IX prohibits sex-based discrimination in any educational

program funded by the federal government, Title IX policies and documents from agencies are

not included in the inventory; the inventory catalogues only existing agency-specific policies

and activities that apply to extramural research award personnel. All documents are provided

in the table as links, “Appendix 2 – Federal Agency Sexual Harassment Policy Inventory.”

Appendix 3 denote documents that are public but not available online. In addition, Appendix 4

provides a list of all document names and their associated hyperlinks.

For the purposes of the inventory, general categories were created to group various

documents and policies from federal agencies. Some documents include information across

multiple categories. The shaded cells indicate that the information provided by the agencies

did not explicitly cover this topic. The “Who does this apply to?” column refers to the

extramural researchers and individuals identified in the relevant policies who are not

agency employees, contractors, or applicants. The “Totals” row refers to the number

of total documents identified within each category. The inventory features documents

across nine categories:

1. The Definition of Harassment category includes documents that explicitly defined the

term “harassment.” Official harassment policies often include this definition. Some

definitions extended beyond defining “harassment” broadly, including definitions of

sexual harassment, inappropriate conduct, and other related terms.

2. Standards of Behavior includes any document or policy establishing explicit standards

of professional behavior. This can include codes of conduct and/or other written

policies, and implementing plans to enforce them.

3. Official Harassment Policies are policy documents establishing the agency’s official

and legal standards for protecting employees against harassment. In some cases, these

policies are codified in law. These official policies are legally binding and lay the

foundation for an employee to report harassment and the agency’s response to

harassment allegations. In many cases, an agency’s official harassment policy covers

multiple categories. For example, an official harassment policy could include the

definition of harassment, steps for how to report, and information regarding report

response.

4. The Harassment Prevention category includes documents pertaining to official efforts

to prevent harassment. This can include toolkits, memos, or clauses within harassment

policies focused specifically on preventing workplace harassment.

5. How to Report includes any documents outlining the existing internal processes within

an agency through which harassment may be reported. Documents in this category

include actionable and specific information on reporting allegations of harassment,

including who within agencies can hear and respond to allegations.

6. The Report Response category includes any documents pertaining to how an agency

deals with and responds to reports of harassment. The “report response” goes hand in

hand with the “how to report” category, and they are often included within the same

documents. The key difference is that “how to report” deals with the initial stage of an

employee’s ability to file an allegation, while “report response” covers the agency’s

approach to dealing with the employee’s allegation.

7. Training includes any documents or training programs related to harassment

prevention. This includes mandatory trainings as well as optional trainings.

8. Fact Sheets includes any brochures, fact sheets, or summary documents that outline

the agency’s current efforts and goals in harassment prevention. These fact sheets vary

in length, but serve the purpose of providing a summary of the agency’s harassment

prevention actions and efforts.

9. Initiatives, Other is a miscellaneous category that could include any documents that

don’t fall into the previous categories. One example is documents explaining new

public-facing initiatives within agencies relating to harassment prevention.

Agency Abbreviations

DHS: Department of Homeland Security

DOC: Department of Commerce

DOD: Department of Defense

DOE: Department of Energy

DOI: Department of the Interior

DOJ: Department of Justice

DOT: Department of Transportation

ED: Department of Education

EPA: Environmental Protection Agency

HHS: Department of Health and Human Services

NASA: National Aeronautics and Space Administration

NIH: National Institutes of Health

NIST: National Institute of Standards and Technology

NOAA: National Oceanic and Atmospheric Administration

NRC: Nuclear Regulatory Commission

NSF: National Science Foundation

SI: Smithsonian Institution

State: Department of State

USAID: United States Agency for International Development

USDA: United States Department of Agriculture

USGS: U.S. Geological Survey

USPTO: United States Patent and Trademark Office

VA: Department of Veterans Affairs

Appendix 2. Summary of Policies, Procedures, and Resources for Preventing and Responding to Sex-Based and Sexual Harassment: Extramural Award

Personnel

Gray shaded cells indicate that the documents provided by the agencies did not explicitly cover this topic. In the event the links in this table do not work, refer to Appendix 4.

Agency

Definition of

Harassment

Standards

of Behavior

Official

Harassment

Policies

Harassment

Prevention

How to Report

Report

Response

Training Fact Sheets

Initiatives, Other

Who does this

apply to?

DHS

DOD

DOE

DOE Policies

Prohibiting

Discrimination &

Harassment

(n.d.)

DOE Policies

Prohibiting

Discrimination

& Harassment

(n.d.)

DOE Policies

Prohibiting

Discrimination &

Harassment (n.d.)

Frequently

Asked

Questions

(FAQS):

External Civil

Rights

Compliance

(2022)

DOE Policies Prohibiting

Discrimination &

Harassment (n.d.)

Guidance and Technical

Assistance for Recipients of

and Applicants for DOE

Financial Assistance (n.d.)

Conference Proposals (2023)

SC Statement of

Commitment (2022)

Potential Consequences of

Inappropriate Behavior at

SC-Hosted

Events (n.d.)

Award

personnel, staff

personnel,

students and

postdocs,

participants in

Office of Science-

sponsored

events,

applicants and

recipients of DOE

financial

assistance

DOI

Personnel

Bulletin 18-01

(2018)*

Personnel

Bulletin 18-

01 (2018)*

Personnel Bulletin

18-01 (2018)*

Personnel

Bulletin 18-01

(2018)*

DOJ

Award

Condition:

Policy for

response to

workplace-

related incidents

of sexual

misconduct,

domestic

violence, and

dating violence

(2020)

Award Condition: Policy for

response to workplace-

related incidents of sexual

misconduct, domestic

violence, and dating

violence (2020)

Grant recipients

and

subrecipients

DOT

External Civil

Rights

Complaint

Processing

Manual (2007)

Federal financial

assistance

recipients

Agency

Definition of

Harassment

Standards

of Behavior

Official

Harassment

Policies

Harassment

Prevention

How to Report

Report

Response

Training Fact Sheets

Initiatives, Other

Who does this

apply to?

EPA

Procedure for

Addressing

Allegations of

Workplace

Harassment

(2015)

Message to EPA

Employees: The

U.S.

Environmental

Protection

Agency’s Anti-

Harassment

Policy

Statement

(2023)

Procedure

for

Addressing

Allegations

Workplace

Harassment

(2015)

Message to

EPA

Employees:

The U.S.

Environmen

tal

Protection

Agency’s

Anti-

Harassment

Policy

Statement

(2023)

Procedure for

Addressing

Allegations of

Workplace

Harassment

(2015)

Message to EPA

Employees:

The U.S.

Environmental

Protection

Agency’s Anti-

Harassment

Policy

Statement

(2023)

Procedure for

Addressing

Allegations of

Workplace

Harassment

(2015)

Message to EPA

Employees: The

U.S.

Environmental

Protection

Agency’s Anti-

Harassment

Policy Statement

(2023)

Procedure for

Addressing

Allegations of

Workplace

Harassment (2015)

Message to EPA

Employees: The U.S.

