Bullying at the University of Newcastle (Australia)
We are working to highlight and stop academic workplace bullying at the University of Newcastle, Australia. We are a group of staff and students who have been bullied for speaking out about misconduct.
Help make a difference –
*answer our survey,
*contribute to the blog, or
This will help us gather as much information as possible so that we can put an end to this bullying with its’ decades-long history.
“Systemic bullying, hazing and abuse generally are identified with poor, weak or toxic organizational cultures. Cultures that are toxic have stated ethical values that are espoused but not employed, and other non-ethical values which are operational, dominant, but unstated.
Such cultures thrive when good people are silent, silenced, or pushed out; when bad apples are vocal, retained, promoted, and empowered; and when the neutral majority remain silent in order to survive. Those who are most successful in such a toxic culture are those who have adapted to it, or adopted it as their own”. (McKay, Arnold, Fratzl & Thomas, 2008)
Wednesday, June 19, 2019
Friday, August 31, 2018
“When I visited the campus in 1981, a year after Spautz had been dismissed, I could sense fear. Some staff did not want even to discuss Spautz, as if that would taint them and make them vulnerable. Openly expressing disagreement with the dismissal was felt to be risky, perhaps because they might be next. Spautz was unbowed by his dismissal, but it frightened many others.”
Friday, November 24, 2017
Whoa!! That's big!
10 per cent of all postgraduate students in Australia had been sexually harassed by a tutor or lecturer, and 6 per cent of undergraduate students, according to the Australian Human Rights Commission survey.
It is well known that sexual harassment and sexual relationships occur in certain schools at the University of Newcastle.
It's also well known that those students often get privileged access to employment based on these relationships. Nepotism, nepotism, everywhere!
Thursday, November 23, 2017
"BRIEF SUMMARY OF SUBMISSION - XXXXXXXXXXXX
From 2003 to 2007 (a period of five and a half years), I worked predominantly within the speech pathology discipline as a part-time or casual lecturer, course co-ordinator, researcher and/or clinical educator with the then head of discipline, XXXXXXX (“ XXXXX ”). During this period, my conference presentation and paper publication rate was similar to or greater than most other staff members in the discipline. I also contributed a substantial amount (around one to two days a week) of my own unpaid time supporting students, ongoing and casual staff. I was involved in a number of external grant applications and had an NMHRC UQ administered post-doctoral fellowship for three years. For four years I was on an annually-renewed contract as a clinical educator with the university’s highly successful aphasia groups, run as a joint project between the speech pathology discipline and XXXXXXXX, XXX XXXX.
During this lengthy period, I also discussed a number of problems that arose within the discipline with XXXXX . These problems included soft marking, being told to ignore plagiarism, staff absences due to personal interests, unfair, incorrect and unrepresentative exam papers and assignments, as well as a lack of preparation and support for students on their clinical placements, amongst other difficulties. On all these occasions, XXXX was receptive to these difficulties and spoke openly about the staffing difficulties she was having.
In mid-2007, a new ongoing lectureship was approved for the discipline. XXXX approached (“XXXX ”) to fill the position. XXXX did not fulfil the essential criteria for the position and was the only person interviewed. Furthermore, there was a conflict of interest on XXXX ’s part during the recruitment process. I discussed these anomalies confidentially with the Faculty representative in Human Resources.
Reprisals against me were swift, immediate and devastating. I have been subject to “harassment” and “bullying” as defined in Policy XXXXX This situation is known to the Head of School, Humanities and Social Sciences, and to Human Resources but no action has been taken.
In December 2007, on the second working day after my HR meeting and whilst I was still employed, I was told by XXXX that I was hostile and could not work with a team. She told me to relocate my office and refused to renew my aphasia group contract, despite the fact that the groups had already been organised for the following year and that around 30 patients would be without therapy. She said that I must not contact her directly – only via the head of school. She later also told me that I could not enter my office during working hours. At that stage, I was using software licensed to my computer for my NHMRC research (on which XXXXXXXXX was an investigator). It then took two and a half months before I was able to continue my NHMRC research in my new office. I had a personal item stolen and was physically prevented from attending meetings, obtaining my mail and removed from all mailing lists or any contact with Speech Pathology, despite XXXX being my “supervisor” on the NHMRC project and also despite my name and personal website appearing on the speech pathology discipline webpages.
