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)

Wednesday, November 21, 2012

Dealing with workplace bullying



Complex Consultancy Services has concluded after the recent high profile workplace bullying cases that "by opting to try and resolve the issue in house the complaint has escalated to the legal system".
 
They advise that
  1. "Each claim needs to be graded in terms of severity & how it should be handled. The complaint grading process needs to incorporate a number of issues including the severity of the allegation and the hierarchical levels within the organisation of those involved in the complaint.
  2.  Trying to sweep issues “under the carpet” is a dangerous path to follow.
  3. The person making the complaint must feel they are going to get a fair hearing and that there will not be any recriminations against them for bringing the issue out.
  4. Similarly trying to protect an individual within the organisation who has a workplace bullying or sexual harassment complaint laid against them by keeping the matter in house can often backfire. The accused person is entitled to have a fair and balanced hearing about the allegations. In many cases this is best achieved by external mediation."
    Imag
The University of Newcastle has made the blocking of complaints into an art form - and then when people take their complaints to outside bodies (e.g. the Ombudsman, Human Rights, WorkCover), they still do not get any help. 

Why is no-one prepared to take on the University of Newcastle?  Would they act differently if this was a commercial organisation?  Why is the widespread bullying at the University of Newcastle ignored both within and without the organisation?

2 comments:

  1. Jobs, mortgages, research grants would be on the line and all other secrets would be exposed to the world. It's self-interest at the expense of the students, community and society at large.

    The question is: why should tax-payer fund a university that is run by bullies?

    Why isn't there a public outcry?

    ReplyDelete
  2. A must-read: Hidden danger of behavioral problems at work by Padma Iyer from The Australian, November 03, 2012 12:01AM

    The Faculty of Education and Arts and particularly the School of Humanities and Social Science has quite a few of them There’s one thing in common: they are bullies!

    http://www.theaustralian.com.au/careers/hidden-danger-of-behavioral-problems-at-work/story-fn717l4s-1226509367881

    ReplyDelete