Environmental

Protection Agency’s

Anti-Harassment

Policy Statement

(2023)

Procedure for

Addressing

Allegations of

Workplace

Harassment

(2015)

Message to EPA

Employees: The

U.S.

Environmental

Protection

Agency’s Anti-

Harassment

Policy

Statement

(2023)

Message to EPA Employees:

The U.S. Environmental

Protection Agency’s Anti-

Harassment Policy

Statement (2023)

Grantee

employees

HHS

NASA

Reporting

Requirements

Regarding

Findings of

Harassment,

Sexual

Harassment,

Other Forms of

Harassment, or

Sexual Assault

(85 Fed. Reg.

47, March 10,

2020)

Harassment and

Discrimination

Reporting for NASA

Employees,

Contractors, and

Grantee

Beneficiaries (n.d.)

Reporting Requirements

Regarding Findings of

Harassment, Sexual

Harassment, Other Forms of

Harassment, or Sexual

Assault (85 Fed. Reg. 47,

March 10, 2020)

Award

personnel, PIs,

students and

postdocs; all

grantee

employees and

beneficiaries

NIH

(HHS)

Definitions

(2021)

8.1.2 Prior

Approval

Requirements

(2022)

14.6 Public

Policy

Requirements

and Objectives

(2022)

8.3

Management

Systems and

Procedures

(2023)

Expectations,

Policies, and

Requirements

(2022)

NIH Process for

Handling Allegations

of Harassment on an

NIH-Funded Project

at a Recipient

Institution (2023)

Institutional

Reporting (2022)

Find Help (2019)

NIH Process for

Handling

Allegations of

Harassment on

an NIH-Funded

Project at a

Recipient

Institution

(2023)

Institutional

Reporting (2022)

What to Expect

When Notifying

NIH (n.d.)

Addressing

Sexual

Harassment in

Biomedical

Science (2020)

Expectations, Policies, and

Requirements (2022)

8.3 Management Systems

and Procedures (2023)

Updated Requirements for

NIH Notification of Removal

or Disciplinary Action

Involving Program

Directors/Principal

Investigators or other

Senior/Key Personnel (2022)

Plans to Promote Safe

Environments at

Conferences Supported by

NIH Grants and Cooperative

Agreements (2022)

NIH Actions and Oversight

(2022)

Guidance Regarding Change

in Status, Including Absence

of PD/PI and Other Key

Personnel Named in the

Notice of Award (2020)

Data - Harassment and

Discrimination Concerns

(2023)

Workplace Climate and

Harassment Survey (WCHS)

(2019)

Changing the culture of

science to end sexual

harassment (2018)

Congress strengthens NIH’s

ability to address

harassment in NIH-funded

activities (2022)

Frequently Asked Questions

(FAQs) (n.d.)

Ensuring Safe and Respectful

Workplaces Podcast (2023)

Supporting a Safe and

Respectful Workplace at

Institutions that Receive NIH

Funding (2021)

PIs, key

personnel,

applicants for

funding from

conferences; NIH

award recipient

community

Agency

Definition of

Harassment

Standards

of Behavior

Official

Harassment

Policies

Harassment

Prevention

How to Report

Report

Response

Training Fact Sheets

Initiatives, Other

Who does this

apply to?

NIST

(DOC)

NOAA

(DOC)

NOAA Sexual

Assault and

Sexual

Harassment

Prevention and

Response Policy

(2018)

NOAA Sexual

Assault and

Sexual

Harassment

Prevention and

Response

Policy (2018)

NOAA Sexual

Assault and

Sexual

Harassment

Prevention and

Response Policy

(2018)

NOAA Sexual Assault

and Sexual

Harassment

Prevention and

Response Policy

(2018)

NOAA Sexual

Assault and

Sexual

Harassment

Prevention and

Response Policy

(2018)

PIs, staff

personnel,

students and

postdocs,

affiliates

NRC

How to File a

Complaint of

Discrimination by a

Recipient of NRC

Financial Assistance

(2023)

External Civil Rights Program

(2023)

Nondiscrimination in

Federally Funded Activities

(2023)

Pre- and Post-Award

Compliance Programs (2023)

NRC Standard Form 781

(2022)

6. Information on Civil Rights

Compliance Requirements

Imposed as a Condition of

Award of NRC Federal

Financial Assistance (n.d.)

Applicants and

recipients of NRC

Federal Financial

Assistance,

including

institutions of

higher

education,

nonprofit

organizations,

and private

corporations

Agency

Definition of

Harassment

Standards

of Behavior

Official

Harassment

Policies

Harassment

Prevention

How to Report

Report

Response

Training Fact Sheets

Initiatives, Other

Who does this

apply to?

NSF

Stopping

Harassment and

Assault (n.d.)

Stopping

Harassment

and Assault

(n.d.)

Polar Code

of Conduct

(2023) †

Stopping

Harassment

and Assault

(n.d.)

NSF Proposal &

Award Policies

& Procedures

Guide Chapter

XI: Other Post

Award

Requirements

and

Considerations

(Part A) Non-

Discrimination

Statutes and

Regulations

(2023)

NSF Proposal &

Award Policies

& Procedures

Guide Chapter

II: Proposal

Preparation

Instructions

(Section E9)

Safe and

Inclusive

Working

Environments

for Off-Campus

or Off-Site

Research

(2023)

Stopping

Harassment and

Assault (n.d.)

NSF Proposal &

Award Policies &

Procedures Guide

Chapter II:

Proposal

Preparation

Instructions

(Section E9) Safe

and Inclusive

Working

Environments for

Off-Campus or

Off-Site Research

(2023)

Stopping

Harassment and

Assault (n.d.)

Stopping

Harassment and

Assault (n.d.)

TH15I - Making

Remote

Fieldwork

Environments

Welcoming,

Safe, and

Equitable:

Progress and

Needs for

Action (2023)

ED51A -

Successes and

Challenges in

Advancing

Diversity,

Equity,

Inclusion, and

Accessibility in

the Polar and

Alpine Sciences

I Oral (2023)

NSF Sexual

Assault and

Harassment

Prevention and

Response

(SAHPR)

Overview and

Engagement

Session (2023)

Stopping

Harassment

and Assault

(n.d.)

Sexual Harassment, Other

Forms of Harassment, and

Sexual Assault Certification

(2023) (Not available online,

provided in Appendix 3. This

form is signed by external

organizations which send

representatives to NSF

under an Intergovernmental

Personnel Act assignment.)

National Study Supported by

NSF: Sexual Harassment of

Women: Climate, Culture

and Consequences in

Academic Sciences,

Engineering and Medicine

(2018)

Grantee

institutions,

principal

investigators and

all individuals

affiliated with a

grant award

Anti-Harassment

Policy (2020)

Anti-

Harassment

Policy (2020)

Anti-Harassment

Policy (2020)

SI Civil (2023)

Anti-Harassment

Policy (2020)

SI Civil (2023)

Affiliated

persons,

including visiting

researchers

(scientists,

scholars, and

students)

State

Standard

Terms and

Conditions

for Federal

Awards

(2020) ‡

Grantees

USAID

Action Alliance for

Preventing Sexual

Misconduct (AAPSM) (n.d.)

