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)

Thursday, June 7, 2012

First media release re Review into Bullying in the Workplace

The first medial release, dated 1st June 2012, has been released by the Standing Committee conducting the  review into bullying in the workplace. 

The release states that "The Committee is interested in taking evidence on all forms of bullying in the workplace and is keen to hear about the perspectives and experiences of employees, parents and guardians of young employees and employers."

The Chair of the Committee, Ms Amanda Rishworth, MP, states that ""Bulying has serious consequences for individuals and the wider community." 

Some of the terms of reference for the inquiry are particularly relevant to the the students/ex-students and staff/ex-staff from the University of Newcastle:
  • prevalence of workplace bullying
  • experience of victims
  • role of workplace cultures in preventing and responding to bullying
  • the adequacy of existing education and support services to prevent and respond to workplace bullying.
  • whether  there are further opportuities to raise awareness of workplace bullying.

1 comment:

  1. Bullying in the workplace can only persist if the culture is allowed/tolerated/untackled from the very top of the organisation. There is no use having 'systems' for dealing with complaints through line managers or HR if the CEO does not embrace the philosophy whole-heartedly. If others in the executive team sense that they would not be supported or they have a leaning towards tolerance, or they are weak themselves and know they will get away with it, then what chance does a lowly team member have of having wrongs righted?

    Jack Welsh, GE