tag:blogger.com,1999:blog-280809012024-03-17T15:01:29.138+00:00Bullying of Academics in Higher EducationThe bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price.
"Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." -- Edmund BurkeUnknownnoreply@blogger.comBlogger1183125tag:blogger.com,1999:blog-28080901.post-1865610885310898422024-03-15T06:00:00.000+00:002024-03-15T06:00:09.302+00:00Update to The Envy of Excellence, two decades later, 2020<p> <span style="font-family: Calibri; font-size: medium;">...The closest I have come to listing causes of mobbing was in a 2006 article in <span style="font-style: italic;">Academic Matters</span>, where I identified ten factors that increase the likelihood of a professor being mobbed. Three were characteristics of the workplace:</span></p><div class="page" title="Page 19"><div class="layoutArea"><div class="column"><ol><li><p><span style="font-family: Calibri; font-size: medium;">A discipline with ambiguous standards and objectives, especially those (like music or literature) most affected by postmodern scholarship;</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">A supervisor – president, dean, department chair – in whom, as Nietzsche put it, “the impulse to punish is powerful”; and</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">An actual or contrived financial crunch in the academic unit (according to an African proverb, when the watering hole gets smaller, the animals get meaner).</span></p><p><span style="font-family: Calibri; font-size: medium;">The remaining seven factors on my list of vulnerabilities were characteristics of the target:</span></p><div class="page" title="Page 20"><div class="layoutArea"><div class="column"><ol start="4"><li><p><span style="font-family: Calibri; font-size: medium;">Foreign birth and upbringing, especially as signaled by a foreign accent;</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">Being different from most colleagues in an elemental way (by sex, for instance, sexual orientation, skin color, ethnicity, class origin, or credentials);</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">Having opposed the candidate who ends up winning appointment as one’s dean or chair (thereby looking stupid, wicked, or crazy in the latter’s eyes);</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">Being a ratebuster, achieving so much success in teaching or research that colleagues’ envy is aroused;</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">Publicly dissenting from politically correct ideas (meaning those held sacred by campus elites);</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">Defending a pariah in campus politics or the larger cultural arena;</span></p></li><li><p><span style="font-family: Calibri; font-size: medium;">Blowing the whistle on, or even having knowledge of, serious </span><span style="font-family: Calibri; font-size: large;">wrongdoing by locally powerful workmates.</span></p></li></ol><p><span style="font-family: Calibri; font-size: medium;">“The upshot of available research,” I concluded, “is that no professor </span><span style="font-family: Calibri; font-size: large;">needs to worry much about being mobbed, even in a generally vulnerable condition, so long as he or she does not rock the local academic boat. The secret is to show deference to colleagues and administrators, to be the kind of scholar they want to keep around as a way of making themselves look good. Jung said that </span><span style="font-family: Calibri; font-size: large;">‘a man’s hatred is always concentrated on that which </span><span style="font-family: Calibri; font-size: large;">makes him conscious of his bad qualities..."</span></p><p><span style="font-family: Calibri; font-size: large;"></span></p><div class="page" title="Page 1"><div class="layoutArea"><div class="column"><p><span style="font-family: Calibri; font-size: 14pt; font-weight: 700;">Kenneth Westhues</span></p></div></div></div><p><span style="font-family: Calibri; font-size: medium;"><a href="http://www.kwesthues.com/EnvyExcUPDATE2020.pdf">http://www.kwesthues.com/EnvyExcUPDATE2020.pdf</a></span></p></div></div></div></li></ol></div></div></div><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-65930375612950685092024-03-02T17:20:00.001+00:002024-03-02T18:22:04.609+00:00Professor David Vaughan, BA Pottery<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiyitJgg3etES2VFENhn76G4_X2Cjns5oogMqsNmoOTzyl7-E7auaawZoNWCyO4zpAVH76xC62Am6p2SxpZ494-LYUVRxP6ngc-vg0HAcR2F85Q3gfhv3bZ85lby8Tbga5Qhzn9HJrbHIdNLHLyhtNHfwFt2NmHWdE67_BDDjgDUyUzXVN3EuDg/s805/DV2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="805" data-original-width="604" height="461" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiyitJgg3etES2VFENhn76G4_X2Cjns5oogMqsNmoOTzyl7-E7auaawZoNWCyO4zpAVH76xC62Am6p2SxpZ494-LYUVRxP6ngc-vg0HAcR2F85Q3gfhv3bZ85lby8Tbga5Qhzn9HJrbHIdNLHLyhtNHfwFt2NmHWdE67_BDDjgDUyUzXVN3EuDg/w346-h461/DV2.jpg" width="346" /></a></div><br /><p></p><div style="text-align: left;"><p class="MsoNormal" style="font-family: Calibri, sans-serif; margin: 0cm;"><span style="background-color: white; color: #333333; font-size: 13.5pt;">David is not a real Professor; he has never undertaken any research. He acquired the title by simply demanding it when he was appointed Principal of the Cumbria Institute of the Arts (CIA) from September 1991 until retirement in August 2007, when the University of Cumbria was formed. <o:p></o:p></span></p><p class="MsoNormal" style="font-family: Calibri, sans-serif; margin: 0cm;"><span style="background-color: white; color: #333333; font-size: 13.5pt;"><o:p> </o:p></span></p><p class="MsoNormal" style="font-family: Calibri, sans-serif; margin: 0cm;"><span style="background-color: white; color: #333333; font-size: 13.5pt;">He never attended classes, visited the campus, or engaged with his teaching colleagues during this period. He was too busy running around the country promoting himself by participating in various committees and pretending he was knowledgeable.<br /><br />David would turn up at the end of the academic year to chair the Exam Boards, the only time anyone saw him. His view of academics complaining about mistreatment is that they should be suspended indefinitely until they give up and resign their positions. Unsurprisingly, his wife divorced him because he was a bully.<br /><br />This is a vain man seeking acknowledgement at any cost. He used his position of power to bully, threaten and intimidate. <o:p></o:p></span></p></div><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-17827714851591837842024-02-27T18:10:00.002+00:002024-02-27T18:10:31.719+00:00Counteracting deliberate ignorance of academic bullying and harassment<div><span style="font-family: Calibri; font-size: medium;"><b><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjh9454QFaVeBp6jVXNrxKYusci0PlQ1lcBXiZD2UPuFABFlfPAfaWrpCEOGTt4Qxh0TYgi0uQDB7-X64ObT7JL1Oj5kQo2k7tsbDiQcTW8OIUlpTFGezjNNjvTf0OnrOxiM-Nv3QTTLaY3hTvpfieRO2l_1I4VurWuXkevLnt7IBzgocIJk58W/s945/Staff_Bullying_945_573_80_int_s_c1_c_t-1726320503.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="573" data-original-width="945" height="283" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjh9454QFaVeBp6jVXNrxKYusci0PlQ1lcBXiZD2UPuFABFlfPAfaWrpCEOGTt4Qxh0TYgi0uQDB7-X64ObT7JL1Oj5kQo2k7tsbDiQcTW8OIUlpTFGezjNNjvTf0OnrOxiM-Nv3QTTLaY3hTvpfieRO2l_1I4VurWuXkevLnt7IBzgocIJk58W/w467-h283/Staff_Bullying_945_573_80_int_s_c1_c_t-1726320503.jpg" width="467" /></a></div><br />Understanding ignorance</b><br />Psychological motives for deliberate ignorance can depend on the bystander’s status relative to the perpetrator. Strategic motives may be more pronounced in relationships with power asymmetries. For example, junior scientists may anticipate being unfavorably treated by a higher ranked perpetrator and remain deliberately ignorant to protect themselves. Emotion regulation may be a more significant motive when bystanders and perpetrators share a similar rank (e.g., a peer-to-peer relationship between two tenured professors). Witnessing a peer’s unethical behavior can be distressing, and deliberate ignorance can help bystanders to regulate their fear of confrontation with a peer, their guilt for not helping a target, or both.<br /><br /></span></div><div><span style="font-family: Calibri; font-size: medium;">Perpetrators may choose to ignore the distressing and even traumatizing effects of their behavior on targets in an attempt to escape social or legal accountability. In turn, this can preserve their power and status in academic hierarchies and help them maintain a positive self-image...</span></div><div><span style="font-family: Calibri; font-size: medium;"><br /></span></div><div><span style="font-family: Calibri; font-size: medium;">The bystander effect has been demonstrated in many studies: The mere presence of bystanders in critical situations can reduce an individual’s probability of helping. Classic explanations are twofold. First, the more people are present, the lower the experienced sense of personal responsibility. Responsibility diffuses. Second, almost all group members can privately reject a norm to help and, at the same time, believe that almost everyone else accepts it. Ignorance can be pluralistic. Recent research suggests that bystander ignorance may also be deliberate, with people having various psychological motives for turning a blind eye to misconduct. For example, consciously choosing not to seek information—one form of deliberate ignorance—can be a way of regulating one’s emotions and deflecting responsibility. Deliberate ignorance can help to avoid distress and the anticipated guilt for not getting involved. Consciously choosing not to act on relevant information—a second form of deliberate ignorance—may be used as a strategic device to eschew responsibility and to avoid possible harm to oneself...<br /></span></div><div><span style="font-family: Calibri; font-size: medium;"><br /></span></div><div><span style="font-family: Calibri; font-size: medium;">From <a href="https://www.nature.com/articles/s44271-023-00044-7">https://www.nature.com/articles/s44271-023-00044-7</a></span></div><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-42502142557294225652024-02-19T17:34:00.002+00:002024-02-19T17:34:52.855+00:00Understanding and Preventing Faculty-on-Faculty Bullying <p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAdReZnMq7C21_9Xlg85ttSrjqkzqfX2lfOqZlnH12ziMrvLGRQTRWL-5jwrWaciUztSIs4HHyLmKLsn2x0Byp1E6xP_gezof37fkYzRH4IJTysx9BHbar2CRZSPkdczyhN4wbgg0F__Lx5cUrGr_Hs0FCXdNa9bPzHX9cj37lygjK4vBgCR99/s1830/Screenshot-2024-02-19-at-19.21.06.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1230" data-original-width="1830" height="325" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAdReZnMq7C21_9Xlg85ttSrjqkzqfX2lfOqZlnH12ziMrvLGRQTRWL-5jwrWaciUztSIs4HHyLmKLsn2x0Byp1E6xP_gezof37fkYzRH4IJTysx9BHbar2CRZSPkdczyhN4wbgg0F__Lx5cUrGr_Hs0FCXdNa9bPzHX9cj37lygjK4vBgCR99/w484-h325/Screenshot-2024-02-19-at-19.21.06.jpg" width="484" /></a></div><br /><p></p><p style="font-family: "Times New Roman", serif; margin-left: 0cm; margin-right: 0cm;"><span style="font-size: medium;"><span lang="EN-US" style="font-family: Calibri, sans-serif;">...</span><span style="font-family: Calibri, sans-serif;">To some degree globally, the academic profession has moved from a well-defined core of elite scholars to a more peripheral faculty who have for university financial concerns penetrated that gradually declining, highly guarded, elite core... <o:p></o:p></span></span></p><p style="font-family: "Times New Roman", serif; margin-left: 0cm; margin-right: 0cm;"><span style="font-family: Calibri, sans-serif;"><span style="font-size: medium;">... As a result, the academic profession sacrifices some autonomy and academic freedom as university leadership becomes more capitalistic, corporatized, and market driven. A ccording to the labor process theory, incivility and bullying can occur as a result of this market-driven, capitalistic worker relationship...<o:p></o:p></span></span></p><p style="font-family: "Times New Roman", serif; margin-left: 0cm; margin-right: 0cm;"><span style="font-family: Calibri, sans-serif;"><span style="font-size: medium;">... ivory towers could not possibly be thought of as harboring toxic work climates with menacing bullies and uncivil tormentors. Furthermore, faculty may no longer have that sense of fit they felt when hired into their academic department. As a result, stress arises. So does uncertainty. New negative behaviors and dormant ones begin to surface in the work setting. Often these shifts become the negative response to unsettling change that manifests itself in incivility and bullying...