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Community Support

The Physics Department is committed to establishing an environment that is supportive and welcoming for all. However, you may have experienced or observed something troubling and are uncertain what to do. Because harassment and hostile environments can take so many forms it can be very hard to know who to contact for your specific situation, or even to recognize the range of resources available. Below is a list of kinds of situations members of the physics community have experienced, and some recommendations for resources if you find yourself in similar circumstances. Our Library of Resources provides additional information about all of the resources here, including a deeper description of services, how fast they can respond, and whether they can accept anonymous reports.

Unsafe and threatening situations

Your safety is the number one priority. If you feel unsafe, get into a safe place if at all possible, then get help. Immediate help can be provided by:

  • 911 or UW police: (206) 685-8973. Immediate help if you are in a dangerous situation or need to report a criminal incident.
  • SafeCampus (206) 685-7233 is a centralized UW violence prevention and response program. They can provide guidance in unsafe situations, help make a safety plan, and connect you to other resources. You can choose whether or not to reveal your identity when contacting them.
  • Crisis Connections: 1-866-427-4747 or 988. Connects you to local crisis response services (e.g., in cases of emotional crisis) when there is no immediate physical danger.

Harassment at UW (racial, sexual, identity, etc.)

Harassment, regardless of the context, can be profoundly disturbing. If you have experienced or observed harassment at UW it is important to address and report the harassment both for the health of the recipient and the long-term health of the UW physics community. Depending on the form of the harassment, resources from the following list may be appropriate:

  • UW Advocates provide free advocacy and support for students and employees experiencing sexual assault, violence, or harassment. Confidential advocates are available.
  • The Civil Rights Investigation Office investigates complaints that a UW student or employee has committed discrimination, harassment, or retaliation.
  • The Community Standards and Student Conduct (CSSC) team investigates claims that a UW student has committed inappropriate actions (violations of the Student Code of Conduct) that are not sex- or gender-based harassment.
  • The University Ombud provides confidential help in preventing, managing, navigating and resolving conflict at the UW. They can help you explore possible solutions, act as a mediator, and connect you to other resources.
  • The Physics Climate and Diversity Committee works to improve the climate in the department and support people affected by climate issues. They can be contacted via the Physics C&D Committee Office Hours, C&D Committee Drop Box, or by contacting individual members of C&D committee.
  • The Bias Reporting Tool is a mechanism for documenting bias incidents, but does not automatically trigger an investigation process and can be done anonymously. Bias incidents are defined as discrimination or harassment based on any protected status.

Hostile environment at UW, including classes, research groups, seminars, etc.

A hostile environment, even if not focused on an individual, can be as devastating as individual harassment and can be even harder to know how to address. Whether in the form of a “boys’ club” culture in a research group, a racially charged atmosphere in a class, or lack of respect in a Tutorial section, we need to address these situations to ensure that UW is welcoming for all.

  • Faculty mentors and advisors for students can be excellent resources for issues encountered within classes or research groups. The department has a number of formal and informal mentoring resources, depending on the academic level of the student.
    • (i) Undergraduate students. The physics advising office is specifically trained to handle issues associated with classes and undergraduate research. If you are in a research group or have a close relationship with a faculty member they can also be an excellent resource.
    • (ii) Graduate students. All graduate students have a Faculty Advisor who can be an excellent resource. In addition, the Graduate Advisor and the Chair of the Graduate Advising committee are trained to help students handle these situations.
    • (iii) Senior graduate students. In addition to resources listed immediately above, students who have formed their thesis committee have chosen a Faculty Mentor. The Faculty Mentor role in particular is intended to help you when issues like this arise.
  • For many situations encountered by students, faculty, and staff there is an official supervision hierarchy, and this can be the most direct and effective means for addressing issues that do not pertain to members of that hierarchy.
    • For issues associated with tutorials and labs (as either a student or instructor) the Head TA and Faculty lead are responsible for maintaining a welcoming and inclusive environment.
    • Faculty are responsible for the environment within their research groups. In addition the heads of research areas such as Directors of CENPA, INT, DUSC, TIQM, CEI and the Chair of the Physics Department can be important resources.
    • For staff, your unit supervisor is responsible for maintaining an equitable and welcoming work environment. The department's Director of Personnel (Alison Alcoba) can also be a resource.
  • The Physics Climate and Diversity Committee works to improve the climate in the department and support people affected by climate issues, and can help identify the best ways to report and correct hostile environments. Contact via the Physics C&D Committee Office Hours, C&D Committee Drop Box, or individual members of C&D committee.
  • The University Ombud provides confidential help in preventing, managing, navigating and resolving conflict at the UW. They can help you explore possible solutions, act as a mediator, and connect you to other resources.
  • The Bias Reporting Tool is a mechanism for documenting bias incidents, but does not automatically trigger an investigation process and can be done anonymously. Bias incidents are defined as discrimination or harassment based on any protected status.