Grantees,

implementing

partners

Agency

Definition of

Harassment

Standards

of Behavior

Official

Harassment

Policies

Harassment

Prevention

How to Report

Report

Response

Training Fact Sheets

Initiatives, Other

Who does this

apply to?

USDA

Anti-Harassment

Policy

Statement

(2021)

Anti-

Harassment

Policy

Statement

(2021)

Anti-Harassment

Policy Statement

(2021)

Nondiscrimination

in Programs and

Activities Receiving

Federal Financial

Assistance from

USDA (2021)

U.S. Department of

Agriculture USDA

Program

Discrimination

Complaint Form

(n.d.)

How to File a

Program

Discrimination

Complaint (2023)

Anti-Harassment

Policy

Statement

(2021)

Nondiscriminati

on in Programs

and Activities

Receiving

Federal

Financial

Assistance from

USDA (2021)

Ensuring

Compliance

with your

Partners

Participant

Guide (2023)

(not available

online,

provided in

Appendix 3)

Anti-Harassment Policy

Statement (2021)

Establishing an Anti-

Harassment Program (2023)

USDA Equal Employment

Opportunity Policy

Statement (2023) (not

available online, provided in

Appendix 3)

Non-Discrimination

Statement (n.d.)

How to File a Program

Discrimination Complaint

(2023)

Award

personnel, PIs,

fellows, trainees,

interns,

volunteers,

programs and

activities

receiving federal

financial

assistance,

applicants for

federal financial

assistance

USGS

(DOI)

370.734.1 - Anti-

Harassment

Policy and

Implementing

Procedures

(2020) *

370.734.1 -

Anti-

Harassment

Policy and

Implementi

Procedures

(2020) *

370.734.1 - Anti-

Harassment Policy

and Implementing

Procedures (2020) *

370.734.1 - Anti-

Harassment

Policy and

Implementing

Procedures

(2020) *

USPTO

(DOC)

TOTALS

† Indicates that the referenced information only applies to grantees participating in NSF Arctic or Antarctic research activities.

‡ The Department of State’s “Standard Terms and Conditions for Federal Awards” does not explicitly reference harassment but includes language requiring award

recipients to submit information that is in connection with the award and involves a criminal, civil, or administrative proceeding that could or did result in

conviction, finding of fault and liability, and payment of monetary fine or penalty.

* USGS is actively working on changing the language of these documents to clarify that the antiharassment policy applies to DOI and USGS Employees and Affiliates

— a group that includes grantees, contractors, volunteers, and visitors — not only for harassment against them, but also for harassment by them.

Appendix 3.

IWG-SISE received permission from the National Science Foundation Office of General Counsel and Division of Human Resource

Management to include the below document in the inventory.

SEXUAL HARASSMENT, OTHER FORMS OF HARASSMENT, AND SEXUAL ASSAULT CERTIFICATION

Certification of Approving Official

By signing below, I certify that the institution has not taken an administrative action nor made a finding or determination of sexual

harassment, other forms of harassment, or sexual assault with regard to the assignee. If during the period of this Intergovernmental

Personnel Act Assignment Agreement, the institution takes an administrative action or makes a finding or determination relating to

sexual harassment, other forms of harassment, or sexual assault with regard to the assignee, I further certify that the institution will

notify the National Science Foundation Authorizing Officer immediately, that is, within two business days of the administrative action,

finding or determination.

Certification of Assignee

The safety and security of NSF personnel and those individuals who participate in NSF supported engagements and activities is of the

utmost priority to the Foundation. By signing below, I certify that I have informed NSF of any finding or determination of sexual

harassment, other form of harassment, or sexual assault made by any institution or professional organization regarding my actions in

sufficient detail for it to assess whether this assignment is consistent with the safety and security of its personnel, stakeholders, and

award participants.

For purposes of the certifications in A and B, the following definitions apply:

Sexual harassment: may include but is not limited to gender or sex-based harassment, unwelcome sexual attention, sexual coercion, or

creating a hostile environment, as set forth in organizational/institutional policies or codes of conduct, statutes, regulations, or executive

orders.

Other forms of harassment: non-gender or non-sex-based harassment of individuals protected under federal civil rights laws, as set forth

in organizational/institutional policies or codes of conduct, statutes, regulations, or executive orders.

Administrative Action: any temporary/interim suspension or permanent removal of the individual, or any administrative action imposed

on the individual by the institution under organizational/institutional policies or codes of conduct, statutes, regulations, or executive

orders, relating to activities, including but not limited to the following: teaching, advising, mentoring, research, management or

administrative duties, or presence on campus.

Finding or Determination: the final disposition of a matter involving sexual or other form of harassment under institutional/organizational

policies and processes, to include the exhaustion of permissible appeals exercised by the individual, or a conviction of a sexual offense in

a criminal court of law.

Certification Official Printed Name and Signature Date

IPA Printed Name and Signature

The inclusion of these documents has been reviewed and approved by USDA-NIFA.

Office of the Secretary Washington, DC

20250

July 25, 2023

USDA Equal Employment Opportunity Policy Statement

At the U.S. Department of Agriculture (USDA), we are recommitting ourselves to the values of diversity, equity, inclusion,

accessibility, and equal opportunity for each other and those we serve. As Secretary, I am committed to working with leaders at

all levels across the Department to intentionally build and advance a culture of belonging and excellence across USDA. It is USDA’s

mission to actively advance racial justice and equity for one another by rooting out systemic discrimination and inequities and

strengthening civil rights programs while building trust within and outside the Department. This commitment is reflected in

USDA’s Strategic Plan 2022-2026, USDA’s Equity Action Plan, and the USDA’s Diversity, Equity, Inclusion and Access Strategic Plan

for Fiscal Year 2022-2026.

As a Department, our core values of respect and dignity, equity and inclusion, trust and integrity, service and results, and science

leadership serve as guiding principles, defining appropriate behaviors and expectations for all employees, and directing decision

making throughout all levels of the organization.

No employee, former employee, or applicant for employment at the Department will be denied equal opportunity because of race,

color, sex, national origin, religion, age, disability, pregnancy, sexual orientation, gender identity, genetic information, retaliation,

or any other non-merit-based factor. This not only is the law; it is an essential component of the Department’s mission and our

responsibility to the public we serve.

All employees have the freedom to compete on a fair and level playing field with equal opportunity for available employment,

advancement opportunities, and compensation. Equal employment opportunity covers all personnel/employment programs,

management practices, and decisions, including recruitment, hiring, merit promotion, transfer, reassignments, training and

career development, benefits, and separation. These civil rights principles are more than employees’ rights by law—they are core

values at USDA.