<br /><br />... In hiring a new faculty member, Lang recalled, “we cast our votes for either a department that would continue to replicate its current values or one that would head in a new direction, the endpoint of which was not entirely clear” (p. 96). Being the minority supporter for a junior colleague placed Lang in jeopardy among senior faculty majority voters. His ethical beliefs and convictions might interfere with his tenure vote in a few years. As his academic year progressed, he assessed that it at least went well for him in his classroom while he still ruminated over the outcome of his search committee service. Meanwhile, Lang tried to make sense of the “cross- and undercurrents of department intrigue and just to try to take everything at face value” and feared being sucked “back into the vicious cycle of departmental politics”...<br /><br />...Lang concluded that his best offense in the department entailed proceeding “with my head down, my mouth shut, and my eyes and ears wide open”... In any institution, and the university is no exception, much is veiled purposefully and much operates in the shadows from the consumers who study there, from the taxpayers who indirectly fund the enterprise, and the faculty, staff, and administration who choose not to peek under the veil...<o:p></o:p></span></span></p><p style="background-color: white; font-family: "Times New Roman", serif; margin-left: 0cm; margin-right: 0cm;"><span style="font-family: Calibri, sans-serif;"><span style="font-size: medium;">From <a href="https://www.routledge.com/rsc/downloads/Bullying_Chapter_Sampler.pdf" target="_blank">Understanding and Preventing Faculty-on-Faculty Bullying</a> </span></span><span style="font-family: Calibri, sans-serif;"><o:p></o:p></span></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-85839413381441475152024-02-13T18:31:00.005+00:002024-02-13T18:33:00.791+00:00Dying to Be Heard?<p style="margin-left: 0cm; margin-right: 0cm; text-align: left;"><span style="font-family: Calibri; font-size: medium;">Leah P. Hollis writes of the need to address workplace bullying after the tragic death of Antoinette Candia-Bailey.<o:p></o:p></span></p><p style="margin-left: 0cm; margin-right: 0cm; text-align: left;"><span style="font-family: Calibri; font-size: medium;"><span style="color: #333333;">"Many in the higher education community are mourning the </span><a href="https://www.insidehighered.com/news/governance/executive-leadership/2024/01/12/lincoln-university-administrators-suicide-roils" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; caret-color: rgb(51, 51, 51); color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">untimely loss of a colleague, Antoinette (Bonnie) Candia-Bailey</span></a><span style="color: #333333;">. The former vice president of student affairs at Lincoln University, in Missouri, was only 49 when she died by suicide. In emails sent before she died, she accused the president of Lincoln, a historically Black university, of bullying and harassing her, causing her mental harm.</span><o:p></o:p></span></p><div style="border: 1pt solid rgb(229, 231, 235); padding: 0cm; text-align: left;"><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">Black women, in particular, note yet another woman of color, by her account, cut down by her organization, and they are startled that her employer, an HBCU, seemingly allowed this to occur. Unfortunately, scholars of workplace bullying are not surprised because time and again in our research respondents comment that they have considered suicide to escape a bully.<o:p></o:p></span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">I have been studying workplace bullying for more than a decade. Between <a href="https://www.routledge.com/Human-Resource-Perspectives-on-Workplace-Bullying-in-Higher-Education-Understanding/Hollis/p/book/9780367761998" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">58 and 62 percent of higher education employees face workplace </span></a>bullying. The percentages are higher for women, people of color and members of the LGBTQ+ community. These vulnerable populations often do not have the power to resist organizational aggression and betrayal.<o:p></o:p></span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">Though several states (<a href="https://leginfo.legislature.ca.gov/faces/codes_displayText.xhtml?lawCode=GOV&division=3.&title=2.&part=2.8.&chapter=6.&article=1." style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">California</span></a>, <a href="https://mpec.md.aft.org/files/maryland_wpb_policy.pdf" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">Maryland</span></a>, <a href="https://mn.gov/mmb-stat/policies/1432-respectful-workplace-policy.pdf" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">Minnesota</span></a>, <a href="https://casetext.com/statute/tennessee-code/title-50-employer-and-employee/chapter-1-employment-relationship-and-practices/part-5-healthy-workplace-act/section-50-1-502-part-definitions" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">Tennessee</span></a> and <a href="https://le.utah.gov/~2015/bills/static/HB0216.html" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">Utah</span></a>) have some type of legislation or policy in place to prohibit workplace bullying, these are penned to protect the powerful employer; <a href="https://www.morganlewis.com/pubs/2021/02/puerto-ricos-new-guidelines-on-workplace-harassment-bullying-clarify-protocols-for-employers" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">only Puerto Rico</span></a> has strong workplace bullying protections in place. Workplace bullying is still to a large extent legal in the U.S., where under federal laws harassment must be tied to protected class status (race, gender, age, ethnicity, national origin, etc.) for an employee to take independent legal action.<o:p></o:p></span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">Some organizations dismiss bullying as stemming from personality conflicts or difficult employees. However, workplace bullying is based on a power differential; when someone abuses the power they have over another, that abuse of power leads to emotional and psychological damage for the target. As we reflect on higher education, we know the bastions of power lie in the presidents’, provosts’ and deans’ offices. A close look at <a href="https://www.acenet.edu/Search/Pages/results.aspx?k=president" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">American Council on Education data on the college presidency reveals</span></a> that such powerful positions are held primarily by white men. The power structures in higher education still fall along racial and gendered lines.<o:p></o:p></span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">While it was once considered a universal, colorblind phenomenon, workplace bullying <a href="https://muse.jhu.edu/pub/17/article/668262" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">data confirm that race and gender matter</span></a> and are statistically significant factors in the higher education workplace when it comes to bullying. Yet across many colleges and universities there appears to be widespread apathy about this problem. In a recent study of more than 200 <a href="https://www.routledge.com/Human-Resource-Perspectives-on-Workplace-Bullying-in-Higher-Education-Understanding/Hollis/p/book/9780367761998" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">human resources personnel at four-year institutions</span></a>, more than 61 percent stated they didn’t know about workplace bullying training and that workplace bullying just isn’t a priority at their institution.<b><o:p></o:p></b></span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">I fear what we are witnessing at Lincoln University may amount to an organizational betrayal that cost a vice president her life. In reviewing the emails, one can see that Candia-Bailey, a 1998 graduate of Lincoln who <a href="https://www.lincolnu.edu/news/2023/04/candia-bailey-vp-student-affairs.html" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">took the vice president of student affairs job</span></a> just last spring, <a href="https://abcnews.go.com/US/hbcu-administrators-death-suicide-prompts-calls-presidents-resignation/story?id=106463624" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">submitted complaints</span></a> about President John Moseley to the institution’s board and to human resources and <a href="https://www.insidehighered.com/news/governance/executive-leadership/2024/01/12/lincoln-university-administrators-suicide-roils" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">sought accommodations</span></a> for “severe depression and anxiety” under the Americans With Disabilities Act and the Family and Medical Leave Act. After receiving a negative performance evaluation this past fall, Candia-Bailey asked for a specific performance plan, but she <a href="https://www.insidehighered.com/news/governance/executive-leadership/2024/01/12/lincoln-university-administrators-suicide-roils" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">claimed Moseley</span></a> sidestepped the request. She <a href="https://www.insidehighered.com/news/governance/executive-leadership/2024/01/12/lincoln-university-administrators-suicide-roils" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">received notice of termination Jan. 3 and was warned</span></a> that if she did not vacate her campus apartment by the time her firing went into effect, in February, campus police “will promptly remove you and your possessions from the apartment.” I imagine her being stunned and appalled, feeling betrayed by her own alma mater. <o:p></o:p></span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><span style="color: #333333;"><span style="font-family: Calibri; font-size: medium;">If one did not think a Black woman could be abused at an HBCU, reflect on a <a href="https://journals.sagepub.com/doi/abs/10.1177/00220574221102329" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">recent study</span></a> I conducted in which Black women from HBCUs made up 62 percent of the sample. Over all, the study revealed poor treatment and the abuse they faced while trying to achieve tenure. Between unequal-pay issues, overloaded course assignments and outsize service requirements, Black women are still treated like <a href="https://yalebooks.yale.edu/book/9780300188189/sister-citizen/" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: border-box; color: inherit; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; text-decoration-color: rgb(238, 117, 35); text-underline-offset: 5px;" target="_blank"><span style="border: 1pt solid rgb(229, 231, 235); padding: 0cm;">second-class citizens</span></a> in the academy..."</span></span></p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; border: none; box-sizing: border-box; caret-color: rgb(51, 51, 51); margin: 0cm 0cm 18pt; padding: 0cm;"><a href="https://www.insidehighered.com/opinion/views/2024/01/22/tragedy-workplace-bullying-opinion"><span style="font-family: Calibri; font-size: medium;">https://www.insidehighered.com/opinion/views/2024/01/22/tragedy-workplace-bullying-opinion</span></a></p></div><p class="MsoNormal" style="margin: 0cm; text-align: left;"><o:p><span style="font-family: Calibri; font-size: medium;"> </span></o:p></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-51474559229504711052024-02-09T09:03:00.002+00:002024-02-13T05:49:13.705+00:00Academic bullying: Desperate for data and solutions<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5qfrchk623SbMOjM68fxciFcV37T3skL_IiJVBaWmXePBwJIDaCPkttAJWc1fRixLzEYks1MuhAe_hiTI1Elz6nzYv4XWEKkDtGDtN1WQ9ptDZ0CYLwWbvUH5tXLYYbe1xculRuiLC8gCGvd6vcoucqH6kIyXR1kN43G2OTksD0mff2Ez9ULu/s1216/_20220330_on_careersqa.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="804" data-original-width="1216" height="292" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh5qfrchk623SbMOjM68fxciFcV37T3skL_IiJVBaWmXePBwJIDaCPkttAJWc1fRixLzEYks1MuhAe_hiTI1Elz6nzYv4XWEKkDtGDtN1WQ9ptDZ0CYLwWbvUH5tXLYYbe1xculRuiLC8gCGvd6vcoucqH6kIyXR1kN43G2OTksD0mff2Ez9ULu/w442-h292/_20220330_on_careersqa.jpg" width="442" /></a></div><br /><p></p><p><span style="caret-color: rgb(38, 38, 38); color: #262626; font-size: 1.125rem;"><span style="font-family: Calibri;"><b>Q: What is the scope of the problem?