Harassment or hostile environment at a non-UW conference, collaboration, or institution

Unfortunately, conferences, collaboration meetings, or visits can often be sites of harassment or hostile interactions, partly because the lines of institutional responsibility and consequence are not as well defined. As a community this is becoming recognized as an important area of concern and new resources are being developed. The resources available will depend on the context of the harassment, but common resources are:

  • Conference hosts or committee members. Many funding agencies and organizational bodies, such as the APS, have explicit codes of conduct for hosted meetings and have developed mechanisms for reporting and adjudicating violations at their conferences. When available, this is often the most direct approach and can result in the quickest response.
  • Faculty members you trust can provide valuable guidance in navigating the situation and may have professional connections within the institution or collaboration of the harasser.
  • Reaching out to the Ombud or HR of the home institution of the harasser can be helpful. Because many harassers are serial offenders, this helps establish a pattern of behavior important for meaningful consequences from their home institution.
  • Some scientific collaborations will have an internal ethics committee or Ombud for reporting issues.
  • Professional associations can still be useful even in situations not covered by a code of conduct. Most professional associations have specific contacts and subcommittees such as APS, AAS, Committee on the Status of Women in Physics, Division of Nuclear Physics Allies Program, Astronomy Allies (Link to longer list).
  • UW Allies is a program that pairs graduate students and postdocs with a faculty mentor for support through various challenges.

Work and teaching issues at UW

From difficulties with supervisors, to classroom management, to workplace harassment, to unsafe or unreasonable working conditions, to issues of mental health among students or co-workers, many issues that can arise in the context of teaching and working at the university. As a State of Washington workplace, there are a wide variety of resources for resolving conflict and harassment in the workplace. Students, your work as a TA or RA is covered under standard safe workplace regulations.

  • For many workplace issues the official supervision hierarchy is the most direct and effective means for addressing issues.
    • For issues associated with tutorials and labs the Head TA and Faculty lead are responsible for maintaining a welcoming and inclusive environment. Larger issues can also be brought to the Chair of the Introductory Teaching Committee or the Department Chair.
    • Faculty are responsible for the environment within their research groups. In addition the heads of research areas such as Directors of CENPA, INT, DUSC, TIQM, CEI and the Chair of the Physics Department can be important resources.
    • For staff, your unit supervisor is responsible for maintaining an equitable and welcoming work environment. The department's Director of Personnel (Alison Alcoba) can also be a resource.
  • The Physics Climate and Diversity Committee works to improve the climate in the department and support people affected by climate issues. You can use the Physics C&D Committee Office Hours, the C&D Committee Drop Box, or contact individual members of C&D committee to discuss what options you have.
  • Unions are groups of employees who have organized to bargain contracts collectively, and can offer support to members whose rights under these agreements—including safety, labor conditions, and freedom from harassment—are being violated.

Academic ethics and coercion

Because of the large power imbalances in academia there are many opportunities for direct and indirect pressure or harassment, from having a faculty or postdoc present your work as their own, to attempts to force collaboration, to threats of academic retaliation, to bias in advising or opportunity. Unfortunately, many community members have experience with these difficult situations.

  • Often talking with a Physics faculty member you trust is a great starting point.
    • (ii) Graduate students. All graduate students have a Faculty Advisor who can be an excellent resource—it is at times like this that they are really useful. In addition, the Graduate Advisor and the Chair of the Graduate Advising committee are trained to help students handle these situations and provide guidance through these kinds of challenges.
    • Postdocs and Research Staff. For postdocs and research staff the mentorship arrangements are less formal, but both your faculty mentor and the head of your research area such as the Directors of CENPA, INT, DUSC, TIQM, CEI and the administration of the Physics Department can be important resources.
    • Faculty. All faculty have a review committee, and they are explicitly there to help you with challenges as you progress towards advancement. It is for issues like these that the review committee exists. Senior faculty and the directors of the research institutes can also be excellent resources.
  • UW Allies is a program that pairs graduate students and postdocs with a faculty mentor for support through various challenges.
  • The Physics Climate and Diversity Committee is a good source of advice and can be contacted via the Physics C&D Committee Office Hours, C&D Committee Drop Box, or individual members of C&D committee.

General advice on Diversity, Equity, and Inclusion issues

There are many issues that do not fall neatly into the above categories. From “ghost interviews,” to inappropriate emails, to concern over the tone in a seminar or meeting, to issues with accommodation, there are many situations in which you might need advice and support.

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