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,

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*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)

Monday, January 28, 2013

Hug a whistleblower today!

"Shakespeare tells us, "The truth will out." But, what do we do about this truth, and with those who tell it?

Jerry Ashton in the Huffington Post, discusses the legal threats that have shut down the website "Science-fraud" which  "in just six months of existence had caused suspect work in 300 peer review publications to be held up to the light of truth and found (seriously, in some cases) wanting".

He goes on to say that
"Similar handles are pulled in the corporate and government world when some form of wrongdoing is exposed. Although filing suit is a popular attack, their immediate weapon of choice is much more intimate; they fire or harass the troublemaker. The latter, for years...

That's how it is, and why should you and I care? Why shouldn't an employer or a government be allowed to fire someone who has revealed that-which-must-be-concealed? Looking at it through their eyes, there are reputations to be protected, grand missions to continue. And, yes, the bottom line to be protected."

 Evelyn Brown who founded the Whistleblower Advocacy Group, Whistlewatch.org and the Brown Center for Public Policy, is not pleased.  She says

"There is too much being covered up, too much silencing of people, and not enough encouragement".

We have already experienced intimation because of our website - our Youtube video was blocked for viewing in Australia (but now reinstated on Facebook), threats of defamation and we are refused appointments with University management.  

Many of us have reported plagiarism or other misconduct by University staff - the University of Newcastle has acted quickly to get rid of us, as stated above by Ashton " Why shouldn't an employer or a government be allowed to fire someone who has revealed that-which-must-be-concealed? Looking at it through their eyes, there are reputations to be protected, grand missions to continue. And, yes, the bottom line to be protected."

We reported misconduct firstly because it was the ethical action to take and secondly because the University of Newcastle's Policy No  969 which states that "all University staff, conjoint appointees, volunteers, and members of advisory and governing bodies, in all campuses and locations of the University and at all times while engaged in University business or otherwise representing the University"

"should report any wrongdoing they witness within the University of Newcastle"

So we complied with this policy and look what happened to us.

Yes, Jerry Ashton is right when he headlined his article 

"Have You Hugged Your Whistleblower Today? They Could Use It"



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