USDA strives to become a leader in equal employment opportunity (EEO) and a model employer. All USDA applicants and

employees have the right not only to be free from harassment and discrimination but also to raise an allegation of harassment or

discrimination and not fear reprisal. Any form of workplace harassment or reprisal against anyone who engages in protected

activity will not be tolerated. USDA’s recently issued Anti-Harassment Program Departmental Regulation 4200-003, reenforces

that Agencies are required to respond to, address, and correct any harassing conduct before it becomes severe or pervasive, and

USDA will continue to process complaints of harassment, discrimination, and reprisal and provide robust EEO training to all

employees.

Employees and managers will be held accountable for doing their part to ensure all USDA applicants, customers, constituents,

and stakeholders are provided equal access to all opportunities, programs, and services available through USDA. Accordingly, all

senior leaders, managers, and supervisors must act in a manner that is deserving of the public’s trust and with the utmost integrity

in everything we do as public servants, leading always by example, treating everyone with dignity and respect, and promoting an

ethical, equitable, and inclusive culture. All employees must comply with EEO principles as we perform the Department’s mission.

Sincerely,

HOMAS J. VILSACK

Secretary

An Equal Opportunity Employer

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USDA: NATIONAL INSTITUTE OF FOOD AND

AGRICULTURE (NIFA)

Ensuring Compliance with your Partners

Participant Guide

Human Resources Compliance Training

May 16, 2023

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Course Objecves

To protect the civil rights of service recipients and to ensure equal access to

programs, acvies, and services regardless of race, color, or naonal origin.

To ensure all management sta are aware of the provisions of Title VI of the Civil

Rights Act of 1964, Secon 504 of the Rehabilitaon Act of 1973, Title IX of the

Educaon Amendments of 1972, The Age Discriminaon Act of 1975, and The

Americans with Disabilies Act of 1990.

To ensure all management sta are aware of the minimum requirements to be in

compliance with the rules, laws, and regulaons.

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The Age Discriminaon Act of 1975 and The American with Disabilies Act of 1990 have the same acronym.

However, the Acts serve dierent purposes which we will discuss during this training. When referring to the

Acts it is best to include the year of the Act for claricaon.

Review of the Civil Rights Act of 1964

Civil Rights Act of 1964 was created because people of color were being discriminated against even though the

Constuon said everyone was equal.

How we got here:

1954 Brown vs the Board of Educaon (was actually the name given to

ve separate cases that were heard by the U.S. Supreme Court concerning

the issue of segregaon in public schools. These cases were Brown v. Board

of Educaon of Topeka, Briggs v. Elliot, Davis v. Board of Educaon of Prince

Edward County (VA.), Bolling v. Sharpe, and Gebhart v. Ethel. While the facts

of each case are dierent, the main issue in each was the constuonality of

state-sponsored segregaon in public schools. On May 14, 1954, Chief

Jusce Warren gave the opinion of the Court, stang that "We conclude that

in the eld of public educaon the doctrine of 'separate but equal' has no

place. Separate educaonal facilies are inherently unequal. . .")

1955-56 Montgomery Bus Boyco

1957 Lile Rock Arkansas Central High School

1957 Separate public facilies

1959-1963 Lunch Counter Sit-Ins

1961 “Freedom Rides” organized by the Congress of Racial Equality (CORE) to expose illegal

segregaon pracces on Interstate bus or train travel

1962 United Farm Workers Union established to protest working condions and civil rights for

Mexican American (Cesar Chavez)

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Title VI Of The Civil Rights Act Of 1964

Title VI prohibits intenonal discriminaon. It was signed into law by

President Lyndon Johnson on July 2, 1964, prohibited discriminaon in

public places, provided for the integraon of schools and other public

facilies, and made employment discriminaon illegal. It was the most

sweeping civil rights legislaon since Reconstrucon.

NOTE: Although President Kennedy was assassinated in November

1963 he urged the naon to take acon on June 6, 1963, when he said:

Simple jusce requires that public funds, to which all taxpayers of all

races, colors, and naonal origins contribute, not be spent in any

fashion which encourages, entrenches, subsidizes or results in racial,

color, or naonal origin discriminaon.

What is Title VI

There are 11 Secons also known as Titles of the Civil Rights Act of 1964:

Title I –Barred unequal applicaon of voter requirements but did not abolish literacy tests somemes used to

disqualify voters.

Title II – Outlawed discriminaon in hotels, motels, restaurants, theaters, and all other public accommodaons

engaged in interstate commerce; exempted private clubs without dening “private” thereby allowing a

loophole.

Title III – Encouraged desegregaon of public schools and authorized the US Aorney General to le suits to

force desegregaon but did not authorize busing as a means to overcome segregaon based on residence.

Title IV – Authorized but did not require withdrawal of federal funds from programs which pracced

discriminaons.

Title V- Outlines Civil Rights Commissions dues and responsibilies.

Title VI – Prohibited discriminaon in federally assisted programs.

Title VII – Outlaws discriminaon in employment in any business based on race, naonal origin, gender, or

religion. It also prohibits retaliaon against employees who oppose such unlawful discriminaon.

Title VIII-Authorizes the Secretary of Commerce to compile registraon and vong stascs in geographic

areas as recommended by the Commission of Civil Rights.

Title IX-Intervenon and procedures aer removal in Civil Rights Cases.

Title X- Establishment of Community Relaons Service; and

Title XI – Miscellaneous

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Prohibited Acts of Title VI:

1) Denying an individual any service, nancial aid, or other benet.

2) Providing services or benets that are dierent or inferior (either in quanty or quality) to some

individuals than those provided to others.

3) Segregated or separate treatment in any manner related to receiving program services or benets.

4) Requiring dierent standards or condions as prerequisites for serving individuals

5) Locang facilies in areas that would limit or impede access in any way to a service or benet (for

minority groups or otherwise)

Requirements of Title VI:

1) Encourages the parcipaon of minories as members of planning or advisory bodies for programs

receiving federal funds.

2) Requires informaon and services to be provided in languages other than English when signicant

numbers of beneciaries are of limited English-speaking ability.

3) Requires enes to nofy the eligible populaon about applicable programs.

4) Requires assurance of nondiscriminaon in purchasing of services.

Quesons:

1. In what way can this regulaon be violated within the responsibilies of NIFA?

2. In what way has Title VI been violated in the past?

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What Must Be Looked At For Compliance?

1. Provision of services

2. Program service delivery

3. Infrastructure development

4. Disparate impact

5. Accountability in public funds expenditures

6. Minority parcipaon in decision-making

7. Economic empowerment

8. Site and locaon of the facilies

9. Environmental jusce

10. Accessibility for all persons

11. Public-private partnerships nanced in part or whole with public funds.

12. Comprehensive method of administraon to assure enforcement/compliance at the state and local

level.

Compliance:

1. Have you observed any compliance violaons by grant recipients?

2. Name two of these that you have examined specically while out in the eld working.

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What Does Title VI Compliance Look Like

Ensuring that individuals being served or desiring to be served:

a. Receive equal treatment.

b. Have equal access to the services provided.

c. Equal rights are not being violated.

d. Receive equal opportunies.

