; (F) an examination of methods of inducing, scaling, and sustaining institutional or organizational change to prevent prohibited harassment in employment; (G) an analysis of policies, strategies, and practices that have been the most successful in preventing and addressing prohibited harassment in employment; and (H) any other information or analysis necessary to identify the gaps in research and other measures described in subsection (c). (3) Report Not later than 1 year after the date of enactment of this Act, the National Academies of Sciences, Engineering, and Medicine shall prepare and submit to the Committee on Health, Education, Labor, and Pensions of the Senate, the Committee on Education and Labor of the House of Representatives, and the Director of the National Institutes of Health, a report containing the results of the study conducted under this subsection and make recommendations to Congress, executive branch agencies, private employers, and researchers. Such recommendations shall include ways that such training could be improved to result in behavioral and cultural changes that prevent and reduce behaviors associated with prohibited harassment in employment. The report and recommendations shall be made publicly available. (c) Supporting further research on preventing and understanding harassment in employment (1) In general Not later than 6 months after the submission required under subsection (b)(3), the Director of the National Institutes of Health, in consultation with the Commission and the Secretary of Labor, shall enter into agreements (including through the use of grants, contracts, cooperative agreements, or other transactions) to support research regarding— (A) the gaps identified in the report required under subsection (b)(3) in research on the causes of prohibited harassment in employment, including retaliation related to such harassment