- Promise your new employee (in the half lecturing-half admin position) that the next full lectureship position will be theirs.
- A new full lectureship position arises. You "give" this position as promised to the person in the half-half position.
- To fill the now-vacant half-half position, you ask your favourite person to apply.
- You ensure that you are on the selection panel (despite the conflict of interest, being the first referee etc etc).
- You collude with this applicant so that they appear to fiulfill all the essential criteria.
- This applicant is then employed in the half-half position.
- Time goes by.
- Repeat from step 2 (A new full lectureship position arises......ETC ETC ETC)
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)