</b></span></span></p><p style="box-sizing: border-box; caret-color: rgb(38, 38, 38); color: #262626; font-size: 1.125rem; line-height: 1.625rem; margin-bottom: 2rem; margin-top: 0px;"><span style="font-family: Calibri;"><span class="sans-serif font-weight-bold" style="box-sizing: border-box;"><b>A</b></span><span class="sans-serif font-weight-bold" style="box-sizing: border-box; font-weight: 700;">:</span> We don't have robust and comprehensive data in this field, because the targets of bullying don't feel safe talking about it. There is a fear of retaliation, job loss, visa cancellation, or mobbing and ganging-up behaviors, which results in a code of silence. One survey found that the rate of people who are bullied in academia and report it is less than 2%. One leading researcher on academic bullying pulled together a meta-analysis of studies and found that the prevalence of academic bullying is roughly more than 30% across the globe. The Max Planck Institutes in Europe conducted a survey of more than 9,000 of their employees and reported in 2019 that 10% had experienced bullying in the past year. To me, the fact that Max Planck proudly published that figure means that 10% is a very low number for bullying across academia. Personally, I think the rate is much higher and is probably highly dependent on the type of institution. At highly ranked institutions, where competition for joining labs is high and where lab workers can easily be replaced by another candidate, I would guess the incidence is even higher.</span></p><h3 style="box-sizing: border-box; caret-color: rgb(38, 38, 38); color: #262626; font-size: 1.125rem; line-height: 1.375rem; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri;">Q: Why do you think bullying thrives in the academic environment?</span></h3><p style="box-sizing: border-box; caret-color: rgb(38, 38, 38); color: #262626; font-size: 1.125rem; line-height: 1.625rem; margin-bottom: 2rem; margin-top: 0px;"><span style="font-family: Calibri;"><span class="sans-serif font-weight-bold" style="box-sizing: border-box; font-weight: 700;">A:</span> There are several reasons for it, but in my opinion, we have no regulations or laws aimed at preventing academic bullying, and this is why institutions feel they cannot do anything about it. At every institution where I have worked, I have had to take mandatory sexual harassment training, but there has never been a single institution where there was training on how to handle bullying, how to report it, or what to do if you witness it. Typical university general harassment policies cover only people in protected classes from being discriminated against due to aspects such as their ethnicity, gender, age, and religion. There are no structures in place to address harassment that are based on an abuse of power by those ranked more highly in the university system—and especially by those who have already achieved tenure as professors. There's no Title IX–like office for bullying.</span></p><p style="box-sizing: border-box; caret-color: rgb(38, 38, 38); color: #262626; font-size: 1.125rem; line-height: 1.625rem; margin-bottom: 2rem; margin-top: 0px;"><a href="https://www.science.org/content/article/academic-bullying-desperate-data-and-solutions"><span style="font-family: Calibri;">https://www.science.org/content/article/academic-bullying-desperate-data-and-solutions</span></a></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-31408955128879209402024-01-23T14:09:00.000+00:002024-01-23T14:09:13.239+00:00Open and Closed Universities Redux<p><span style="caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px;">Here we complement the previous posting with a study of the 10 worst performing Non-Russell Group Universities.</span></p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;">Again, we give total number of complaints to the Information Commissioner’s Office (ICO), as well as complaints per 1000 staff (using publicly available estimates of the total number of employees). These statistics are a proxy for the openness of the University. Fewer complaints to the ICO indicate greater propensity to disclose data, as well as better staff-management relations.</p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;"><br /></p><figure class="wp-block-image is-resized" style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; margin: 0px;"><img alt="" class="wp-image-859" decoding="async" fetchpriority="high" height="283" sizes="(max-width: 1024px) 100vw, 1024px" src="https://21percent.org/wp-content/uploads/2024/01/NRGroup-2-1024x283.gif" srcset="https://21percent.org/wp-content/uploads/2024/01/NRGroup-2-1024x283.gif 1024w, https://21percent.org/wp-content/uploads/2024/01/NRGroup-2-300x83.gif 300w, https://21percent.org/wp-content/uploads/2024/01/NRGroup-2-768x212.gif 768w, https://21percent.org/wp-content/uploads/2024/01/NRGroup-2-1536x425.gif 1536w" style="border: 0px; box-sizing: border-box; height: auto; max-width: 100%; vertical-align: bottom; width: 904px;" width="1024" /></figure><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;"><br /></p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;">We recollect that the worst performing Russell Group university was Oxford with 99 complaints. When normalised to total employees, this is ~ 6.7 complaints per 1000 staff.</p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;">The Non-Russell Group has produced six universities worse than Oxford. The performance by St Mary’s University, Twickenham is extraordinary with 70 complaints amongst barely 1100 employees. When normalised by head count, this is by some way the worst performance of any university in the UK. The 21 Group would be interested to hear of any explanation.</p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;">The next five universities — London Metropolitan, East London, Birkbeck College, Brunel and Northampton — all generate more complaints to the ICO per 1000 staff than Oxford. This suggest a closed culture, desultory management and poor employee engagement.</p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;">We recollect that the ICO is the last resort for Freedom of Information or data protection complaints. Consensual and open universities should not be generating such large numbers of complaints.</p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;">So far, we have merely looked at total number of complaints (whether or not the complaints were upheld). In the next posting, we will look at which Universities are failing to comply with the recommendations of the ICO in the case of upheld complaints.</p><p style="box-sizing: border-box; caret-color: rgb(60, 72, 88); color: #3c4858; font-family: Roboto, Helvetica, Arial, sans-serif; font-size: 18px; line-height: 1.618; margin: 0px 0px 15px;"><a href="https://21percent.org/?p=854">https://21percent.org/?p=854</a></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-46456427478197375042024-01-10T11:49:00.002+00:002024-01-10T11:49:34.960+00:00Inside Claudine Gay’s resignation and the hyper scrutiny haunting Black women in higher ed<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgjuinCNdpGniW8BsOgPnf1psNTo1LY39QQagyFn41scxCfrUDnwbo8qLSfIyqR7pvGGanW8WNoXtKJtaLS7aDsavbtMLIGw8enQqzV24SuyYUrxRIFThsXc94OV0g-ffCUIyvMdwAhbzQUiDBWNJ949UWFKI16NW2McNBRMY8Nxyk8ULbf35BS/s1280/M322J6YFU5DQ5AYT5XAJWVNTMM.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="720" data-original-width="1280" height="231" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgjuinCNdpGniW8BsOgPnf1psNTo1LY39QQagyFn41scxCfrUDnwbo8qLSfIyqR7pvGGanW8WNoXtKJtaLS7aDsavbtMLIGw8enQqzV24SuyYUrxRIFThsXc94OV0g-ffCUIyvMdwAhbzQUiDBWNJ949UWFKI16NW2McNBRMY8Nxyk8ULbf35BS/w411-h231/M322J6YFU5DQ5AYT5XAJWVNTMM.jpg" width="411" /></a></div><br /><p></p><div><span style="font-family: Calibri; font-size: medium;"><a href="https://www.thecrimson.com/article/2024/1/3/claudine-gay-resign-harvard/" style="border: 0px; box-sizing: border-box; color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">On Jan. 2</a>, former Harvard University president Claudine Gay resigned from her position. She was <a href="https://abcnews.go.com/US/forces-harvard-president-claudine-gays-resignation/story?id=106071191" style="border: 0px; box-sizing: border-box; color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">the second woman</a> and first person of color to serve as president in the university’s 386-year history. People <a href="https://www.nytimes.com/2024/01/03/books/review/claudine-gay-harvard-resignation-letter.html" style="border: 0px; box-sizing: border-box; color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">called for her resignation</a> due to accusations of plagiarism and anti-semitism.</span></div><div><span style="font-family: Calibri; font-size: medium;"><br />Some individuals like conservative activist <a href="https://twitter.com/realchrisrufo" style="border: 0px; box-sizing: border-box; color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">Christopher F. Rufo</a>celebrated Gay’s resignation online. “This is the beginning of the end for DEI in America’s institutions. We will expose you. We will outmaneuver you. And we will not stop fighting until we have restored colorblind equality in our great nation,” Rufo said in <a href="https://twitter.com/realchrisrufo/status/1742253604222960000" style="border: 0px; box-sizing: border-box; color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">a Jan. 2 tweet.</a></span></div><div><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"><span style="font-family: Calibri; font-size: medium;"><br /></span></span></div><div><span style="font-family: Calibri; font-size: medium;"><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">However, Black women in higher education like racial, social and gender justice educator </span><a href="https://www.instagram.com/ihartericka/" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">Ericka Hart</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">, who was</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.forbes.com/sites/janicegassam/2021/02/25/academia-is-not-doing-enough-to-support-black-professors-a-black-queer-non-binary-femmes-story-of-being-pushed-out-of-the-ivory-tower/" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">previously fired</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">from</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://nypost.com/2021/03/06/columbia-apologizes-to-activist-ericka-hart-after-racism-transphobia-accusations/" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">Columbia University in 2020</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">for raising concerns about a student’s comments, are calling out the discrimination and racism behind the pressures Gay had to endure.</span></span></div><div><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"><span style="font-family: Calibri; font-size: medium;"><br /></span></span></div><div><span style="font-family: Calibri; font-size: medium;"><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">“We (Black and non Black people of color) have to really sit with how these institutions do not give two s**** about us and will see us out expeditiously if we do not follow their white supremacist agenda,” Hart said in a</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.instagram.com/p/C1pt-jru_ax/?img_index=2" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">Jan. 4 Instagram post</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">. </span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">Other Black female administrators and professors in higher education as well are now posting and speaking </span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">about the extreme pressures they have also faced in these positions compared to their white counterparts.</span></span></div><div><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"><span style="font-family: Calibri; font-size: medium;"><br /></span></span></div><div><span style="font-family: Calibri; font-size: medium;"><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">For Cal Poly Pomona professor and </span><a href="https://www.insidehighered.com/news/governance/executive-leadership/2023/10/18/cal-poly-pomona-provost-abruptly-terminated" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;" target="_blank">former provost</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.linkedin.com/in/jennifer-brown-b86a153/" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;" target="_blank">Dr. Jennifer Brown</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">, Gay’s resignation made them deeply saddened about the struggles she knows she has gone through. </span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">“I really have no words to describe how it feels to get to a certain point in your career and to have it be so short lived, due to circumstances outside of your control. I could just say that I know firsthand when you are targeted for something the impact it has on your mental health or on your physical health,” Dr. Brown said.