NOTE: Violaons can occur when services are intenonally denied or not equally provided

Disparate impact discriminaon (unintenonal discriminaon) occurs when individuals, groups and/or

communies are negavely impacted by policies or procedures i.e., Limited English prociency speakers not

being understood when talking.

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Execuve Order 11366: Limited English Prociency (LEP)

Under this order, every federal agency that provides nancial assistance to non-federal enes must

publish guidance on how their recipients can provide meaningful access to LEP persons that will help

them comply with Title VI regulaons forbidding funding recipients from "restricng an individual in

any way in the enjoyment of any advantage or privilege enjoyed by others receiving any service,

nancial aid, or other benet under the program" or from "ulizing criteria or methods of

administraon which have the eect of subjecng individuals to discriminaon because of their race,

color, or naonal origin, or have the eect of defeang or substanally impairing accomplishment of

the objecves of the program as respects individuals of a parcular race, color, or naonal origin."

Reasonable LEP Guidance Steps:

Recipients and sub-recipients of federal funds must take reasonable steps to ensure meaningful access to the

programs and acvies oered. The following can be done:

1. Consider the number of eligible individuals with limited English speaking, reading, wring, and

understanding skills and abilies to be served or likely want the services being oered.

2. Consider the proporon of the people in the community with limited English speaking, reading, wring,

and understanding skills and abilies eligible to be served or likely want the services oered.

3. Determine how frequently LEP people will need the services of the program.

4. Determine the nature and level of importance of the service, program, or acvity provided to people’s

lives; and

5. Determine the resources available to the grantee/recipient or agency, and associated costs.

Discuss: How the factors should be applied in determining the extent to which language access services should

be provided to LEP persons.

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How NIFA Can Help With LEP Compliance:

✓ Assist by providing technical assistance.

✓ Provide examples for providing language assistance.

✓ Provide helpful informaon concerning competency of interpreters and translators and

✓ When necessary, translate materials, idenfy safe harbor standards to help ensure

compliance with Title VI.

Recipients of Federal nancial assistance should:

✓ Clarify that where an obligaon exists, recipients must provide competent and mely

language assistance services at no cost to their LEP clients.

✓ Cauon recipients against using a client’s friends or family members, especially children,

as interpreters, unless the recipient has informed their client of the availability of free,

competent and condenal language assistance services and the client sll chooses to

use a family member or friend as an interpreter.

✓ Advise recipients that, where concerns about competence, condenality,

appropriateness or conict of interest are present, interpretaon services may sll have

to be provided in lieu of using friends or family members.

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Small Group Breakout Acvity

Scenario:

A school district was awarded funding to start a 4H program at Title 1

schools. You are starting to receive complaints from citizens in the

community about their kids being unable to participate in the program

because there is no one to help explain the signing up and all the

information about the new program is in English. (5 minutes)

1. What do you need to do?

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Secon 504 of The Rehabilitaon Act Of 1973

What the Regulaon Says:

No otherwise qualied individual with a disability in the United States, shall, solely by reason

of his/her disability, be excluded from the parcipaon in, be denied the benets of, or be

subjected to discriminaon under any program or acvity receiving Federal nancial

assistance.

Who Is A Qualied Individual?

A. For NIFA, who would be considered a qualied individual?

B. What is an example of how you would qualify an individual? (accommodaon that

would be made)

C. In employment a “qualied individual” is a person who can perform the funcons of the

job in queson with “reasonable accommodaons”

D. In the school context, a “qualied individual” is any handicapped person who otherwise

would be entled to aend the school in queson.

NOTE: The qualied individual must be able to perform the essenal funcons of the job

for which they have applied or been hired to perform with reasonable accommodaon.

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Who Is An Individual With A Disability?

A. Persons with a physical or mental impairment which substanally limits one or more

major life acvies (including drug addicts and alcoholics).

B. People who have a history of, or who are regarded as having a physical or mental

impairment that substanally limits one or more major life acvies.

“Program or Acvity" Includes

All the operaons of:

A. A department, agency, special purpose district, or other instrumentality of a State or of a

local government; or

B. The enty of such State or local government that distributes such assistance and each

such department or agency (and each other State or local government enty) to which

the assistance is extended, in the case of assistance to a State or local government.

C. A college, university, or other postsecondary instuon, or a public system of higher

educaon; or

D. A local educaonal agency (as dened in secon 8801 of Title 20), system of vocaonal

educaon, or other school system.

E. An enre corporaon, partnership, or other private organizaon, or an enre sole

proprietorship

Secon 504 Health, Welfare and Social Services

A. Services may not be denied because of their handicap.

B. Services provided must be equal to what others are receiving.

C. Benets and services must be just as eecve as what others are receiving.

D. Hospitals must establish procedures insuring eecve communicaon with hearing-

impaired people.

E. Employers with 15 or more employees must provide appropriate auxiliary aids to

persons with impaired sensory, manual or speaking skills.

F. Hospitals and out-paent facilies can’t discriminate against drug addicts and alcoholics.

G. People who are instuonalized because of a handicap must receive an appropriate

educaon.

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Secon 504 and Educaon

Covers all aspects of post-secondary or college educaon including admission, recruitment,

treatment of students, academic adjustment, housing, nancial and employment assistance of

students, and non-academic services.

a) cannot discriminate in their admissions policies against qualied handicapped persons

b) admissions tests may not be used that have a disproporonate adverse eect on handicapped

persons and must be administered in such a way as to ensure that the test accurately reects

the applicant’s aptude and achievement level, rather than any sensory, manual or speaking

impairment.

c) Pre-admission inquiries as to whether an applicant is handicapped are barred by the

regulaons.

Handicapped persons may not be excluded, or in any way denied, the benets of any of the services

provided by a covered post-secondary educaonal instuon, including health, insurance, counseling,

physical educaon, and other extra-curricular acvies.

Recipients are required to make modicaons to their academic requirements to accommodate the

needs of handicapped persons, such as changing the length of me for compleon of degree

requirements, and substung specic courses required for the compleon of degree requirements.

Recipients must take such steps as are necessary to provide auxiliary aides such as readers,

interpreters, and taped texts to assure that handicapped students may parcipate in educaonal

programs.

Recipients do not have to provide aendants, individually prescribed devices, readers for personal use

for study, or other devices or services of a personal nature.

Schools must provide a free appropriate public educaon to each qualied handicapped person in

their jurisdicon, regardless of the nature or severity of the person’s handicap. Further, handicapped

students are to be educated with non-handicapped students in the regular educaonal environment

“to the maximum extent appropriate to the needs of the handicapped person,” unless the school can

demonstrate that the educaon of the handicapped person cannot be achieved in the regular

environment with the use of supplementary aids and services.

The requirement that handicapped students be educated with non-handicapped students to the

maximum extent appropriate extends as well to non-academic and extra-curricular services, and

acvies such as meals and recess periods.

Recipients can’t discriminate against handicapped persons in providing physical educaon courses and

athlec programs. Qualied handicapped students are required to receive an equal opportunity to

parcipate in these acvies.

