C5. Establish policies for extending grant support for researchers who take a leave of absence due to caregiving responsibilities.
C6. Expand support for research on the efficacy of organizational programs designed to reduce gender bias, and for research on bias, prejudice, and stereotype threat, and the role of leadership in achieving gender equity.
D. Federal agencies should lay out clear guidelines, leverage their resources, and rigorously enforce existing laws to increase the science and engineering talent developed in this country.
D1. Even without additional resources, federal agencies should move immediately to enforce the federal anti-discrimination laws at universities and other higher education institutions through regular compliance reviews and prompt and thorough investigation of discrimination complaints.1 Federal enforcement agencies should ensure that the range of their enforcement efforts covers the full scope of activities involving science and engineering that are governed by the anti-discrimination laws. If violations are found, the full range of remedies for violation of the anti-discrimination laws should be sought.
D2. Federal enforcement efforts should evaluate whether universities have engaged in any of the types of discrimination banned under the anti-discrimination laws, including: intentional discrimination, sexual harassment, retaliation, disparate impact discrimination, and failure to maintain required policies and procedures.
D3. Federal compliance review efforts should encompass a sufficiently broad number and range of institutions of higher education to secure a substantial change in policies and practices nationwide. Types of institutions that should be included in compliance reviews include 2-year and 4-year institutions; institutions of undergraduate education; institutions that grant graduate degrees; state universities; private colleges; and educational enterprises, including national laboratories and independent research institutes, which may not be affiliated with universities.
D4. Federal enforcement agencies, including the Equal Employment Opportunity Commission, the Department of Justice, the Department of La-
Applicable laws include Title VI, Title VII, and Title IX of the Civil Rights Act; Executive Order 11246; the Equal Protection clause of the Constitution; the Equal Pay Act; the Pregnancy Discrimination Act; and the Family Medical Leave Act. Each of these statutes is discussed in detail in Chapter 5.