</span></span></div><div><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"><span style="font-family: Calibri; font-size: medium;"><br /></span></span></div><div><span style="font-family: Calibri; font-size: medium;"><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">These struggles and racial disparities in higher education can also be seen when looking at the statistics of tenure.</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.chronicle.com/article/how-many-black-women-have-tenure-on-your-campus-search-here" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">A 2021 data set</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">from The U.S. Department of Education found that tenured Black women only made up</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.insidehighered.com/advice/2021/07/16/black-women-face-many-obstacles-their-efforts-win-tenure-opinion" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">2.8% of tenured faculty</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">at U.S. universities.</span></span></div><div><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"><span style="font-family: Calibri; font-size: medium;"><br /></span></span></div><div><span style="font-family: Calibri; font-size: medium;"><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">“Black women experience institutional barriers at every stage of the academic process, starting with admission into graduate programs, yielding a small pool of credentialed graduates available for tenure-track faculty positions. Then the tenure process further </span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">culls the herd,” Boston University Associate Dean of the Graduate School of Arts and Sciences</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.bu.edu/cas/profile/malika-jeffries-el/" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">Malika Jeffries-EL</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">said in a</span><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> </span><a href="https://www.bu.edu/articles/2021/pov-where-are-the-tenured-black-female-professors/" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #0064d2; cursor: pointer; font-stretch: inherit; font-style: inherit; font-variant-caps: inherit; letter-spacing: 0.013em; line-height: inherit; margin: 0px; padding: 0px 0px 2px; text-decoration: none; vertical-align: baseline;">2021 BU Today</a><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"> article...</span></span></div><div><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;"><span style="font-family: Calibri; font-size: medium;"><br /></span></span></div><div><span style="font-family: Calibri; font-size: medium;"><span style="caret-color: rgb(31, 30, 30); color: #1f1e1e; letter-spacing: 0.013em;">From: </span><a href="https://www.nj.com/reckon/2024/01/black-brilliant-broken-inside-claudine-gays-resignation-and-the-double-standards-haunting-black-women-in-higher-ed.html">https://www.nj.com/reckon/2024/01/black-brilliant-broken-inside-claudine-gays-resignation-and-the-double-standards-haunting-black-women-in-higher-ed.html</a></span></div><div id="inarticle-2" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #1f1e1e; font-family: Palatino, "Palatino Linotype", "Palatino LT STD", "Book Antiqua", Georgia, serif; font-size: 10px; font-stretch: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"></div><div id="inarticle-3" style="border: 0px; box-sizing: border-box; caret-color: rgb(31, 30, 30); color: #1f1e1e; font-family: Palatino, "Palatino Linotype", "Palatino LT STD", "Book Antiqua", Georgia, serif; font-size: 10px; font-stretch: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"></div><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-14665369680415915822023-12-21T09:29:00.002+00:002023-12-21T09:31:03.801+00:00Fifth of UK research staff ‘bullied in past two years’...<p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;"></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: Calibri;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiFKefLMKFwWO4ALHA6Myu4NVm_rfvVelCdlk6yp-qY5CnTSHYN04IpcuQAgpiZ1bog8jNKzfuZjq5R38ARIYDObkJWt2gZkW4W5_vQb2chjDZAHu7VUhoAu6-v3eVsGM_5RzPO0jsdL_J5F46cQ1SGgwjY27PpJShbiHsM8AZFbrpqfydRDCQe/s620/istock-665747178.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="413" data-original-width="620" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiFKefLMKFwWO4ALHA6Myu4NVm_rfvVelCdlk6yp-qY5CnTSHYN04IpcuQAgpiZ1bog8jNKzfuZjq5R38ARIYDObkJWt2gZkW4W5_vQb2chjDZAHu7VUhoAu6-v3eVsGM_5RzPO0jsdL_J5F46cQ1SGgwjY27PpJShbiHsM8AZFbrpqfydRDCQe/s320/istock-665747178.jpg" width="320" /></a></span></div><span style="font-family: Calibri;"><br />One in five research staff in UK universities have faced bullying or harassment in the past two years, a major survey has found.</span><p></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">According to the latest annual Culture, Employment and Development of Academic Researchers Survey (Cedars), which collected responses from 9,351 researchers from 66 institutions, some 21 per cent of respondents said they had been bullied or harassed recently – a level that rose to 24 per cent among female researchers who identified as mid-career or senior staff, compared with 18 per cent for their male counterparts.</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">Women are also less likely to report <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/node/727939" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">incidents of bullying or harassment</a>, with 59 per cent saying they would feel comfortable doing so compared with 70 per cent of men, according to the survey carried out by Vitae, part of the Careers Research & Advisory Centre (Crac).</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">Female staff are less likely to trust the investigatory process regarding bullying, with 45 per cent stating they did not trust or did not know whether to trust formal procedures on bullying compared with 37 per cent of men.</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">The publication of the Cedars data on 7 September comes amid increased discussion about the importance of having a <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/node/727575" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">healthy research culture in UK universities</a>, with Research England and the other funding councils for Scotland, Wales and Northern Ireland intending to <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/node/726788" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">increase the weighting of research environment</a> in the REF 2028 to the same level as impact – 25 per cent.</span></p><p><span style="font-family: Calibri;"><span style="caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px;">With proposals to streamline how research environment is assessed also under consultation, some have suggested the Cedars survey data or its approach to assessing research culture could even be used to compare different institutions for the purposes of awarding some £2 billion annually in block grant research funding.</span> </span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">According to the latest data from Cedars, there is considerable scepticism about the fairness and transparency of hiring and promotion of research staff, with just 33 per cent of early-career researchers agreeing that promotions at their institution were made on merit. For those who identified as mid-career or senior researchers, that proportion rose to 44 per cent.</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">Only about half of research staff (48 per cent) said they felt valued for their contributions to their institutions, with even higher levels of established researchers saying they were not valued for peer review (73 per cent) or management duties (56 per cent). About a third (30 per cent) said they did not feel valued for their teaching.</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri;">On research integrity, 69 per cent of respondents said they believed their institutions promoted the highest level of research integrity, and less than 10 per cent said they felt pressurised into compromising research standards or integrity. Around two-thirds said they felt comfortable reporting incidents of misconduct, with female staff feeling less comfortable than male staff at all career levels.</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><a href="https://www.timeshighereducation.com/news/fifth-uk-research-staff-bullied-past-two-years"><span style="font-family: Calibri;">https://www.timeshighereducation.com/news/fifth-uk-research-staff-bullied-past-two-years</span></a></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-53396675379042130592023-11-27T18:46:00.004+00:002023-11-27T18:47:04.165+00:00Popular posts...<p class="MsoNormal" style="margin: 0cm;"><span style="color: #444444; font-family: Calibri; font-size: medium;">Without values the academy risks anarchy...<o:p></o:p></span></p><p class="MsoNormal" style="margin: 0cm;"><span style="font-family: Calibri; font-size: medium;"><a href="https://bulliedacademics.blogspot.com/2016/08/blog-post.html" style="color: #954f72;">https://bulliedacademics.blogspot.com/2016/08/blog-post.html</a><o:p></o:p></span></p><p class="MsoNormal" style="margin: 0cm;"><o:p><span style="font-family: Calibri; font-size: medium;"> </span></o:p></p><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;">Abuse of Phd students<o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; 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font-family: Calibri; font-size: medium; font-weight: normal;"> </span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;">Bullying of a PhD Student - One Wrong Word/Death by Paper Cuts<o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;"><a href="https://bulliedacademics.blogspot.com/2013/05/bullying-of-phd-student-one-wrong.html" style="color: #954f72;">https://bulliedacademics.blogspot.com/2013/05/bullying-of-phd-student-one-wrong.html</a><o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;"> </span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;">What Makes Narcissists Tick - "All con artists are thus protected by the pride of those they con..."<o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;"><a href="https://bulliedacademics.blogspot.com/2007/01/what-makes-narcissists-tick-all-con.html" style="color: #954f72;">https://bulliedacademics.blogspot.com/2007/01/what-makes-narcissists-tick-all-con.html</a><o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;"> </span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;">The “Friends” the Narcissist Assembled Around You are Part of Their Manipulation (Sorry)<o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;"><a href="https://bulliedacademics.blogspot.com/2021/05/the-friends-narcissist-assembled-around.html" style="color: #954f72;">https://bulliedacademics.blogspot.com/2021/05/the-friends-narcissist-assembled-around.html</a><o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;"> </span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-family: Calibri; font-size: medium; font-weight: normal;">Understanding the followers of toxic leaders...