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Disabilies & Impairments Under Secon 504:

What Does Dierent Look Like?

Treang one person dierently from another in determining whether such person sases any

requirement or condion for the provision of such aid, benet, or service.

Providing dierent aid, benets, or services or provide aid, benets, or services in a dierent

manner.

Denying any person any such aid, benet, or service.

Subjecng any person to separate or dierent rules of behavior, sancons, or other treatment.

Discriminang against any person in the applicaon of any rules of appearance.

Applying any rule concerning the domicile or residence of a student or applicant, including

eligibility for in-state fees and tuion.

Aiding or perpetuang discriminaon against any person by providing signicant assistance to

any agency, organizaon, or person which discriminates on the basis of sex in providing any

aid, benet or service to students or employees.

Otherwise liming any person in the enjoyment of any right, privilege, advantage, or

opportunity.

45 C.F.R. § 86.31

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Title IX of the Educaon Amendments of 1972

Title IX is a federal law that was passed in 1972 to ensure that male and female students and

employees in educaonal sengs are treated equally and fairly.

May 6, 2020, Title IX was amended for the rst me since 1975 to clarify sexual harassment as

a form of sex discriminaon and expanded on the denion of sexual harassment.

Title IX's prohibion on discriminaon on the basis of sex to include:

1. discriminaon based on sexual orientaon; and

2. discriminaon based on gender identy.

Landmark U.S. Supreme Court decision in Bostock v. Clayton County, issued June 2020, in

which the Supreme Court recognized that it is impossible to discriminate against a person

based on their sexual orientaon or gender identy without discriminang against that person

based on sex.

Title IX of the Educaon Amendments of 1972 prohibits discriminaon on the basis of sex in

any educaon program or acvity oered by a recipient of federal nancial assistance.

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Small Group Breakout Acvity

In your breakout groups you will be assigned one of the following iniaves to

discuss answering the following queson:

What is NIFA doing to ensure that parcipants know about Title IX?

1. University of Massachuses – dedicates a website to Title IX resources for students,

faculty, and members of the public; easily accessible contact informaon for individuals

who may need immediate help or need to report an incident.

2. Laredo College - adopted an online plaorm known as STOP!t for anonymously

reporng sexual misconduct, and other harmful and/or inappropriate behavior.

3. Pennsylvania State University - supports Stand for State, which is a bystander

intervenon program focusing on sexual and relaonship violence, mental health

concerns, acts of bias, and risky drinking and drug use.

4. Oklahoma State University - oers mandatory annual Title IX training for students,

student employees, and university employees. In addion to annual training, Oklahoma

State oers monthly campus events to educate students and faculty of Title IX

implicaons.

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The Age Discriminaon Act of 1975 (Purpose of the Act)

The Age Discriminaon in Employment Act of 1967 (ADEA) was enacted prior to the Age

Discriminaon Act of 1975. This regulaon protected all adults aged forty and above from

discriminatory acons based on their age in the workforce. The Age Discriminaon Act of

1975 did not modify or amend ADEA. It does not target older Americans like the ADEA does,

but it protects age in general by not dening an age group.

Overview: The Age Discriminaon Act of 1975

1978, Congress wanted to make sure everyone had the opportunity to parcipate and receive

services provide by organizaons and recipients of federal funds:

(1) Added a private right of acon to the Age Discriminaon Act.

(2) provided a mechanism for the disbursal to alternate recipients of funds that have

been withheld under the Age Discriminaon Act.

(3) added a requirement that the Department of Health, Educaon and Welfare (now

HHS) approve the nal regulaons of other Federal agencies.

(4) made the eecve date of regulaons implemenng the Act no earlier than July 1,

1979.

(5) required annual reports to the Congress on progress in implemenng the Act; and

(6) removed the word "unreasonable" from the Act's statement of purpose.

Age Discriminaon Excepons

If the acon reasonably takes into account age as a factor necessary to the normal operaon or

the achievement of any statutory objecve of a program or acvity.

a) Age is used as a measure or approximaon of one or more other characteriscs; and

b) The other characterisc(s) must be measured or approximated in order for the normal

operaon of the program or acvity to connue, or to achieve any statutory objecve of the

program or acvity; and

c) The other characterisc(s) can be reasonably measured or approximated by the use of age; and

d) The other characterisc(s) are impraccal to measure directly on an individual basis.

e) 45 CFR 91.13(c)

Normal operaon means the operaon of a program or acvity without signicant changes

that would impair its ability to meet its objecves.

Statutory objecve means any purpose of a program or acvity expressly stated in any Federal

statute, State statute, or local statute or ordinance adopted by an elected, general purpose

legislave body.

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The Americans with Disabilies Act of 1990 (ADA)

The purpose of the law is to make sure that people with disabilies have the same rights and opportunies as

everyone else. The ADA is divided into ve Titles (or Secons) that relate to dierent areas of public life.

The ADA broadened the agencies and businesses that must comply with the non-discriminaon and

accessibility provisions of the law.

NOTE: Secon 504 and the ADA does not ensure that a child with a disability will receive an individualized

educaonal program.

The Five Secons of the ADA

o Title I – Employment (regulated by the EEOC)

1) Helps people with disabilies access the same employment opportunies and benets available to

people without disabilies.

2) Applies to employers with 15 or more employees.

3) Requires employers to provide reasonable accommodaons to qualied applicants or employees. A

“reasonable accommodaon” is a change that accommodates employees with disabilies so they

can do the job without causing the employer “undue hardship” (too much diculty or expense).

4) Denes disability, establishes guidelines for the reasonable accommodaon process, and addresses

medical examinaons and inquiries.

o Title II - Public Services: State and Local Government (regulated by the DOJ)

1) Prohibits discriminaon on the basis of disability by “public enes” such as state and local

government agencies. .

2) Requires public enes to make their programs, services and acvies accessible to individuals with

disabilies.

3) Outlines requirements for self-evaluaon and planning; making reasonable modicaons to

policies, pracces, and procedures where necessary to avoid discriminaon; idenfying

architectural barriers; and communicang eecvely with people with hearing, vision and speech

disabilies.

o Title III - Public Accommodaons and Services Operated by Private Enes (regulated by the DOJ)

1) Prohibits places of public accommodaon from discriminang against individuals with disabilies.

Public accommodaons include privately owned, leased or operated facilies like hotels,

restaurants, retail merchants, doctor’s oces, golf courses, private schools, day care centers, health

clubs, sports stadiums, movie theaters, and so on.

2) Sets the minimum standards for accessibility for alteraons and new construcon of commercial

facilies and privately owned public accommodaons. It also requires public accommodaons to

remove barriers in exisng buildings where it is easy to do so without much diculty or expense.

3) Directs businesses to make "reasonable modicaons" to their usual ways of doing things when

serving people with disabilies.

4) Requires that businesses take steps necessary to communicate eecvely with customers with

vision, hearing, and speech disabilies.

