; (2) researchers with expertise in organizational culture change or reducing behavior related to harassment and discrimination; (3) legal practitioners with professional expertise related to harassment litigation on behalf of employees; (4) legal practitioners with experience serving as a chief legal officer or human resource officer in a corporate legal department; (5) individuals with expertise in diversity and inclusion initiatives; (6) individuals who have experienced prohibited harassment in employment; and (7) union leaders. (c) Duties The Task Force shall— (1) identify strategies and recommend proposals to prevent prohibited harassment in employment; and (2) provide guidance on effective strategies to prevent prohibited harassment that are specific to industries in which the Task Force determines that harassment is particularly prevalent or severe. (d) Report Not less than once every 5 years, the Commission shall prepare and publish a report on the Commission’s website, which shall be based on the work of the Task Force and shall include— (1) a review of the prevalence of prohibited harassment in employment, including the results of the national prevalence survey described in section 112; (2) recommendations for Federal, State, and local initiatives, reforms, and legislation to prevent prohibited harassment in employment; (3) assessments of the effectiveness of employment policies designed to prevent prohibited harassment in employment by changing behavior and culture; (4) assessments of the effectiveness of processes for investigations into prohibited harassment in employment; (5) assessments of the effectiveness of different types of training to reduce and prevent harassment in employment