<o:p></o:p></span></h3><h3 style="margin: 0cm;"><span face="Calibri, sans-serif" style="color: #444444; font-weight: normal;"><a href="https://bulliedacademics.blogspot.com/2021/02/understanding-followers-of-toxic-leaders.html" style="color: #954f72;"><span style="font-family: Calibri; font-size: medium;">https://bulliedacademics.blogspot.com/2021/02/understanding-followers-of-toxic-leaders.html</span></a><span style="font-family: Times New Roman, serif; font-size: 12pt;"><o:p></o:p></span></span></h3><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-70053156429232488422023-11-24T07:25:00.007+00:002023-11-24T07:34:22.667+00:00UNESCO: Recommendation concerning the Status of Higher-Education Teaching Personnel<p><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"><span style="font-family: Calibri; font-size: medium;">• Institutional accountability</span></strong></p><p><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"><span style="background-color: white; font-weight: normal;"><span style="font-family: Calibri; font-size: medium;">(h) ensuring that higher education personnel are not impeded in their work in the classroom or in their research capacity by violence, intimidation or harassment;</span></span></strong></p><p><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"><span style="background-color: white; font-weight: normal;"><span style="font-family: Calibri; font-size: medium;">(k) the creation, through the collegial process and/or through negotiation with organizations representing higher-education teaching personnel, consistent with the principles of academic freedom and freedom of speech, of statements or codes of ethics to guide higher education personnel in their teaching, scholarship, research and extension work;</span></span></strong></p><p><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"><span style="font-family: Calibri; font-size: medium;">• Rights and freedoms of higher-education teaching personnel</span></strong></p><p><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"><span style="background-color: white; font-weight: normal;"><span style="font-family: Calibri; font-size: medium;">26. Higher-education teaching personnel, like all other groups and individuals, should enjoy those internationally recognized civil, political, social and cultural rights applicable to all citizens. Therefore, all higher-education teaching personnel should enjoy freedom of thought, conscience, religion, expression, assembly and association as well as the right to liberty and security of the person and liberty of movement. They should not be hindered or impeded in exercising their civil rights as citizens, including the right to contribute to social change through freely expressing their opinion of state policies and of policies affecting higher education. They should not suffer any penalties simply because of the exercise of such rights. Higher-education teaching personnel should not be subject to arbitrary arrest or detention, nor to torture, nor to cruel, inhuman or degrading treatment. In cases of gross violation of their rights, higher-education teaching personnel should have the right to appeal to the relevant national, regional or international bodies such as the agencies of the United Nations, and organizations representing higher-education teaching personnel should extend full support in such cases.</span></span></strong></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">28. Higher-education teaching personnel have the right to teach without any interference, subject to accepted professional principles including professional responsibility and intellectual rigour with regard to standards and methods of teaching. Higher-education teaching personnel should not be forced to instruct against their own best knowledge and conscience or be forced to use curricula and methods contrary to national and international human rights standards. Higher education teaching personnel should play a significant role in determining the curriculum.</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">29. Higher-education teaching personnel have a right to carry out research work without any interference, or any suppression, in accordance with their professional responsibility and subject to nationally and internationally recognized professional principles of intellectual rigour, scientific inquiry and research ethics. They should also have the right to publish and communicate the conclusions of the research of which they are authors or co-authors, as stated in paragraph 12 of this Recommendation.</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">30. Higher-education teaching personnel have a right to undertake professional activities outside of their employment, particularly those that enhance their professional skills or allow for the application of knowledge to the problems of the community, provided such activities do not interfere with their primary commitments to their home institutions in accordance with institutional policies and regulations or national laws and practice where they exist.</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: justify;"><strong style="box-sizing: border-box;"><span style="font-family: Calibri; font-size: medium;">• Self-governance and collegiality</span></strong></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">31. Higher-education teaching personnel should have the right and opportunity, without discrimination of any kind, according to their abilities, to take part in the governing bodies and to criticize the functioning of higher education institutions, including their own, while respecting the right of other sections of the academic community to participate, and they should also have the right to elect a majority of representatives to academic bodies within the higher education institution.</span></p><p><span style="font-family: Calibri; font-size: medium;"><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"></strong></span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">32. The principles of collegiality include academic freedom, shared responsibility, the policy of participation of all concerned in internal decision making structures and practices, and the development of consultative mechanisms. Collegial decision-making should encompass decisions regarding the administration and determination of policies of higher education, curricula, research, extension work, the allocation of resources and other related activities, in order to improve academic excellence and quality for the benefit of society at large.</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: justify;"><strong style="box-sizing: border-box;"><span style="font-family: Calibri; font-size: medium;">• Discipline and dismissal</span></strong></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: justify;"><span style="font-family: Calibri; font-size: medium;">48. No member of the academic community should be subject to discipline, including dismissal, except for just and sufficient cause demonstrable before an independent third-party hearing of peers, and/or before an impartial body such as arbitrators or the courts.</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">49. All members of higher-education teaching personnel should enjoy equitable safeguards at each stage of any disciplinary procedure, including dismissal, in accordance with the international standards set out in the appendix.</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">50. Dismissal as a disciplinary measure should only be for just and sufficient cause related to professional conduct, for example: persistent neglect of duties, gross incompetence, fabrication or falsification of research results, serious financial irregularities, sexual or other misconduct with students, colleagues, or other members of the academic community or serious threats thereof, or corruption of the educational process such as by falsifying grades, diplomas or degrees in return for money, sexual or other favours or by demanding sexual, financial or other material favours from subordinate employees or colleagues in return for continuing employment.</span></p><p><span style="font-family: Calibri; font-size: medium;"><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; text-align: justify;"></strong></span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">51. Individuals should have the right to appeal against the decision to dismiss them before independent, external bodies such as arbitrators or the courts, with final and binding powers...</span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;"><br /></span></p><p style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; margin: 0px 0px 10px; text-align: left;"><span style="font-family: Calibri; font-size: medium;">From: <span style="text-align: left;"><a href="https://en.unesco.org/about-us/legal-affairs/recommendation-concerning-status-higher-education-teaching-personnel">https://en.unesco.org/about-us/legal-affairs/recommendation-concerning-status-higher-education-teaching-personnel</a></span></span></p><p><strong style="box-sizing: border-box; caret-color: rgb(51, 51, 51); color: #333333; font-family: "Open Sans", sans-serif; font-size: 14px; text-align: justify;"><br /></strong></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-40405344549161912922023-11-23T07:41:00.003+00:002023-11-23T07:43:59.894+00:00The fight to end bullying in academia: UK researchers launch nationwide campaign<p><span style="caret-color: rgb(34, 34, 34); color: #222222;"><span style="font-family: Calibri; font-size: medium;"></span></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: Calibri; font-size: medium;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZo0fCHADJn7WpkVggI4l0dcYR_wjDC1aihIZqkxlD3NWZcj7D9qA7u7Sarg-7dAT2GpvWX7FKoVigReajBBnIXmm2F2mSClRXO8bcVt3Z4MtY6e7MP14IxFqVM6uyNBX5qTsghZ0W1BXRM5cjOcz8ORghL9ux8qUX5CK4TzuuIYGFQHHUy8Ms/s767/d41586-023-03418-3_26244368.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="431" data-original-width="767" height="254" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZo0fCHADJn7WpkVggI4l0dcYR_wjDC1aihIZqkxlD3NWZcj7D9qA7u7Sarg-7dAT2GpvWX7FKoVigReajBBnIXmm2F2mSClRXO8bcVt3Z4MtY6e7MP14IxFqVM6uyNBX5qTsghZ0W1BXRM5cjOcz8ORghL9ux8qUX5CK4TzuuIYGFQHHUy8Ms/w452-h254/d41586-023-03418-3_26244368.jpg" width="452" /></a></span></div><span style="font-family: Calibri; font-size: medium;"><br />A group of academics and other staff members at several UK universities have launched an independent initiative to combat bullying and harassment in higher education. One of the group’s goals is to advocate for the establishment of an independent ombudsperson to which people who have been bullied can turn if they feel that their institution does not deal with a complaint adequately.</span><p></p><p style="box-sizing: inherit; caret-color: rgb(34, 34, 34); color: #222222; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri; font-size: medium;">“We’ve become increasingly concerned about the prevalence of bullying in UK universities, and the fact that most universities seem to accept a very high level of bullying,” says Wyn Evans, an astrophysicist at the University of Cambridge, UK, and a leader of the group. It is called the <a data-label="https://21percent.org/" data-track-category="body text link" data-track="click" href="https://21percent.org/" style="box-sizing: inherit; color: #006699; overflow-wrap: break-word; text-decoration-skip: ink; text-decoration-thickness: 0.0625rem; text-underline-offset: 0.08em; vertical-align: baseline; word-break: break-word; word-wrap: break-word;">21 Group</a>, after the reported 21% of staff members at Cambridge who described experiencing bullying or harassment in a <a data-label="https://www.theguardian.com/education/2020/jan/07/third-cambridge-university-staff-experienced-bullying" data-track-category="body text link" data-track="click" href="https://www.theguardian.com/education/2020/jan/07/third-cambridge-university-staff-experienced-bullying" style="box-sizing: inherit; color: #006699; overflow-wrap: break-word; text-decoration-skip: ink; text-decoration-thickness: 0.0625rem; text-underline-offset: 0.08em; vertical-align: baseline; word-break: break-word; word-wrap: break-word;">2018 survey</a>.</span></p><p style="box-sizing: inherit; caret-color: rgb(34, 34, 34); color: #222222; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri; font-size: medium;">Surveys of various UK university departments and academic disciplines indicate that roughly 30–40% of students, scholars and other members of staff experience bullying or harassment by someone in their department or field, Evans says. Bullying can have pernicious and long-lasting effects on a person’s work and mental health.</span></p><p style="box-sizing: inherit; caret-color: rgb(34, 34, 34); color: #222222; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri; font-size: medium;">The 21 Group, which launched on 1 November, has two initial goals. One is to gather broader data on bullying at UK universities by asking people to collect and share information on the number of bullying complaints received, and investigations done, by their institutions. The second is to advocate for an independent ombudsperson’s office to be set up for the UK higher-education system, giving people someone to turn to if institutions handle complaints about bullying badly. Such a body exists for undergraduate students — the Office of the Independent Adjudicator for Higher Education — but not for others within the university system.</span></p><p style="box-sizing: inherit; caret-color: rgb(34, 34, 34); color: #222222; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri; font-size: medium;">Internal investigations by universities often exonerate the subject of the complaint, who might be a senior professor or other person in a position of power, says Evans. “Far too many UK universities prioritize limiting reputational damage to the institution over doing the right thing for their staff and students.”