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

*contact us.

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)

Tuesday, May 29, 2012

More information on the review of workplace bullying

More information is available on the review. 
"Proposals to prevent negative workplace cultures from developing and to help bullying victims return to work will also be considered during the inquiry, which will be undertaken by the House Standing Committee on Education and Employment.

The committee, comprising members from both major parties, will consult extensively with the community and will report back to government by 30 November 2012."
 
  • ‘the prevalence of workplace bullying in Australia and the experience of victims of workplace bullying;
  • the role of workplace cultures in preventing and responding to bullying and the capacity for workplace-based policies and procedures to influence the incidence and seriousness of workplace bullying;
  • the adequacy of existing education and support services to prevent and respond to workplace bullying and whether there are further opportunities to raise awareness of workplace bullying such as community forums;
  • whether the scope to improve coordination between governments, regulators, health service providers and other stakeholders to address and prevent workplace bullying;
  • whether there are regulatory, administrative or cross-jurisdictional and international legal and policy gaps that should be addressed in the interests of enhancing protection against and providing an early response to workplace bullying, including through appropriate complaint mechanisms;
  • whether the existing regulatory frameworks provide a sufficient deterrent against workplace bullying;
  • the most appropriate ways of ensuring bullying culture or behaviours are not transferred from one workplace to another; and
  • possible improvements to the national evidence base on workplace bullying.’
The Prime Minister has stated that "[The inquiry] will enable people to come forward, tell their stories, help us work out the prevalence of bullying in work places and also help us add to what we are doing now,’ she said.

‘And one way we could add to what we are doing now is to take Brodie’s Law nationally and to have common national laws to deal with bullying at work.’"

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