An unaffiliated group of visible, early career CS women researchers dedicated to fighting harassment in all forms in academia.
107
77 commits
updated Jul 22, 2024
We are currently performing a longitudinal study of harassment at CS conferences. We have completed a pilot year collecting data at USENIX conferences and are collecting data from ACM conferences this year. If you are interested in running the survey, contact Irene Zhang, Daniel Berger or Elizabeth Barron. Some resources on this survey:
We are currently redesigning the USENIX code of conduct and running a series of town halls to gather input from the community. These efforts are entirely designed around Emma Irwin's work on enforceable codes of conduct. Some resources:
We have started a Reviewers Code of Conduct for NSDI, based on experiences of members of the Superhero network. Here is the initial CoC that we required all NSDI PC members to sign this year:
We aim to make the CoC enforceable next year and expand it to other USENIX conferences. We will also deploy an authors' CoC, given that sometimes the power dynamic can be switched where authors have control over the careers of reviewers and other participants in the reviewing process.
The Superhero Network is an unaffiliated group of visible, influential and early-stage women CS researchers that fight against harassment and for a safe environment for everyone in the research community. The focus will initially be on women, but I would love to eventually expand this to other underrepresented minorities and all PhD students. The committee has the following important features:
Unaffiliated: The group will not be sponsored or affiliated by any other organization to avoid conflicts of interest.
Diverse: To avoid further conflicts of interest, we will never assign someone to help/give recommendations who is in the same area or institution or has any other shared affiliation. However, we all vouch for each other as safe allies and serve as a visible contact point within our research communities. Only after any issue has been resolved, the person in the same area may be asked to step in and help fix things.
Early-stage: The members must be young enough to be approachable and to have recently experienced harassment themselves (no Turing award winners!). This makes it easier for us to connect with and mentor people who might have experienced harassment, since they are likely to be grad students or younger.
Influential: Members must be senior enough to enact change (perhaps just before or after tenure?) or know allies/mentors that can implement recommendations. They must have enough connections to the community be believed by a significant set of the senior people.
Visible: People know who you are and can reach you on multiple social platforms. Responsibilities will definitely include promoting the processes we put in place to cope with harassment, so must be active on Twitter and/or other places that reach many PhD students.
We use research and expertise for prevention and intervention of all forms of harassment in the research community. We define harassment broadly as any unwelcome behavior that harms the participation of marginalized communities, whether they are underrepresented minorities or PhD students. We are using a data-driven approach to improve conference environments and curb academic bullying.
For now, I'm keeping the network extremely small and the goals limited, so there is not much to do! But we will eventually post here ways that companies and individuals can help as allies. Star the repository if you want to follow our journey.
An unaffiliated group of visible, early career CS women researchers dedicated to fighting harassment in all forms in academia.
107
77 commits
updated Jul 22, 2024
We are currently performing a longitudinal study of harassment at CS conferences. We have completed a pilot year collecting data at USENIX conferences and are collecting data from ACM conferences this year. If you are interested in running the survey, contact Irene Zhang, Daniel Berger or Elizabeth Barron. Some resources on this survey:
We are currently redesigning the USENIX code of conduct and running a series of town halls to gather input from the community. These efforts are entirely designed around Emma Irwin's work on enforceable codes of conduct. Some resources:
We have started a Reviewers Code of Conduct for NSDI, based on experiences of members of the Superhero network. Here is the initial CoC that we required all NSDI PC members to sign this year:
We aim to make the CoC enforceable next year and expand it to other USENIX conferences. We will also deploy an authors' CoC, given that sometimes the power dynamic can be switched where authors have control over the careers of reviewers and other participants in the reviewing process.
The Superhero Network is an unaffiliated group of visible, influential and early-stage women CS researchers that fight against harassment and for a safe environment for everyone in the research community. The focus will initially be on women, but I would love to eventually expand this to other underrepresented minorities and all PhD students. The committee has the following important features:
Unaffiliated: The group will not be sponsored or affiliated by any other organization to avoid conflicts of interest.
Diverse: To avoid further conflicts of interest, we will never assign someone to help/give recommendations who is in the same area or institution or has any other shared affiliation. However, we all vouch for each other as safe allies and serve as a visible contact point within our research communities. Only after any issue has been resolved, the person in the same area may be asked to step in and help fix things.
Early-stage: The members must be young enough to be approachable and to have recently experienced harassment themselves (no Turing award winners!). This makes it easier for us to connect with and mentor people who might have experienced harassment, since they are likely to be grad students or younger.
Influential: Members must be senior enough to enact change (perhaps just before or after tenure?) or know allies/mentors that can implement recommendations. They must have enough connections to the community be believed by a significant set of the senior people.
Visible: People know who you are and can reach you on multiple social platforms. Responsibilities will definitely include promoting the processes we put in place to cope with harassment, so must be active on Twitter and/or other places that reach many PhD students.
We use research and expertise for prevention and intervention of all forms of harassment in the research community. We define harassment broadly as any unwelcome behavior that harms the participation of marginalized communities, whether they are underrepresented minorities or PhD students. We are using a data-driven approach to improve conference environments and curb academic bullying.
For now, I'm keeping the network extremely small and the goals limited, so there is not much to do! But we will eventually post here ways that companies and individuals can help as allies. Star the repository if you want to follow our journey.