Prevention of Harassment

Typical coral reef on in the lagoons surrounding Moorea

MCR Reporting Guidelines for Incidents involving Sexual Harassment or Assault
(Developed in consultation with Ariana Alvarez, UCSB Title IX Officer and Director)

As employees of academic institutions in the US and participants in a federally-funded project, participants are bound by the requirements and expectations of Title IX, which states (in part) “No person in the United States shall, on the basis of sex, be excluded from participation in, be 
denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.” Title IX applies to our behavior toward each other, toward non-MCR LTER scientists, and toward anyone else we encounter while operating in the U.S. or when deploying or deployed in the field.

Instances of sexual harassment or violence involving MCR LTER associated personnel should be reported immediately to the Institutional Title IX Officer representing each individual directly involved in the incident. For example, Person A of Institution X reports an incident of sexual harassment involving Person B of Institution Y. The incident should be reported to the Institutional Title IX Offices at both Institution X and Institution Y.  The institution of the complainant (victim - Person A) is obligated to provide support resources and interim measures, while the institution of the respondent (accused - Person B) is responsible for determining the most appropriate response/s and any possible sanctions in response to the reported behavior or incident.  Additionally, a copy of the incident report should be sent to the Title IX Office of UC Santa Barbara as the principal administering campus of the MCR LTER site. If a reportable incident should occur at the Richard B. Gump South Pacific Research Station, a copy of the report also should be filed with the Title IX Office at UC Berkeley.

Any individual formally associated with the Moorea Coral Reef LTER site, i.e. PIs, named investigators, technicians, or other paid staff members, who is required to report on instances involving sexual violence or harassment by their home institution must report any instance of  sexual violence or harassment observed or reported to them to the MCR LTER Lead-PI. In cases of sexual harassment or violence involving the MCR LTER Lead-PI, reporting may be made directly to the MCR LTER Lead-PI’s Institutional Title IX Office.

NSF statement on harassment is available here:

Contact Information for Title IX Offices on campuses involved with the MCR LTER program and for UC Berkeley, the current administrative campus responsible for the Richard B. Gump South Pacific Research Station

University of California, Santa Barbara – MCR LTER Lead Campus
Title IX & Sexual Harassment Policy Compliance Office University of California
3211 Phelps Hall
Mail Code 2060
Santa Barbara, CA 93106-2060
Online reporting link:
Phone: (805) 893-2701

University of California, Berkeley – Administrative campus for the Gump Station
2111 Bancroft Way, Suite 300
Berkeley, CA 94720-1120
Phone: (510) 643-7985

University of California, Santa Cruz
Title IX & Sexual Harassment Policy Compliance Office 1156 High St.
University of California Santa Cruz, CA 95064
Online reporting link:
Phone: (831) 459-2462

University of California, San Diego
Office for the Prevention of Harassment & Discrimination University of California San Diego
9500 Gilman Drive
Mail Code 0024
La Jolla, CA 92093-0024
Online reporting link:
Phone: (858) 534-8298

California State University, Northridge – MCR LTER Co-Lead Campus
Office of Equity and Diversity University Hall 285
18111 Nordhoff Sreet
Northridge, CA 91330
Website: Online reporting 
Phone: (818) 677-2077

University of Rhode Island
Office of Affirmative Action, Equal Opportunity and Diversity 201 Carlotti Administration Building
75 Lower College Road Kingston, RI 02881
Online reporting link:
Phone: (401) 874-2442

Duke University
Office for Institutional Equity Smith Warehouse
114 S. Buchanan Blvd., Bay 8
Durham, NC 27708
Phone (919) 684-8222

Georgia Institute of Technology
The Office of the Title IX Coordinator, Legal Affairs & Risk Management 760 Spring Street, NW
Atlanta, GA 30332
Online reporting link: 
Phone: (404) 385-5583

Oregon State University
Office of Equal Opportunity and Access (EOA) 330 Snell Hall
Oregon State University Corvallis, OR 97331
Online reporting link: Phone: 
(541) 737-3556

University of Hawaii, Manoa
Office of Title IX
Hawaiʻi Hall #124
2500 Campus Road
Honolulu, HI 96822
Phone: (808) 956-2299

NSF Statement on harassment

January 25, 2016

This material is available primarily for archival purposes. Telephone numbers or other contact information may be out of date; please see current contact information at media contacts.