</span></p><p style="box-sizing: inherit; caret-color: rgb(34, 34, 34); color: #222222; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><span style="font-family: Calibri; font-size: medium;"><span>More info at: </span><a href="https://www.nature.com/articles/d41586-023-03418-3">https://www.nature.com/articles/d41586-023-03418-3</a></span></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-67986642370438975872023-11-18T12:04:00.005+00:002023-11-18T12:04:53.738+00:00...a special circle of hell...<h2 style="text-align: left;"><span style="font-weight: normal;"><span style="background-color: white;">"</span><span face="Roboto, Helvetica, Arial, sans-serif" style="background-color: white; caret-color: rgb(60, 72, 88); color: #3c4858; font-size: 18px;">There is a special circle of hell for university administrators who reduce anti-bullying to a glossy public relations exercise."</span></span></h2><div><span style="font-weight: normal;"><span face="Roboto, Helvetica, Arial, sans-serif" style="background-color: white; caret-color: rgb(60, 72, 88); color: #3c4858; font-size: 18px;"><a href="https://21percent.org/?page_id=39">https://21percent.org/</a></span></span></div><div><span style="font-weight: normal;"><span face="Roboto, Helvetica, Arial, sans-serif" style="background-color: white; caret-color: rgb(60, 72, 88); color: #3c4858; font-size: 18px;"><br /></span></span></div><div><span style="font-weight: normal;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhQvIlLCZgwkylzoGifGVi71_lWzfk9HuGqAJIXICrvKXmpkoFYBvd-Ah8tTD9pWaDvDq2kEGJB2eosttYQdt948LbPUBSuAGzsUz4mFFQ5m1lf-VLLrMfIHebzC35PzpcOwQLWYr8n4UEqVV2g9L15hvsYwppM54W1tzjkEdKvBezwzQ1t4YsN/s539/understanding-Depression-and-ways-to-prevent-it.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="539" data-original-width="378" height="423" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhQvIlLCZgwkylzoGifGVi71_lWzfk9HuGqAJIXICrvKXmpkoFYBvd-Ah8tTD9pWaDvDq2kEGJB2eosttYQdt948LbPUBSuAGzsUz4mFFQ5m1lf-VLLrMfIHebzC35PzpcOwQLWYr8n4UEqVV2g9L15hvsYwppM54W1tzjkEdKvBezwzQ1t4YsN/w296-h423/understanding-Depression-and-ways-to-prevent-it.png" width="296" /></a></div><br /><span face="Roboto, Helvetica, Arial, sans-serif" style="background-color: white; caret-color: rgb(60, 72, 88); color: #3c4858; font-size: 18px;"><br /></span></span></div><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-65345619001059269952023-11-17T11:41:00.002+00:002023-11-17T11:41:34.158+00:00Bullying support network launched due to universities’ ‘inaction’<p><span style="caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px;">UK university staff who have been the victim of bullying are being offered support by a new network amid repeated evidence that the problem is “endemic” in higher education.</span></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">Those behind <a class="processed" data-mz="" href="https://21percent.org/" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">the 21 Group</a> – named after the percentage of staff members at the <a data-module="article-uni-link" data-mz="" href="https://www.timeshighereducation.com/world-university-rankings/university-cambridge" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">University of Cambridge</a> who reported experiencing bullying in a 2020 survey – said it was needed because of a failure of universities to tackle the issue beyond “sloganising”.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">It aims to conduct research to establish the true extent of bullying in UK universities and campaign for the <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/opinion/investigating-serious-abuses-must-be-taken-out-universities-hands" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">creation of an independent ombudsman</a> position that would take the handling of complaints away from being the sole domain of the internal processes of institutions.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">Wyn Evans, professor of astrophysics at Cambridge – and one of the founders of the network – said it has its roots in a <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/opinion/bullying-feature-uk-research-universities-not-bug" style="box-sizing: border-box; color: #1169a3; text-decoration: none;"><em style="box-sizing: border-box;">Times Higher Education</em> article</a> in which he claimed that bullying was “a feature of UK research universities, not a bug”, which prompted several people to come forward to share their own experiences.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">The network consists of both university staff who have experienced bullying and those who have witnessed the “pain and hurt” it causes, according to Professor Evans.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">He said despite ample evidence of the scale of bullying within universities – with many surveys <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/news/fifth-uk-research-staff-bullied-past-two-years" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">putting the figure higher</a> than the Cambridge poll – it is too often tolerated.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">“The main obstacle is that senior management of universities come under pressure to hush things up – which clearly happens very often now,” Professor Evans said.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">“Far too many UK universities prioritise limiting reputational damage to the institution over doing the right thing for their staff and students.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">“This is because the bully is normally a senior professor or head of department. They are normally much more valuable to the university than the victim, who is often a student or a member of the professional services support staff.”</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">Professor Evans said a new body was needed to look at complaints because “organisations that investigate themselves exonerate themselves; they look for rugs enormous enough to sweep everything under”.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">He pointed out that undergraduate students are <a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.timeshighereducation.com/news/student-complaints-england-and-wales-reach-record-levels-again" style="box-sizing: border-box; color: #1169a3; text-decoration: none;">able to take grievances</a> to the Office of the Independent Adjudicator for Higher Education if they are unhappy with how they are dealt with internally, but there was no similar mechanism in place for staff or postgraduates.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">As well as its more policy-focused work, the 21 Group aims to offer peer-to-peer support for the victims of bullying via informal advice and the chance to share experiences.</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;">Because of the need to maintain confidentiality as bullying complaints are investigated, individuals are often left “feeling lonely, forsaken and with mental health problems” for months – or even years, Professor Evans said...</p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><a href="https://www.timeshighereducation.com/news/bullying-support-network-launched-due-universities-inaction">https://www.timeshighereducation.com/news/bullying-support-network-launched-due-universities-inaction</a></p><p style="box-sizing: border-box; caret-color: rgb(73, 67, 67); color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word; word-wrap: break-word;"><br /></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-91559638310642393472023-10-06T15:20:00.001+00:002023-10-06T15:20:05.659+00:00Challenging Bullying and Discrimination at the Open University <p><span style="background-color: #f9f9f9; color: #313131;"><span style="font-size: medium;"></span></span></p><div class="separator" style="clear: both; font-family: Roboto, "Helvetica Neue", Helvetica, Arial, sans-serif; text-align: center;"><span style="font-size: medium;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGk2gTUWYLlS9ECfzYGAonlTrhgWTanCbyIiM4y7OT63V3_mY41Hw4PyGWqTh1l6yp4Bol77lIm2h1BDScZxvYt_1olqUhteBy_PR__h5bdq3b2SY_xg9zp0SDKrpJz7nrLn2amQCgTTRs6lIbDKAd3obhg6f7QRt5ofVLXVaLTUDbgwkZGPxf/s1446/00.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="744" data-original-width="1446" height="218" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhGk2gTUWYLlS9ECfzYGAonlTrhgWTanCbyIiM4y7OT63V3_mY41Hw4PyGWqTh1l6yp4Bol77lIm2h1BDScZxvYt_1olqUhteBy_PR__h5bdq3b2SY_xg9zp0SDKrpJz7nrLn2amQCgTTRs6lIbDKAd3obhg6f7QRt5ofVLXVaLTUDbgwkZGPxf/w423-h218/00.png" width="423" /></a></span></div><span style="font-size: medium;"><br /><span style="font-family: Calibri;">My name is Pilgrim Tucker. I am taking legal action against the Open University for discrimination on the basis of my disabilities, bullying associated with my gender-critical beliefs, harassment, victimisation, and breach of contract*, which has made it impossible for me to continue my PhD research at the OU. I need your support.</span></span><p></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="box-sizing: border-box; font-weight: bolder;"><span style="font-family: Calibri; font-size: medium;">My Story</span></span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">In 2017, I was invited to study for a PhD at the Open University by OU academic staff Professor A and Dr B following my campaigning work with residents of Grenfell Tower and the wider Lancaster West Estate before and after the 2017 fire.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">I began my PhD at the OU in October 2018, researching the history of housing in North Kensington prior to the Grenfell Tower fire.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">However, Dr C, the OU historian who had committed to providing input on the research project, was a leading transgender advocate within the university. He blocked me on social media, and then withdrew from working on my project. Although I was promised his expertise would be replaced, no history supervision input was provided.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">From the time I started attempting to secure history supervision provision, OU staff began to construct a false narrative about my application, claiming I had never been promised history supervision input on my PhD, and that I was being unreasonable in expecting the university to provide it.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Subsequently, other administrative and pastoral aspects of my PhD provision began to go very wrong, and I started to become increasingly stressed and anxious and requested reasonable adjustments to accommodate my increasing mental health and menopause symptoms.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">However rather than acknowledge and rectify any service provision failures, or put in place any adjustments to support my studies, the university attempted to conceal they had promised me history supervision and started to claim, falsely, that I had been rude to staff members, stating that the reason I had received a poor standard of provision at the university was due to illness and purported ‘problematic behavioural traits’ on my part.<br /><br /></span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">The following are some of the claims which have been put to the OU in a pre-action letter, which they have not responded to:</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Informing me, wrongly, that I had no entitlement to sick pay or sick leave during periods of ill health, although ESRC funding rules obliged the OU to provide it, and instead advising me to take unpaid leave and claim state benefits while unwell.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Failure to provide counselling support during the period I was undertaking interviews with victims of the Grenfell Tower fire, despite this being specified as a necessary ethical requirement on my research ethics application and OU staff promising me counselling would be provided.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Being incorrectly advised by the head of faculty and other OU staff responsible for my PhD that the only way to change supervision arrangements was by making a formal complaint.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Failing to provide any reasonable adjustments for my disabilities.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Wrongly informing OU staff that I was dyslexic.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Failing to reimburse expenses claims amounting to hundreds of pounds for almost 2 years.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Removing funding for book purchases and falsely claiming I had not had book purchase funding provided from the time I started my PhD.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Failure to apply the university’s covid tracked extension system to my PhD to cover time lost due to covid lockdowns.