; (2) barriers to effective enforcement of such laws; (3) best practices in enforcement of such laws; (4) recommendations about how to improve enforcement of such laws, including whether establishing individual liability for discrimination and harassment in employment would improve enforcement of such laws; and (5) how the experience of harassment for employees and individuals required to be afforded protections under section 301 has changed over time since the passage of such laws. (b) Study and report on prevention of harassment in employment (1) In general Not later than 60 days after the date of enactment of this Act, the Director of the National Institutes of Health shall enter into an agreement with the National Academies of Sciences, Engineering, and Medicine, through which the National Academies of Science, Engineering, and Medicine shall conduct a study on preventing and addressing prohibited harassment in employment. (2) Contents Such study shall include— (A) an evaluation of the existing research of the causes of prohibited harassment in employment, including retaliation related to such harassment, and gaps in such research; (B) a review of the existing research regarding how prohibited harassment in employment impacts individuals; (C) an evaluation of the existing research on training to prevent prohibited harassment in employment, including essential components of effective training to prevent such prohibited harassment and retaliation, and gaps in such research; (D) an assessment of the efficacy and availability of training models and programs to prevent prohibited harassment in employment; (E) the identification of employment or societal factors that increase the likelihood of prohibited harassment in employment, particularly across industries with a high number of individuals who are vulnerable to experiencing such prohibited harassment, including whether diversity in leadership positions within an organization reduces the likelihood of such prohibited harassment