Sometimes disagreements about authorship cannot be avoided, and many have likely seen it up close. They can be handled thoughtfully and appropriately. But when they are not, they may lead to serious consequences for the people and research involved. Here, we will look at this issue more closely and reflect on how to proactively address them.
We are pleased to announce that the NIH Grants Policy Statement was recently updated, replacing the December 2021 version as standard terms and conditions of award. Consistent with longstanding federal regulations, institutions receiving NIH support will now be required to have internal controls to assure compliance with terms and conditions of award. These internal controls include behavioral codes of conduct to assure safe and healthful working conditions for their employees and foster work environments conducive to high-quality research.
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If you ever come across misconduct, whether it be harassment, fraud, grant scams, research misconduct, peer review violations, or foreign interference, please report it. You can find the appropriate contacts for various types of concerns on our new Report a Concern page.
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We are seeing a number of cases of uncivil behavior coming from individuals outside of NIH, directed at NIH staff.
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The recently passed Consolidated Appropriations Act for fiscal year 2022 includes “Section 239,” which is a milestone in our efforts to ensure safe working conditions for people engaged in NIH-supported research. The law requires NIH grant recipients to notify us when their senior key personnel are removed from their position or are otherwise disciplined due to concerns about harassment, bullying, retaliation, or hostile working conditions. This is a major step in our continued effort to change the culture of harassment in biomedical science.
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Join us for this NIH All About Grants podcast with experts from the NIH Office of Extramural Research to learn more about safety plans for conferences.
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A year ago, we began requiring plans to enhance and strengthen diversity in applications seeking funding for scientific conferences and meetings. Building on these efforts, we are now asking recipients to proactively show how they will address safety and harassment.
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We have updated our anti-sexual harassment website to encompass the range of threats to safe and respectful workplaces at institutions receiving NIH funding. The updated site outlines actions NIH can take to address different forms of harassment, how to notify us (which can be anonymous), resources to evaluate workplace climate, and frequently asked questions.
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In our continued effort to address sexual harassment, the NIH has implemented some of the recommendations of the NIH Advisory Committee to the Director (ACD) Working Group on Changing the Culture to End Sexual Harassment.
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At NIH, we have and continue to focus not just on gender equity but on ensuring greater diversity in all aspects of the biomedical workforce. This means, that along with women, members of racial and/or ethnic minority groups, people with disabilities, and those from disadvantaged backgrounds are also included. To help ensure that the nation remains a global leader in scientific discovery and innovation, NIH needs the richness and breadth of varied perspectives that comes from having a pool of highly talented scientists from diverse backgrounds.
In that spirit, today we released a guide notice (NOT-OD-21-053) that updates guidance for NIH R13/U13 Conference Grant applicants and recipients.
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