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Failing to provide accurate or reliable information about thesis submission deadlines, study break allowance, and extensions, and providing constantly changing and inaccurate information regarding this.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Insisting I accept a trans rights activist academic in a pastoral support role.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Seeking to take punitive action against me, based on false and unsubstantiated allegations about my conduct, following the submission of my complaint about the standard of service provided to me by the university.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Although following my complaint the Open University accepted that I had been wrongly advised by senior OU staff members and that I had experienced shortfalls in administrative provision, they minimised these, denying the majority of their failings. They have made no apology and offered no remedy or compensation.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">The next step is for my barrister to draft particulars of the case in preparation for a legal hearing.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">I am currently seeking to raise £11,000, in two stages, this is made up of £5230 in solicitors fees and £5670 – the cost of Barrister Alice De Coverley drafting the particulars of the case.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">Thank you for any contribution you can make.</span></p><p style="background-color: #f9f9f9; box-sizing: border-box; color: #313131; margin-bottom: 1rem; margin-top: 0px;"><span style="font-family: Calibri; font-size: medium;">*My breach of contract claim encompasses the university’s failure to act in accordance with its own policies and procedures, and a breach of its duty to perform the service with reasonable care and skill. My contractual claim raises the same issues as a negligence claim and includes bullying associated with my gender-critical beliefs.<br /><br />You can pledge at: <a href="https://www.crowdjustice.com/case/pilgrim-tucker-challenging-discrimination-at-ou/">https://www.crowdjustice.com/case/pilgrim-tucker-challenging-discrimination-at-ou/</a></span></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-82358691372641229982023-10-06T15:11:00.003+00:002023-10-06T15:11:37.315+00:00Bullying is a feature of UK research universities, not a bug<p> ...<span style="background-color: white; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px;">Three years ago, Unite, Unison and the University and College Union carried out an investigation into bullying at Cambridge. The</span><span style="background-color: white; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px;"> </span><a data-module="breaking_news-body" data-mz="" data-position="body" href="https://www.theguardian.com/education/2020/jan/07/third-cambridge-university-staff-experienced-bullying" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: initial; background-repeat: initial; background-size: initial; box-sizing: border-box; color: #1169a3; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; text-decoration-line: none;">results</a><span style="background-color: white; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px;"> </span><span style="background-color: white; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px;">fell into the category of the least surprising news ever – alongside the likes of “Boris Johnson has another affair” and “banker receives an enormous bonus”.</span></p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">Specifically, the survey found that nearly one in three Cambridge staff had either been the victims of bullying and victimisation or had witnessed it in the previous 18 months. Worse still, more than half of those who had experienced bullying did not report it, with many believing that nothing would be done or that the perpetrator would retaliate.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">My view on bullies in universities is that they’re a feature, not a bug.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">Huge grants, prestigious prizes, adulatory press coverage, first-author publications, untrammelled power over enormous research groups: these are all highly flattering to the ego. It is no coincidence, then, that big egos are associated with “top academics”, alongside charisma, self-promotion and self-importance. And these qualities are also present in the kinds of people who bully others.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">Not all top academics are bullies, but quite a few are. And bullying thrives in the hierarchical and hyper-competitive environment of top universities. Tackling it is difficult because the bully is typically so much more valuable than the victim, and direction from the top can easily lead any inquiry to exonerate the bully by finding the evidence inconclusive.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">On the academic side, the people most often bullied are graduate students and post-doctoral research assistants. Victims might first approach a departmental anti-bullying representative or a wellness advocate, often a sympathetic senior academic. The problem may be resolved informally – but, if it is at all serious, it will most likely not. You will then be encouraged to contact human resources.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">Your difficulties are about to begin.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">...But UK universities are organised differently, so allegations are not handled by an independent body. Even if your HR department commissions an external report, they will choose the investigator with a view to protecting the institution.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">Unsurprisingly, the Cambridge survey found that women were more likely than men to experience bullying and harassment. It also found that non-academic support staff were more likely to be bullied than academics; you are especially expendable if you do not bring in any money from research or teaching.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">So if you are a female member of support staff, there is no way to sugarcoat it: you are at high risk of being bullied. In the saddest case known to me, one such individual at a UK university killed herself because of bullying.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">The best advice to a member of support staff who is being bullied is to join your trade union immediately. Trade union lawyers are among the UK’s heroes. You will need their experience of employment law in any battle with your HR department.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">To give one example, many violations of good employment practice have statutes of limitations. It is easy to waste months raising matters with intransigent HR staff only to find you are out of time. As soon as there are difficulties, raise the matter immediately with your trade union. Don’t believe HR’s endless blather about “putting people first” or “breaking the silence about bullying”. It is just spin to enable your university to look good and get its Athena SWAN badge.</p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;">As for Cambridge’s new policy, if bullying is as pervasive as the unions’ survey suggested, why is no one ever dismissed? In all my years at Cambridge, I cannot recall a single instance of a bully being held to account. That lack of action speaks much louder than any YouTube video could about where the priorities have lain.<br /><br />From: <a href="https://www.timeshighereducation.com/opinion/bullying-feature-uk-research-universities-not-bug">https://www.timeshighereducation.com/opinion/bullying-feature-uk-research-universities-not-bug</a></p><p style="background-color: white; box-sizing: border-box; color: #494343; font-family: "Open Sans", "Helvetica Neue", Helvetica, Arial, sans-serif; font-size: 16px; margin: 0px 0px 12.5px; overflow-wrap: break-word; word-break: break-word;"><br /></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-18509050181863366312023-10-01T17:44:00.001+00:002023-10-03T16:35:27.604+00:00Workplace Bullying In Academia: A Canadian Study<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEik4YG4GihZtXI7-2FX4e39jpzyOaPSR4SHV1RQ6n6wkzveTQZOlNA35lJI8UYcKRxi7RIvakTrC16mLXj0lxObyJVkSENUHXfNCRovoanESgPKgRPxEiHWh21Bm-7hTljIV41UhUT3hAYiAX3eucjNOuS6u27y9fjoxQ_DpcgUBXq_hgjOW3ia/s828/00.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="600" data-original-width="828" height="288" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEik4YG4GihZtXI7-2FX4e39jpzyOaPSR4SHV1RQ6n6wkzveTQZOlNA35lJI8UYcKRxi7RIvakTrC16mLXj0lxObyJVkSENUHXfNCRovoanESgPKgRPxEiHWh21Bm-7hTljIV41UhUT3hAYiAX3eucjNOuS6u27y9fjoxQ_DpcgUBXq_hgjOW3ia/w397-h288/00.png" width="397" /></a></div><br /><br /><span style="font-family: Calibri; font-size: medium;">"...<span style="background-color: #fcfcfc; color: #333333;">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...<br /><br />...</span><span style="background-color: #fcfcfc; color: #333333;">Evidence of an institutionalized element to the university workplace bullying is found in the openness with which some employees and students are exhibiting behaviours viewed as bullying. These findings are significant when linked with the level of awareness of such behaviours and the frequency of the behaviours. This indicates a pervasive and prolonged nature to the bullying and suggests an organizational culture component to the behaviour. The lack of a policy dealing with harassment outside the Human Rights Act may be a contributing factor. It is also possible, due to a lack of awareness, that the individual events have not been linked together to identify the systemic nature of the issue...<br /><br /></span><span style="background-color: #fcfcfc; color: #333333;">The lack of an overall policy for inappropriate behaviour means that each incident is dealt with in isolation and does not contribute to a set policy by the administration for addressing this issue. There is also inconsistency across the organization regarding how workplace bullying incidents are handled. As a result, some faculty, instructors and librarians believe they are not supported when they raise concerns. This also contributes to the ineffectiveness of administrators in addressing such issues as best practices have not been established..."<br /></span><span style="background-color: #fcfcfc; color: #333333;"><br /></span><span style="background-color: #fcfcfc; color: #333333;">McKay, R., Arnold, D.H., Fratzl, J. </span><i style="background-color: #fcfcfc; box-sizing: inherit; color: #333333; margin: 0px;">et al.</i><span style="background-color: #fcfcfc; color: #333333;"> Workplace Bullying In Academia: A Canadian Study. </span><i style="background-color: #fcfcfc; box-sizing: inherit; color: #333333; margin: 0px;">Employ Respons Rights J</i><span style="background-color: #fcfcfc; color: #333333;"> </span><span style="background-color: #fcfcfc; box-sizing: inherit; color: #333333; font-weight: bolder; margin: 0px;">20</span><span style="background-color: #fcfcfc; color: #333333;">, 77–100 (2008). https://doi.org/10.1007/s10672-008-9073-3</span></span><span style="background-color: #fcfcfc; color: #333333;"><span style="font-family: Calibri; font-size: medium;"><br /></span><br /><br /></span><p></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-62463621073958896742023-09-30T21:11:00.003+00:002023-09-30T21:11:52.982+00:00Bullying in higher education: an endemic problem?<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhIQtZWy2HtXRvXZNIAz8NbMz6TFYGE8ubQ613mU2esteHy-xWCIAJ-H7gC9Ingp_rNOEPReDBJxbHflqo0U-YPyRf8IuJEShd8tArIULMIwuDCRfY3fGA_kx9kf5Zk835x-FjlMxc5pEwfnUvlgRJY2x86tGxfc3KpajDhZs-ZqdGeKAN3-FZ/s650/oppressed-people-vector-id892521396.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="650" data-original-width="650" height="406" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjhIQtZWy2HtXRvXZNIAz8NbMz6TFYGE8ubQ613mU2esteHy-xWCIAJ-H7gC9Ingp_rNOEPReDBJxbHflqo0U-YPyRf8IuJEShd8tArIULMIwuDCRfY3fGA_kx9kf5Zk835x-FjlMxc5pEwfnUvlgRJY2x86tGxfc3KpajDhZs-ZqdGeKAN3-FZ/w406-h406/oppressed-people-vector-id892521396.jpg" width="406" /></a></div><br /><br /><span style="font-family: Calibri;">...<span style="background-color: white; color: #222222; font-size: 18px;">The purpose of this article is to explore and examine the research evidence to see what it reveals about the extent and nature of bullying in higher education, the wider issues that this raises, and the possible solutions that have been put forward, trialled and evaluated.<br /><br />...