To accomplish our goals, we carefully formulated the following questions. 1.How long should the female wait before bringing forth her concerns? 2.With whom in the company would the female engineer speak first concerning this problem? 3.With whom could she speak if that person did not respond to her problem? 4.Could a company officer be empowered to act upon such a case, or would more drastic acts need to occur before company action could be taken? 5.Should she contact these people in person, by telephone, or should she write a formal letter? 6.If she writes a formal letter, is it required that copies be sent to other people (e.g. the CEO)? 7.How quickly could your company respond to such a situation? 8.What is your company's policy, official or unofficial, concerning sexual harassment? 9.How long has this official (unofficial) policy been in place? 10.How does your company go about informing its employees of its policy on sexual harassment? Are letters sent out? Are workshops held? 11.What decision do you see being made in this situation? 12.. How would the decision affect both parties, i.e., what actions would be taken? 13.Could you describe an example of a sexual harassment case brought out in your company? 14.If yes, How long did the female wait before bringing forth her concerns? 15.Who did she talk to first? 16.Was there a need for her to speak to anyone else? 17.Did she contact these people in person, by telephone, or did she write a formal letter? 18.If a formal letter was written, were copies sent to other people (the CEO, etc.)? 19.How quickly did the company respond to the situation? 20.What decision was made in the situation? 21.How did the decision affect both parties, i.e., what actions were taken? 22.Could you possibly recommend the name of a female engineer or R & D assistant to whom I could pose my scenario and questions?