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, September 13, 2012

For Professor Caroline McMillen - GREAT LEADERS

Dear Caroline

As VC, you are undoubtedly a leader.  You could be a GREAT leader.

Great leaders, according to Aad Boot, 

  • "Use criticism as fuel for improvement
Great leaders see criticism as an opportunity. They embrace it and use it to engage people, to create awareness for change, to facilitate dialogue. They use it as fuel for change. 
  • Engage critics and keep them informed
Great leaders engage their critics actively in the change process. They challenge them to come up with ideas and alternative scenarios... they invite the critics to ‘step on the train’ and to add value. In case it is not possible to actively engage critics in the change process they pro-actively keep them informed on the progress and the results, and invite them to give their feedback."
Caroline, what an opportunity you have.  You could use the issues of workplace bullying and coverup at your university as an opportunity to stop the bullying culture at the University of Newcastle.  You could engage with us, involve us, allow us to give feedback.  We have many constructive ideas on how to improve the system of identifying and dealing with workplace bullying.
What an opportunity you are missing by refusing to engage with us.  We are, like you, educated and hard working.  Most of us are female.  You see we already have lots in common.
Just think how you will be remembered as VC - Will you be remembered as the VC 
  • who faced and dealt with the problem of workplace bullying?
  • or 
  • put her head in the sand and tried to pretend the issue did not exist (like the previous encumbent of your position)?
The decision to be a GREAT leader rests solely in your hands.

1 comment:

  1. For me, a victim of bullying and harassment at the UoN, the most important sign of a great leader is the sort of people s/he places his/her trust in.

    The current VC has failed on one important front: she has recycled some of the notorious bullies and given them even more power to promote their personal agendas.

    The VC has refused to listen to those who disagree with her and willingly repeated the lies of the bullies. By doing so, she has totally discredited herself.