Thank you for tuning in for ODEO’s blog regarding NASA’s anti-harassment efforts! In February, NASA embarked on an Anti-Harassment Campaign for 2018. NASA seeks to proactively prevent harassment at NASA and promptly correct harassment when it occurs, as this effort dovetails with our goals to assure the safety and effectiveness of NASA’s workforce and mission.
NASA defines harassment as any unwelcome conduct, verbal or physical based on an individual’s race, color, gender, national origin, religion, age, disability, sexual orientation, status as a parent, genetic information, or gender identity, or retaliation for making reports or allegations of harassment or providing information related to such allegations when: the behavior can reasonably be considered to adversely affect the work environment, or an employment decision affecting the employee is based upon the employee’s acceptance or rejection of such conduct.
What focus would you like to see NASA consider, as we move forward on this initiative? What challenges do you believe we face, in attaining this mutual goal? What alliances can be fashioned or strengthened to ensure mission success?
Thank you, in advance, for your ideas on these and other issues.
Steve Shih, Esq.
Associate Administrator
Office of Diversity and Equal Opportunity
Daphne, thank you for reading and responding to our blog. We appreciate your interest! You present some thoughtful issues for us to consider as we move forward, and we will pass your considerations along to the Agency, D&I, and EEO communities.
We know that a safe and effective workforce requires a workplace with Equal Employment Opportunity and Diversity and Inclusion, to fully empowered employees to be heard and to contribute to the Agency.
Thank you!
What focus would you like to see NASA consider, as we move forward on this initiative? Perhaps reinforcing the message that safety is an important part of NASA’s culture, which includes safety from harassment at the workplace. Also, it would be helpful to let employees know what to do and where to go if they do not feel safe. For example, are there are steps that can be taken before a formal complaint with ODEO is filed?
What challenges do you believe we face, in attaining this mutual goal? I think employees can be scared to speak up fearing any backlash against them professionally and/or personally. Maybe if there was some kind of checklist or guide to help people with their thought process on what to do (if anything) that could be helpful…
What alliances can be fashioned or strengthened to ensure mission success? ODEO could ask senior leadership to talk about the campaign at staff meetings across the Agency. If it’s not already, ODEO can include campaign information in supervisor training and new employee orientation. I think there is some mandatory training in SATERN that addresses this issue? Perhaps reviewing and improving the on-line course would be helpful. Maybe film a “PSA” featuring senior leadership, astronauts, etc. could be a memorable way to get the message out.
I think one potential challenge is that there can sometimes be individuals, particularly in project leadership positions, who engage in harassing behavior (though perhaps not quite up to the legal definition) where that behavior is overlooked because those individuals “get the job done.” So, it feels that segments of NASA may gloss over that type of behavior as just an aggressive leadership style. Essentially saying that the ends justify the means. We need to be willing to address harassing behavior even if it could be detrimental (in the short term) to a project.