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o Title IV – Telecommunicaons (regulated by the FCC)

1) Requires telephone and Internet companies to provide a naonwide system of interstate and

intrastate telecommunicaons relay services that allows individuals with hearing or speech

disabilies to communicate over the telephone.

2) Requires closed caponing of federally funded public service announcements.

o Title V - Miscellaneous Provisions

1) Contains a variety of provisions relang to the ADA as a whole, including its relaonship to other

laws, state immunity, its impact on insurance providers and benets, prohibion against retaliaon

and coercion, illegal use of drugs, and aorney’s fees.

2) Provides a list of certain condions that are not considered disabilies.

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How the Regulaons Intersect

1. All are civil rights for all people.

2. All have compliance standards to prevent

discriminaon.

a. Direct

b. Indirect

c. Disparate Treatment

3. The covered disabilies and impairments are

claried within each regulaon.

4. Recipients of Federal nancial assistance must

volunteer to be compliant.

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Intentional Acts

I will Implement……

I will Start…..

I will Continue………….

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Appendix A

Title VI of the Civil Rights Act of 1964

No person in the United States shall, on the ground of race, color, or naonal

origin, be excluded from parcipaon in, be denied the benets of, or be

subjected to discriminaon under any program or acvity receiving Federal

nancial assistance.

hps://www.dol.gov/agencies/oasam/regulatory/statutes/tle-vi-civil-

rights-act-of-1964

Secon 504 of the Rehabilitaon Act of 1973

No otherwise qualied handicapped individual shall, solely by reason of

his/her handicap, be excluded from the parcipaon in, be denied the

benets of, or be subject to discriminaon under any program or

acvity receiving federal nancial assistance .

Title IX of the Educaon Amendments of 1972

No person in the United States shall, on the basis of sex, be

excluded from parcipaon in, be denied the benets of, or be

subjected to discriminaon under any educaon program or

acvity receiving Federal nancial assistance.

hps://www2.ed.gov/about/oces/list/ocr/docs/x_dis.html

hps://www.gpo.gov/fdsys/pkg/USCODE-2010-

tle29/pdf/USCODE-2010-tle29-chap16-subchapV-sec794.pdf

Parcipant Guide Compliance Training

23 | P a g e

The Age Discriminaon Act of 1975

Prohibits discriminaon on the basis of age in

programs and acvies receiving Federal nancial

assistance.

The Americans with Disabilies Act

Prohibits discriminaon against people with disabilies

in several areas, including employment, transportaon,

public accommodaons, communicaons and access to

state and local government’ programs and services. As

it relates to employment, Title I of the ADA protects the

rights of both employees and job seekers. The ADA also

establishes requirements for telecommunicaons relay

services. Title IV, which is regulated by the Federal

Communicaons Commission (FCC), also requires

closed caponing of federally funded public service

announcements.

hps://www.dol.gov/general/topic/disability/ada

hps://www.federalregister.gov/documents

/2017/10/11/2017-

21905/nondiscriminaon-on-the-basis-of-

age-in-programs-and-acvies-receiving-

federal-nancial

Appendix 4. Hyperlinks for Publicly Available Policies, Procedures, and

Resources Related to Preventing and Responding to Sex-Based and Sexual

Harassment Included in Inventory

Department of Energy (DOE):

1. DOE Policies Prohibiting Discrimination & Harassment (n.d.) –

https://science.osti.gov/SW-DEI/DOE-

Diversity-Equity-and-Inclusion-Policies/DOE-Policies-Prohibiting-Discrimination-and-

Harassment#financial_assistance

2. Frequently Asked Questions (FAQs): External Civil Rights Compliance (2022) –

https://www.energy.gov/sites/default/files/2022-09/DOE%20OCR-

EEO%20External%20Civil%20Rights%20FAQs.for%20distribution.pdf

3. Guidance and Technical Assistance for Recipients of and Applicants for DOE Financial Assistance (n.d.) –

https://www.energy.gov/justice/guidance-and-technical-assistance-recipients-and-applicants-doe-

financial-assistance

4. Conference Proposals (2023) – https://science.osti.gov/grants/Applicant-and-Awardee-

Resources/Conference-Proposals

5. SC Statement of Commitment (2022) – https://science.osti.gov/SW-DEI/SC-Statement-of-Commitment

6. Potential Consequences of Inappropriate Behavior at SC-Hosted Events (n.d.) –

https://science.osti.gov/SW-DEI/SC-Statement-of-Commitment/Potential-Consequences

Department of Interior (DOI):

1. Personnel Bulletin 18-01 (2018) –

https://www.doi.gov/employees/anti-harassment/personnel-bulletin-

18-01

Department of Transportation (DOT):

2. External Civil Rights Complaint Processing Manual (2007) –

https://www.transportation.gov/sites/dot.gov/files/docs/externalcomplaintmanual-final_1.pdf

Environmental Protection Agency (EPA):

1. Procedure for Addressing Allegations of Workplace Harassment (2015) –

https://www.epa.gov/sites/default/files/2016-

01/documents/epa_order_4711_workplace_harassment_final.pdf

2. Message to EPA Employees: The U.S. Environmental Protection Agency’s Anti-Harassment Policy

Statement (2023) –

https://www.epa.gov/system/files/documents/2023-09/23-03061-AO-

OCR%20_Signed%20Anti-Harassment%20Policy.pdf

National Aeronautics and Space Administration (NASA):

1. Reporting Requirements Regarding Findings of Harassment, Sexual Harassment, Other Forms of

Harassment, or Sexual Assault (85 Fed. Reg. 47, March 10, 2020) –

https://www.govinfo.gov/content/pkg/FR-2020-03-10/pdf/2020-04815.pdf

2. Harassment and Discrimination Reporting for NASA Employees, Contractors, and Grantee Beneficiaries

(n.d.) – https://missionstem.nasa.gov/filing-a-complaint.html

National Institutes of Health (NIH)

1. Definitions (2021) – https://grants.nih.gov/grants/policy/harassment/definitions.htm

2. 8.1.2 Prior Approval Requirements (2022) –

https://grants.nih.gov/grants/policy/nihgps/HTML5/section_8/8.1.2_prior_approval_requirements.htm

?Highlight=harassment

3. 14.6 Public Policy Requirements and Objectives (2022) –

https://grants.nih.gov/grants/policy/nihgps/HTML5/section_14/14.6_public_policy_requirements_and

_objectives.htm?Highlight=harassment

4. NIH Process for Handling Allegations of Harassment on an NIH-Funded Project at a Recipient Institution

(2023) – https://grants.nih.gov/grants/policy/harassment/actions-oversight/allegation-process.htm

