Adapted from a Plenary talk given at the 234th Meeting of the American Astronomical Society.
By Joan Schmelz, PhDNew high-profile sexual harassment cases continue to appear in the press almost daily. A few years ago, a cluster of these cases involved Astronomers. At the time, I decided to talk to the press, in part to help take the heat off of the Title IX complainants, several of whom wished to remain anonymous. Here’s one of my quotes from back then:
“We have to find a way to change the system - to take the pressure off the young women in the most vulnerable stages of their careers and shift it to the senior men, many of whom have admitted to knowing this ‘open secret’ for years if not decades.”--Joan Schmelz (Oct 2015)
A strange thing happened as a result of that publicity. About a dozen senior male astronomers (individuals in our scientific community with the most privilege) sought me out to tell me that they had known about the harassment in one or more of these cases, but had never intervened. Here’s an abbreviated list of the reasons they gave for doing/saying nothing:
- It was none of my business
- I didn’t want to intrude
- I didn’t know what to do
- I thought I might make it worse
- It’s not my problem
- Boys will be boys
I admit that I was annoyed at them (even angry), at least at the beginning, for not using their privilege to help. But as I thought more about it, my annoyance dissipated and an idea started to take shape. I began to think of these unsolicited confessions as an unconscious request for help. So for those who turn a blind eye, how do we make them see the damage being done by one of their colleagues? For those who knew what was going on but felt powerless, how do we provide them with the means to make a difference? In other words, how can we turn bystanders into allies and allies into advocates?
Bystander training has become a hot topic in the wake of the #MeToo movement. It’s a way to give us the skills and tools we need to get off the sidelines and into the game. Senior men may have been the original inspiration for this essay, but we can all use our privilege to level the playing field. Suppose you wanted to get involved and help shift the balance. What would you do? Where would you start? In my opinion, we could change the system for the better if we all took one step in the right direction. Let’s look at something I call the Advocacy Axis.
Before we take on big issues like harassment, workplace bullying, or sexual assault, let’s practice with a simpler example: a sexist joke told in a professional setting like a university department or a NASA lab. Here’s how it works:
If you are the protagonist, step up! Don’t tell sexist jokes. Become a better person; it’s the right thing to do. You should never make insulting or condescending remarks about women as a group. Hint: if you think it could be insulting or condescending, it probably is.
If you are the participant, step up! Don’t laugh. A “joke” at someone else’s expense is not funny. Walk away. Don’t encourage or enable this kind of unprofessional behavior.
If you are the bystander, step up! It might be hard to think of something funny or clever or original to say on the spur of the moment. Rather, try saying, “I disagree.” This simple phrase can go a long way. You can change the dynamic and direction of the conversation. Be prepared for push back, but be firm and don’t back down. Your colleagues just might surprise you. Those who were standing on the sidelines with you might take the opportunity to get into the game themselves and back you up.
If you are an ally, step up! Join a diversity and inclusion committee. All science disciplines, universities, and NASA centers have them. Take your time; learn from people with first-hand experience.
Here are a few additional examples that you can use for practice. Have a discussion with members of your team/people you trust/students in your peer group/managers at your next tag-up/faculty at the next department meeting/etc. What would you say in each of these situations if you were a bystander and wanted to be an ally?
Racism: A senior professor makes a comment in a department meeting that the underrepresented minority students in his class are always failing his exams.
Unconscious Bias: A woman going up for tenure at a research-oriented university is often lauded for her teamwork and service.
Ableism: A staff member complains about the construction noise associated with building a ramp to the door near her office. “We never needed a ramp before,” she gripes.
Stereotype: A manager complains that the Latinx members of her team are always late, and therefore, cannot be serious, dedicated employees.
Micro-aggression: The session chair at a profession meeting calls for the last question. Two hands go up. One – a senior male, trying to be polite, says, “Ladies first,” deferring to the other questioner.
Homophobia: An audience member makes a comment about a speaker, “Is that a guy or a girl up there?”
Sexism: A professor returning from maternity leave is asked to teach an overload (to make up for “missed” classes).
I hope we all want to work in an environment where everyone can do their best research. Addressing issues like these improves the climate for everyone. Diversity and inclusion are important to me; if you are reading this, they are probably important to you, too. I want science to be a true meritocracy – for opportunities to be open to everyone – so that we are all competing on a level playing field. So I challenge you – in the midst of your hard work and busy lives, step up! Move to the next level on the Advocacy Axis, and let’s work together to make the world a better place.
For more information, please see:
Sexual Harassment – Changing the System ISexual Harassment – Changing the System II
The Power of Stories
The views, thoughts, and opinions expressed in this article belong solely to the author.
Dr. Joan Schmelz is the director of the NASA Postdoctoral Program at Universities Space Research Association (USRA). She was the Associate Director for Science and Public Outreach at SOFIA, the Stratospheric Observatory for Infrared Astronomy (2018-19) and the deputy director of the Arecibo Observatory in Puerto Rico (2015-18). She was a program officer for the National Science Foundation's Division of Astronomical Sciences (2013-15) and a professor at University of Memphis for over 20 years. Her research involves observations of solar coronal loops and developing constraints for coronal heating models. Schmelz has published papers on a variety of astronomical topics including stars, galaxies, interstellar matter, and the Sun using data from ground- and space-based telescopes at (almost) every band of the spectrum. She is a current Vice President of the American Astronomical Society and a former chair of the Committee on the Status of Women in Astronomy. She won a teaching award from Rensselaer Polytechnic Institute, a service award from Gallaudet University, and a research award from the University of Memphis. She gives talks and writes articles on topics such as unconscious bias, stereotype threat, and the gender gap. She was honored in 2015 as one of Nature’s top ten people who made a difference in science for her work fighting sexual harassment.
