Sexual Harassment in the Sciences: Readers React on Social Media; New York Times, 2/4/16

New York Times; Sexual Harassment in the Sciences: Readers React on Social Media:

"On Tuesday, Amy Harmon reported that a prominent professor at the University of Chicago had stepped down in response to accusations of sexual harassment. The article ignited a heated discussion on Twitter, with some readers sharing their experiences of harassment in the science field.

The professor, Jason Lieb, a molecular biologist, made unwelcome sexual advances to several female graduate students at an off-campus retreat of the molecular biosciences division, according to a university investigation letter obtained by The New York Times. Mr. Lieb, 43, also engaged in sexual activity with a student who was “incapacitated due to alcohol and therefore could not consent.”

The article highlighted an increasingly tense debate over how universities deal with harassment claims in their science departments. Students and faculty members at the University of Chicago blamed the school, saying it overlooked previous accusations against Mr. Lieb when he worked at the University of North Carolina, and did not find out why he resigned abruptly from Princeton University after just seven months.

Below is a selection of the responses to the article on Twitter."

Chicago Professor Resigns Amid Sexual Misconduct Investigation; New York Times, 2/2/16

Amy Harmon, New York Times; Chicago Professor Resigns Amid Sexual Misconduct Investigation:

"Both the University of California, Berkeley, and the California Institute of Technology have fielded criticism recently for failing to publicly acknowledge their own conclusions that a prominent male scientist on each faculty had harassed female students until the details were uncovered by news media. A third case was reportedly unearthed only because of a bureaucratic error at the University of Arizona.

“Although institutions proclaim that they have zero tolerance for abuse of the policies that they claim to enforce, too often their primary concern seems to be secrecy and reputation management,” the science journal Nature wrote in a Jan. 20 editorial headlined “Harassment Victims Deserve Better.”

At Chicago, students praised the university for swift and decisive action. But some students and faculty members also raised pointed questions about whether the university had placed female graduate students at risk by hiring Dr. Lieb, who brought scientific cachet and a record of winning lucrative grants to a department that had recently lost two of its stars to other institutions.

He was put on staff despite potential warning signs.

Before he was hired, molecular biologists on the University of Chicago faculty and at other academic institutions received emails from an anonymous address stating that Dr. Lieb had faced allegations of sexual harassment or misconduct at previous jobs at Princeton and the University of North Carolina."

Corner Office, Interview with Jana Eggers; New York Times, 2/21/10

Corner Office, New York Times; Interview with Jana Eggers, chief executive of Spreadshirt: Should I Hire You? I’ll Ask the Receptionist:

"Q. How do you hire?

A. I’m going to ask you a lot about what you did. Of course, I’m interested in why you want to come to Spreadshirt, and those are usually the kind of ice-breaker questions to get people comfortable, because that’s what they’ve been thinking about, and what they’ve prepared for.

But what I really want to know is what they’ve done, because that is the biggest indicator of what they’ll do. I don’t mean specific things like, “Oh, I implemented this e-mail program.” I’ll ask: “Well, how did you do that? Who was involved? What was the biggest challenge you faced in doing that?” I’m interested in seeing how they organized themselves, how they think about projects, how they think about other people around them. There are very few jobs in any company these days where one person goes in and does it alone. They always have to interact with other people.

Q. What else?

A. I’m also going to see how they treat the receptionist. I always get feedback from them. I’ll want to know if someone comes in and if they weren’t polite, if they didn’t say, “Hello,” or ask them how they were. It’s really important to me.

I also check references myself. A lot of times people may leave that to their H.R. people or to someone who works for them. But, to me, it’s really important to talk to the person and build a rapport. I really want to know, what am I going to see? Everybody has challenges. One of the questions I usually ask on references is, “Where should I spend time coaching this person?”

Q. What qualities are you looking for in hires?

A. I’m usually listening for passion. I want that passion, because that passion is what’s going to get you through your failures. It’s when the tough things happen that a person’s real personality comes out.

And I’m looking for whether someone’s aware that business is a team sport. You have to communicate. How do they describe the team, their role on the team? I always like to get their perspectives on the management, too."

http://www.nytimes.com/2010/02/21/business/21cornerweb.html?scp=1&sq=jana+eggers&st=nyt