5. Institutional Reporting (2022) – https://grants.nih.gov/grants/policy/harassment/institutional-

reporting.htm

6. Expectations, Policies, and Requirements (2022) –

https://grants.nih.gov/grants/policy/harassment/policy-requirement.htm

7. 8.3 Management Systems and Procedures (2023) –

https://grants.nih.gov/grants/policy/nihgps/HTML5/section_8/8.3_management_systems_and_proced

ures.htm

8. Find Help (2019) – https://grants.nih.gov/grants/policy/harassment/find-help.htm

9. What to Expect When Notifying NIH (n.d.) – https://grants.nih.gov/grants/policy/harassment/notify.htm

10. Addressing Sexual Harassment in Biomedical Science (2020) –

https://www.youtube.com/watch?v=7Px7G6rYVC8

11. Changing the culture of science to end sexual harassment (2018) – https://www.nih.gov/about-

nih/who-we-are/nih-director/statements/changing-culture-science-end-sexual-harassment

12. Congress strengthens NIH’s ability to address harassment in NIH-funded activities (2022) -

https://www.nih.gov/about-nih/who-we-are/nih-director/statements/congress-strengthens-nih-s-

ability-address-harassment-nih-funded-activities

13. Frequently Asked Questions (FAQs) (n.d.) – https://grants.nih.gov/faqs#/anti-sexual-harassment.htm

14. Updated Requirements for NIH Notification of Removal or Disciplinary Action Involving Program

Directors/Principal Investigators or other Senior/Key Personnel (2022) –

https://grants.nih.gov/grants/guide/notice-files/NOT-OD-22-129.html

15. Plans to Promote Safe Environments at Conferences Supported by NIH Grants and Cooperative

Agreements (2022) – https://grants.nih.gov/grants/guide/notice-files/NOT-OD-22-074.html

16. NIH Actions and Oversight (2022) – https://grants.nih.gov/grants/policy/harassment/actions-

oversight.htm

17. Guidance Regarding Change in Status, Including Absence of PD/PI and Other Key Personnel Named in

the Notice of Award (2020) – https://grants.nih.gov/grants/guide/notice-files/NOT-OD-20-124.html

18. Data – Harassment and Discrimination Concerns (2023) –

https://grants.nih.gov/grants/policy/harassment/data

19. Workplace Climate and Harassment Survey (WCHS) (2019) – https://diversity.nih.gov/general-

page/workplace-climate-and-harassment-survey

20. Ensuring Safe and Respectful Workplaces Podcast (2023) – https://nexus.od.nih.gov/all/2023/12/21/nih-

all-about-grants-podcast-ensuring-safe-and-respectful-workplaces/

21. Supporting a Safe and Respectful Workplace at Institutions that Receive NIH Funding (2021) –

https://grants.nih.gov/grants/policy/harassment.htm

National Oceanic and Atmospheric Administration (NOAA):

1. NOAA Sexual Assault and Sexual Harassment Prevention and Response Policy (2018) –

https://www.noaa.gov/organization/administration/nao-202-1106-noaa-sexual-assault-and-sexual-

harassment-prevention-and

Nuclear Regulatory Commission (NRC):

1. How to File a Complaint of Discrimination by a Recipient of NRC Financial Assistance (2023) –

https://www.nrc.gov/about-nrc/civil-rights/programs/outreach-coord-comp-program/how-to-file-

complaint-discrimination-recipient-nrc-financial-assistance.html

2. External Civil Rights Program (2023) – https://www.nrc.gov/about-nrc/civil-rights/programs/outreach-

coord-comp-program.html

3. Nondiscrimination in Federally Funded Activities (2023) – https://www.nrc.gov/about-nrc/civil-

rights/programs/outreach-coord-comp-program/compliance-pgrm.html

4. Pre- and Post-Award Compliance Programs (2023) – https://www.nrc.gov/about-nrc/civil-

rights/programs/outreach-coord-comp-program/award-compliance.html#pre-award

5. NRC Standard Form 781 (2022) – https://www.nrc.gov/docs/ML1308/ML13083A329.pdf

6. 6. Information on Civil Rights Compliance Requirements Imposed as a Condition of Award of NRC

Federal Financial Assistance (n.d.) –

https://www.nrc.gov/about-nrc/civil-rights/civil-rights-compliance-

requirements-sec6.pdf

National Science Foundation (NSF):

1. Stopping Harassment and Assault (n.d.) – https://new.nsf.gov/stopping-harassment

2. Polar Code of Conduct (2023) – https://www.nsf.gov/geo/opp/documents/policy/polar_coc.pdf

3. NSF Proposal & Award Policies & Procedures Guide Chapter XI: Other Post Award Requirements and

Considerations (Part A) Non-Discrimination Statutes and Regulations (2023) –

https://new.nsf.gov/policies/pappg/23-1/ch-11-other-post-award-requirements#11A1

4. NSF Proposal & Award Policies & Procedures Guide Chapter II: Proposal Preparation Instructions

(Section E9) Safe and Inclusive Working Environments for Off-Campus or Off-Site Research (2023) –

https://new.nsf.gov/policies/pappg/23-1/ch-2-proposal-preparation#2E9

5. TH15I – Making Remote Fieldwork Environments More Welcoming, Safe, and Equitable: Progress and

Needs for Action (2023) – https://agu.confex.com/agu/fm23/meetingapp.cgi/Session/198209

6. ED51A - Successes and Challenges in Advancing Diversity, Equity, Inclusion, and Accessibility in the

Polar and Alpine Sciences I Oral (2023) –

https://agu.confex.com/agu/fm23/meetingapp.cgi/Session/199749

7. NSF Sexual Assault/Harassment Prevention and Response (SAHPR) (2022) –

https://www.nsf.gov/geo/opp/documents/USAP%20SAHPR%20Report.pdf

8. National Study Supported by NSF: Sexual Harassment of Women: Climate, Culture and Consequences

in Academic Sciences, Engineering and Medicine (2018) –

https://nap.nationalacademies.org/catalog/24994/sexual-harassment-of-women-climate-culture-and-

consequences-in-academic

Smithsonian Institution (SI):

1. Anti-Harassment Policy (2020) –

https://www.si.edu/sites/default/files/unit/ohr/sd_225_anti-

harassment_policy_12-30-2020.pdf

2. SI Civil Program (2023) – https://www.si.edu/sicivil

Department of State (State):

1. Standard Terms and Conditions for Federal Awards (2020) –

https://www.state.gov/wp-

content/uploads/2022/05/U.S.-Department-of-State-Standard-Terms-and-Conditions-10-21-

20_REV.pdf

United States Department of Agriculture (USDA):

1. Anti-Harassment Policy Statement (2021) – https://grants.nih.gov/grants/policy/harassment/data

2. Nondiscrimination in Programs and Activities Receiving Federal Financial Assistance from USDA (2021) –

https://www.usda.gov/directives/dr-4330-002

3. How to File a Program Discrimination Complaint (2023) – https://www.usda.gov/oascr/how-to-file-a-

program-discrimination-complaint

4. Establishing an Anti-Harassment Program (2023) – https://www.usda.gov/directives/dr-4200-003

5. Non-Discrimination Statement (n.d.) – https://www.usda.gov/directives/dr-4200-003

U.S. Geological Survey (USGS):

1. 370.734.1 - Anti-Harassment Policy and Implementing Procedures (2020) –

https://www.usgs.gov/survey-manual/3707341-anti-harassment-policy-and-implementing-procedures