Case Study in Research Integrity: Alcohol and Harassment

There was that bottle of champagne in the breakroom – to be opened when a paper is accepted. Or you heard a colleague’s plan to take a special guest speaker out to dinner at the local watering hole. And, then there were those recruiting events with prospective students that sometimes ended with a happy hour. As many of us have experienced, alcohol may often be part of lab events, conferences, or other related activities. But the presence of alcohol is not an excuse to check professionalism at the door. Here, we are spotlighting this issue to encourage members of the scientific community to consider the potential risks that alcohol can have on the research environment.

Unfortunately, over the past several years we have seen numerous instances where alcohol may have contributed to inappropriate behavior and sexual harassment in the context of scientific research. We are presenting a few case studies below, which are adapted in part from real situations where we worked in tandem with the recipient institutions to address the concerns.

• A postdoctoral fellow sexually assaulted a graduate student after a lab event where alcohol was provided. This fellow was terminated from the institution (who was the recipient of the NIH grant), and the graduate student was provided with information about how to report to law enforcement. Additionally, the recipient institution directed the principal investigator (PI) to limit alcohol at lab events, as drinking contributed to the abuse.
• A PI at a prestigious scientific conference got severely intoxicated and sexually harassed a postdoctoral fellow. Because the conference organizers made their safety plan widely available and known, the fellow knew who to contact and how to report it. The PI was subsequently removed, an action outline in a safety plan the conference organizers had in place to protect their attendees. And, the PIs institution decided to remove the person from NIH grants, an action that NIH thought appropriate.
• A lab head repeatedly encouraged and pressured their junior staff to drink alcohol and made inappropriate sexual comments while on travel. The institution removed the lab head from serving as PI on NIH awards, prohibited them from applying for new funding, and placed restrictions on travel and the use of alcohol at lab-related events. The institution also identified a new co-mentor for the junior scientists, engaged an external coach to work with the lab head on professional behavior, and began conducting quarterly climate assessments of the lab. NIH also requested regular updates from the recipient institution on their progress.
• A lab head sent abusive emails to colleagues and staff. The institution also determined that the lab head was keeping alcohol in the office and working while under the influence, which may have contributed to the inappropriate communications. The recipient institution subsequently put their employee on administrative leave for several months. Upon their return to the lab, the institution also appointed a co-Director to provide additional oversight and mentoring.  

The National Academies reiterated in their 2019 report that organizational tolerance of alcohol use increases the chance of sexual or gender harassment (see also these articles from 2007, 2005, and 2002). Their report adds that such permissiveness leads some people to avoid lab related social events that involve alcohol. Furthermore, a 2019 report from an Advisory Committee to the NIH Director working group retold a story from a graduate student who was a target of sexual harassment where alcohol was involved.

This type of behavior in a professional setting violates grant policies and can even rise to a criminal offense. We are disheartened to receive reports about such unacceptable behavior, and we note that in the majority of these cases the recipient institution has taken serious actions in consultation with NIH. Based on the severity of the non-compliance, such actions included suspending personnel, removing principal investigators from NIH awards, placing restrictions around alcohol use at lab-related events, and imposing restrictions on travel and conference attendance.

While responsible inclusion of alcohol in celebrations or social outings may not pose a problem, researchers and their institutions should be mindful of how alcohol can contribute to unprofessional behaviors and sexual harassment. Also, keep in mind that purchasing alcoholic beverages is not an allowable grant-associated expense.

Relatedly, NIH-sponsored conferences must have approved safety plans. The strategies discussed in those plans aim to promote safe environments through communicating with attendees, documenting allegations and resulting actions, and other relevant steps to ensure a safe and respectful environment (see also this All About Grants podcast). If someone at the conference is harassed, and whether or not alcohol was involved, they should feel empowered and protected to report the incident.

In our continued effort to make research environments safe, collectively we must be cognizant of situations that precipitate inappropriate behavior. Nobody should be bullied or pressured if they do not want to have a drink. All social events that include alcohol should also offer non-alcohol containing beverages for those choosing not to drink alcohol. Staff should feel comfortable attending social activities. There should not be an undercurrent or expectation to engage in activities counter to the individual’s personal choices or beliefs. For resources about what constitutes alcohol misuse and how to seek help, please see Rethinking Drinking and the Treatment Navigator  from the National Institute on Alcohol Abuse and Alcoholism.

Please also visit our website to inform us if you have any concerns that harassment, discrimination, or other inappropriate conduct may be affecting NIH supported research. You can remain anonymous. More on how to ensure safe and respectful workplaces is available on this podcast.