The National Science Foundation (NSF) joins with other leading U.S. scientific organizations to emphasize its strong commitment to preventing harassment and to eradicate gender-based discrimination in science.

In light of recent, multiple reports of sexual harassment in science, NSF reiterates its unwavering dedication to inclusive workplaces. NSF does not tolerate sexual harassment and encourages members of the scientific community who experience such harassment to report such behavior immediately.

As the primary funder of fundamental science and engineering research in the U.S., NSF supports researchers and students at the forefront of their fields -- each of whom deserves to be treated fairly, with dignity and respect.

Not only is a discrimination-free environment the right setting for all people, it also fosters important learning, mentoring and research that are imperative to the advancement of science. NSF holds responsible the 2,000 U.S. colleges, universities and other institutions that receive NSF 
funding and requires their implementation of Title IX protections. And NSF encourages NSF-funded researchers and students to hold colleagues accountable to the standards and conditions set forth in Title IX, and to inform their institution of violations.

For any NSF-funded entity that fails to adhere to Title IX, NSF will work with the Departments of Justice and Education to ensure compliance with nondiscrimination laws. NSF may terminate funding to any institution found to be in noncompliance with Title IX regulations and that does not voluntarily come into compliance.

In FY 2015 alone, NSF directly supported nearly 300,000 researchers, post-doctoral scientists, graduate students, trainees, teachers and students, as well as 1,700 employees. This scientific community creates the knowledge that drives the American economy and bolsters national security. Therefore, NSF will take all appropriate actions to ensure Title IX compliance.

People at NSF-funded institutions who experience, or witness harassment should either contact their Title IX Coordinator or NSF's Office of Diversity and Inclusion.

Visit for more information on NSF's policy on the prevention of harassment. Additional resources and the definition of harassment can be found here.



OD 15-03
March 16, 2015

SUBJECT: Policy Statement on the Prevention of Harassment

It is the policy of the National Science Foundation (NSF) that all employees should be able to work in an environment that is free from harassment. As Director and Chief Operating Officer, we want to ensure a work environment that is respectful of human dignity and conducive to maximum productivity. NSF will not tolerate harassment in the workplace.

Harassment is prohibited by Federal law, and is defined as any unwelcome verbal or physical conduct based on race, color, religion, sex (includes sexual harassment and discrimination based on pregnancy), disability, age, national origin, sexual orientation, and protected genetic information that is so objectively offensive as to alter the conditions of the individual’s employment. Harassment unreasonably interferes with an employee’s performance, and can create an intimidating, hostile, or offensive work environment. Furthermore, any retaliation against an individual who has brought forth a complaint alleging harassment is similarly unlawful.

Sexual harassment is a concern that deserves special mention. Federal guidelines and case law define sexual harassment as including “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature” not only when the conduct is made as a condition of employment (“quid pro quo” harassment), but when the conduct creates an intimidating, hostile, or offensive working environment.

NSF employees who feel they are being harassed by supervisors, co-workers, or customers should make it clear to the individual(s) that such behavior is offensive and unwelcome. They should immediately report this behavior to an appropriate management official in the organization in which the incident occurred or to the Office of Diversity and Inclusion (ODI). Also, management officials who receive any allegations of harassment should consult with ODI for guidance.

The confidentially of employees bringing forth complaints of harassment will be protected to the extent possible. In accordance with the equal employment opportunity (EEO) complaint process, all allegations of harassment will be promptly and thoroughly investigated. NSF will take actions necessary to ensure that these matters are addressed swiftly, fairly, and effectively.

We know that you will support NSF’s continuing commitment to exhibit the highest level of professional behavior and courtesy that each of us deserves.

France A. Córdova                                         Richard O. Buckius
Director                                                           Chief Operating Officer

Distribution: All employees
Originating Unit: Office of Diversity and Inclusion
Replaces: OD 13-03