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
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)
Sunday, April 21, 2013
"THE University of Newcastle wants to be ranked among the top two per cent of the world’s universities by 2015, Vice-Chancellor Caroline McMillen said today.
Professor McMillen said the rise of the Asian Century combined with heightened competition for talented staff and students made it essential for the university to compete on the world stage." (emphasis added) (Newcastle Herald). (Also see uni video)
according to the University of Newcastle website
"The University of Newcastle is a challenger brand. We don't define ourselves by where we sit relative to other organisations, but by our achievements, who we are, the sort of people who work here and the students who study here." (emphasis added)
So is the University competing against others or comparing itself to others... or not????
Saturday, April 20, 2013
According to the Newcastle Herald,
"AN offer of $250,000 a year in funding from a state government department to the University of Newcastle was presented by a Doyles Creek mine proponent and close friend of then minister Ian Macdonald, a corruption inquiry has heard.
However, the institute went on to write a letter of support for the mine proposal and sign agreements with the Department and Doyles Creek Mining, for $1 million from each over four years, to establish its Institute of Frontier Geoscience.
Other internal university emails, presented to the Independent Commission Against Corruption yesterday, showed staff, including Vice Chancellor Nicholas Saunders, began discussing a public relations strategy in about July 2008 to announce their collaboration with Doyles Creek Mining, on the understanding Mr Macdonald may make a decision or announcement about the company’s mine project by the end of the month."
The Herald further reports that Mr Maitland went on to say
"‘I sense that it is about the credibility and authority that the university can bring to this proposal,’’ he wrote in an email to his boss, Research and Development Pro Vice Chancellor Barney Glover.
In October 2007, Dr Johnson advised Professor Glover via email he had received an ‘‘unusual’’ phone call from Mr Maitland on a Saturday morning that included mention of the department providing funding to the university and the offer of a meeting with Mr Macdonald."
What does this say about the integrity of senior executives at the University of Newcastle?
For more details on the involvement of the University of Newcastle in this inquiry, see Newcastle Herald.
Thursday, April 18, 2013
"Defamation is primarily a civil action that allows a person whose reputation has been harmed by way of publication of materials, by words, or by any other means, to sue those responsible." (UTS Law Centre)
Firstly the material must have been published - under the Act, published means that it has been communicated to someone other than the person concerned. Also communication means oral, written (including the internet) or by conduct (e.g. gestures).
Secondly, the person must have been identified by that publication. This does not only mean that you have to be named - if enough information is given to identify the person concerned, that is enough (e.g. giving details of your position at the University and what section/school/faculty).
Thirdly, the material that is communicated must be defamatory. Material is defamatory if it
- exposes a person to ridicule, or
- lowers the person's reputation in the eyes of members of the community, or
- causes people to shun or avoid the person, or
- injures the person's reputation in business, trade or profession.(UTS Law Centre)
45% of respondents to our survey (i.e. 88 individuals from the University of Newcastle) reported that gossip and rumours had been spread about them. For some, these rumours were spread within their immediate working environment; for others they were spread further within the University. For some, the gossip and rumours were communicated to individuals at other Universities, resulting in these individuals being blacklisted and unable to find other employment.
Wednesday, April 17, 2013
Tuesday, April 16, 2013
According to the ABC, "Caroline Perkins, the executive officer of the Regional Universities Network says the cuts will make it difficult for students from regional areas to enrol in courses and for those who are financially disadvantaged."
Here is some friendly advice to help the University of Newcastle save money so that it can deal with this shortfall of funding.
"How have universities changed? Are they functioning any better now than they once were? These are some of the issues that John Biggs faces in reviewing his long academic career".
This book includes a chapter on his experiences as professor at the University of Newcastle - a preview of this chapter can be found on John's website (Chapter 8).
The book is available as an e-book and in hard copy - for further information, visit John Biggs' website.
You can also read this chapter by John Biggs entitled The University of Newcastle:Prelude to Dawkins, an update
Saturday, April 13, 2013
The video includes Brodie's parents, sportsmen and women and the police.
Have a look at it and see whether you think this would be effective in the bullying situation you have experienced?
"when playing the role of guards, ordinary non-sadistic people became increasingly aggressive, were arbitrary in their punishments, and exhibited pleasure at the humiliation of their "prisoners." The more they dehumanized these prisoners, acted under the cloak of anonymity, and realized there would be no accountability for their abuses, the more their aggression escalated." (emphasis added).
"Even among those guards who initially resisted the aggression, all eventually rationalized their decision to join ranks with authoritarian guards, and all soon rationalized their behavior as legitimate due to the behavior of the one being punished -- even when the one being punished had clearly done nothing wrong and the punishment was by any standard a violation of human decency. Perhaps most disturbing of all, no matter how great and arbitrary the cruelty became, none of those who inflicted the brutality expressed any remorse when they returned home and were free of the artificial "prison" in which they'd acted with impunity. By having legitimated their actions as necessary and brought on by the target, through a process of cognitive dissonance the "guards" had come to believe they acted morally and appropriately. " (emphasis added).
Janice Harper has applied Zimbardo's findings to workplace bullying and states that "we can readily see how rapidly an entire workforce can be swept into the maelstrom of aggression when someone in a position of leadership marks a worker for elimination."
The slippery slope towards mobbing or bullying can start with something simple e.g. " retaliation for reporting sexual harassment, discrimination or unlawful behavior."
Many of us have experienced this type of group behaviour at the University of Newcastle - a culture of bullying and coverup seems to prevail.
Harper recommends that the focus should shift from the bullies, "to a focus on the institutional context that ignites group bullying or mobbing in the workplace". She states that this may result in "more effective workplace policies and practices".
Monday, April 1, 2013
In an era of increasing numbers of contract staff, Kirkwood points out the significance of academic staff having tenure. If staff have job security, they may feel able to speak freely, one of the long-standing rights to free speech that has been so valued in academia.
Unfortunately, as Kirkwood indicates,
"Staff see what has happened to the few people who have launched complaints against their institutions and decide that discretion is the better part of valour."
A number of us involved with this website and others who responded to our survey are certainly not good adverts for speaking out about staff misconduct and/or made complaints - many of us are unemployed, with our skills, enthusiasm and passion wasted.
As Professor Raewyn Connell from the University of Sydney wrote,
"The very last thing a university needs is an intimidated and conformist workforce.’’