Subsequently, I have been ostracised by the majority of SP academia in Australia. My applications for employment as a lecturer/researcher and email contact with colleagues in other universities are not acknowledged and previous teaching in Sydney has been discontinued. I have been unable to obtain employment as a lecturer and/or researcher within speech pathology. At conferences and workshops within Australia, my research colleagues actively scorn me. XXXX ’s lack of involvement in the NHMRC resulted in our research data being incomplete.
In April 2010 I made a Protected Disclosure to XXX, VC of the University as well as a complaint regarding the reprisals that had been taken against me. Both these were dismissed by the university.
I was subsequently employed within the School of Architecture and the Built Environment at the university (March 2009 to February 2012). When my contracts came up for renewal at the start of the academic year (2012), the Pro-Vice Chancellor refused to allow any further employment contracts be issued to me, despite the fact that my contract, number of hours and number of students had already been arranged within the Head of School. I have never been notified of the reasons for this, or contacted by the Head of School. I am now not employed."
Wednesday, November 23, 2016
We have had reports of sexual harassment and abuse at the University of Newcastle from both students and staff. What happens when people report this? Does it vanish into a big black hole like most misconduct at the University of Newcastle, particularly if it is staff misconduct?
In this FoI investigation by Channel 7, there were 14 reported cases at the University of Newcastle. Two people were suspended and there were two expulsions.
What about all the other cases? We know that international students who have been sexually harassed by professors and other senior staff have had their complaints silenced within their school or faculty. We also know that school heads have evidence of sexual harassment by staff but the university will not take any action.
At least the University of Newcastle is consistent - any misconduct, particularly by members of staff, must be silenced, those who make complaints must be gagged, destroyed and vaporised.
Monday, November 21, 2016
"This restructure follows a constant stream of no less than 15 major, formal, reviews and restructures of organisational units across the university over the past three years", according to Associate Professor Tom Griffiths of the NTEU.
All the usual empty slogans are being trotted out by Caroline McMillen, the Vice-Chancellor:-
- "agile solutions’
- ‘greater flexibility’
- “embracing changes”
- “ensuring that we’ve got the best organisational and professional support at the university for what is a changing academic enterprise”.
- “It's a conversation … about thinking through different changes that might come and how do we handle that.
Is this because the results will demonstrate the low morale of staff and their lack of confidence in the university management? "This is unprecedented, and reflects very poorly indeed on management,” Professor Tom Griffiths said.
"The available evidence, in fact, suggests that the university’s senior leadership may be in crisis.
The Deputy Vice-Chancellor (Academic) is leaving at the end of this month, and despite significant notice, interim arrangements to cover this role were announced just this week.
The Faculty of Science and IT last had an ongoing leader back in 2014. Since then, no fewer than three acting or interim leaders have been drafted to hold the fort.
The leader of the Faculty of Business and Law is due to leave next year, and again it appears likely that instead of a timely and considered succession, interim arrangements will follow." (Newcastle Herald)
The senior managers at the University enjoy astronomical salaries as well as bonuses which they award themselves when they do a good job. The current Vice-Chancellor, Caroline McMillen, gets around $900,000 a year.
She needs that to keep putting fuel in her Bentley!
Monday, November 14, 2016
Calling all those who have been sexually abused at the University of Newcastle - Submissions on sexual assault and sexual harassment at university
"The Australian Human Rights Commission is calling for submissions relating to individuals’ experiences of sexual assault and sexual harassment at university. This is part of a major project being undertaken by the Commission which is looking at the nature and reporting of sexual assault and sexual harassment at Australian universities."
You can make a submission via their website - here.
Closing date is Friday 2nd December 2016.
All information they get will be de-identified so that no-one can be identifiable from their submission.