</span><span style="background-color: white; color: #222222; font-size: 18px;">These searches reveal an upswelling of interest in bullying in higher education over the last 20 years. For example, a search carried out on Scopus on 22/6/23 identified 698 articles with the words ‘bullying’, ‘higher’ and ‘education’ in their titles, abstracts or keywords, 48 of which had those three words in their titles, indicating a likely focus on the topic of interest. Similar searches using ‘bullying’ and ‘university’ identified 1361 (113) articles, while ‘bullying’ and ‘college’ found 593 (57) articles. This is a substantial and growing body of literature...<br /></span><span style="background-color: white; color: #222222; font-size: 18px;"><br />Within the intersecting hierarchies of institution and discipline, there operates the principle of ‘academic freedom’, albeit constrained by other expectations and responsibilities. In its ideal state, each academic member of staff is seen as having the freedom to determine what they teach and how they teach it, as well as what they research and how they research it. Of course, it rarely works quite like that in practice, particularly when it comes to teaching, which is today a much more collective and large-scale activity and constrained by the need to receive good evaluations and the recognition of professional bodies. Research often depends upon gaining specific funding, so is constrained by the funds available and the priorities of funding organisations.<br /></span><span style="background-color: white; color: #222222; font-size: 18px;"><br />Academic life and careers are also built upon competition. To build a successful academic career, each academic needs to get their name known, even if only within a relatively small field: through conference presentations, through article and book publications, through successfully obtaining research grants. Each of these activities, as well as the gaining of employment and promotion, involves peer review when a small number of academic peers are asked to make an assessment of your worthiness..."</span></span><p></p><p><span style="font-family: Calibri;"><span style="background-color: white; color: #222222; font-size: 16px;">Tight, M. Bullying in higher education: an endemic problem?. </span><i style="background-color: white; box-sizing: inherit; color: #222222; font-size: 16px;">Tert Educ Manag</i><span style="background-color: white; color: #222222; font-size: 16px;"> </span><b style="background-color: white; box-sizing: inherit; color: #222222; font-size: 16px;">29</b><span style="background-color: white; color: #222222; font-size: 16px;">, 123–137 (2023). https://doi.org/10.1007/s11233-023-09124-z</span></span></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-20770327907786933552023-08-22T19:57:00.002+00:002023-10-06T23:31:03.711+00:00How to Combat Bullying and Discrimination in the Geosciences<p><span style="font-family: Calibri; font-size: medium;"><span style="background-color: white; color: #111111;"></span></span></p><div class="separator" style="clear: both; text-align: center;"><span style="font-family: Calibri; font-size: medium;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiYc6ySpNxSEfQEjYUB2XjPXfAcLS9Xal9YeC1eYZmHO0hU7lxx8TTyxreCP-DpBlDCC1FlLPXbqPrDmxEWc_WzjZRowtqHISGMMK1Q-HE34Rf5LWau7zPOrVWCCOyy_mDchC9dmVSmapcAwsUx_mV7uYk-P7BFsFTaEO40EsfPB7no18Pp0Kqs/s1311/514253_labbully_826885_crop.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="874" data-original-width="1311" height="244" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiYc6ySpNxSEfQEjYUB2XjPXfAcLS9Xal9YeC1eYZmHO0hU7lxx8TTyxreCP-DpBlDCC1FlLPXbqPrDmxEWc_WzjZRowtqHISGMMK1Q-HE34Rf5LWau7zPOrVWCCOyy_mDchC9dmVSmapcAwsUx_mV7uYk-P7BFsFTaEO40EsfPB7no18Pp0Kqs/w367-h244/514253_labbully_826885_crop.jpg" width="367" /></a></span></div><span style="font-family: Calibri;"><br /><span style="font-size: medium;">Here are 10 practical steps that scientists can take to counteract the detrimental effects of abusive academic work environments.<br /><br /><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">1. Recognize an unhealthy work environment. </span><span style="background-color: white; color: #111111;">Recognizing discriminatory behavior is the most crucial point, although the hierarchical nature of academia can make this recognition inherently difficult when it is someone you look up to who is misbehaving. First, if there is a problem, do not assume you are at fault! It is the responsibility of the person in power to not be hostile in their actions or words. Academic institutions and departments should have definitions and guidelines for ethical behavior in place as well as policies protecting employees and students from harassment and bullying...<br /><br /></span><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">2. Prioritize your well-being. </span><span style="background-color: white; color: #111111;">Mental and physical well-being are inseparable and should be your first focus. Make sure you get enough sleep, take breaks, and do things that make you happy. You are valued for more than your capital and abilities as a scientist, and your well-being should never suffer. Do not hesitate to seek professional psychological help and other well-being resources and services, which many academic institutions already offer to their staff and students. There is no shame in getting external perspectives to guide you through your situation.</span></span></span><p></p><p><span style="font-family: Calibri; font-size: medium;"><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">3. Confront your situation. </span><span style="background-color: white; color: #111111;">It takes a lot of courage to approach a person who is harming you, particularly given the risks of their retaliation. However, by doing so, you take charge of the situation and signal to the culprit that their behavior is unacceptable. We recommend having such a discussion in a public place, for example, a cafeteria. If you feel more comfortable having a third party involved, reach out to a trusted person to join the conversation. Aim to establish agreements that detail how the perpetrator will change their behavior and how they will follow through with their role as a mentor in charge of your growth as a scientist...</span></span></p><p><span style="font-family: Calibri; font-size: medium;"><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">4. Approach someone you trust. </span><span style="background-color: white; color: #111111;">Reach out to a trusted individual for guidance. An ally who can effectively advise you and advocate for you can be an invaluable </span><a href="http://blogs.nature.com/naturejobs/2017/01/25/ten-tips-for-finding-an-effective-mentor/" rel="noopener noreferrer" style="background-color: white; box-sizing: inherit; color: #007dba; transition: color 110ms ease-in-out 0s;" target="_blank">source of support</a><span style="background-color: white; color: #111111;"> and can help protect you from retaliation. Universities and research institutions often employ ombudspeople or others trained to mediate conflict situations. Seek guidance from these individuals, or, if your institution does not have staff trained in mediation, look for peer-mentoring support options at your institution and beyond—there are a myriad of early-career scientist networks, student councils, and </span><a href="https://www.agu.org/Learn-and-Develop/Learn" rel="noopener noreferrer" style="background-color: white; box-sizing: inherit; color: #007dba; transition: color 110ms ease-in-out 0s;" target="_blank">online community resources</a><span style="background-color: white; color: #111111;"> of scientific societies, as well as Twitter and Slack groups.</span></span></p><p><span style="font-family: Calibri; font-size: medium;"><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">5. Dare to speak up. </span><span style="background-color: white; color: #111111;">It is possible or even likely that colleagues of yours face similar issues but have not spoken up. Finding the courage to do so can be hard for countless reasons. However, simply sharing experiences about and strategies on how to handle difficult work situations can already help you feel better. Sharing your experience with others could also create a “Me Too”–type effect, enabling you to act more effectively as a group against perpetrators. Moreover, having open conversations and removing taboos on discussions regarding harassment and bullying are important steps forward in acknowledging systemic problems.</span></span></p><p><span style="font-family: Calibri; font-size: medium;"><span><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">6. Look for supportive collaborators. </span><span style="background-color: white; color: #111111;">For most people, a hostile workplace will negatively affect the quality of their work. Try to find other experts in your field who can get involved in your research and act as mentors and allies. By expanding your team of supervisors or collaborators, you can diffuse the effects of power abuses that can occur in one-on-one relationships. Do not hesitate to approach potential collaborators with your scientific ideas at conferences or via email. However, make sure those scientists are not close associates or friends of the perpetrator...<br /><br /></span><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">7. Change your physical work environment. </span><span style="background-color: white; color: #111111;">Changing the physical environment in which you work can help put not only literal distance but also mental distance between you and an abusive situation. You could, for example, ask for a new workspace in a different office, laboratory, or building; change occasionally to work from other places (e.g., the library or home); or look for opportunities to work as a visiting scientist in another research group...<br /><br /></span><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;">8. Document all incidents. </span><span style="background-color: white; color: #111111;">Make notes and memos of important conversations with your supervisor and send them as meeting summaries. Such records can be key if your supervisor ignores agreements or your situation is elevated to an institutional level where “proof” of your situation is requested. Also, take note of bystanders who might have witnessed the discriminatory behavior you have experienced...<br /></span></span><span style="background-color: white; box-sizing: inherit; color: #111111; font-weight: bolder;"><br />10. Explore external resources. </span><span style="background-color: white; color: #111111;">In addition to resources provided through your institution, professional societies and other groups provide external sources of support. For example, AGU has an</span><span style="background-color: white; color: #111111;"> </span><a href="https://ethicsandequitycenter.org/" rel="noopener noreferrer" style="box-sizing: inherit; color: #007dba; transition: color 110ms ease-in-out 0s;" target="_blank">Ethics and Equity Center</a><span style="background-color: white; color: #111111;"> </span><span style="background-color: white; color: #111111;">that provides</span><span style="background-color: white; color: #111111;"> </span><a href="https://ethicsandequitycenter.org/legal-consultation/" rel="noopener noreferrer" style="box-sizing: inherit; color: #007dba; transition: color 110ms ease-in-out 0s;" target="_blank">free legal consultation</a><span style="background-color: white; color: #111111;"> </span><span style="background-color: white; color: #111111;">for those who may be targets of hostile and toxic environments. These resources and organizations can offer guidance on how to resolve conflict situations that potentially involve legal actions.</span></span></p><p style="-webkit-font-smoothing: antialiased; background-color: white; box-sizing: inherit; color: #111111; overflow-wrap: break-word;"><span style="font-family: Calibri; font-size: medium;">There is no straightforward or easy way to improve or get out of a discriminatory work environment. The above steps are intended to empower individuals facing abuse and to help overcome or alleviate the consequences of workplace bullying, discrimination, and other behaviors that stem from imbalanced power dynamics in academic settings...</span></p><p><span style="font-family: Calibri; font-size: medium;">From: <a href="https://eos.org/opinions/how-to-combat-bullying-and-discrimination-in-the-geosciences">https://eos.org/opinions/how-to-combat-bullying-and-discrimination-in-the-geosciences</a></span></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-28080901.post-48946709316563281892023-06-29T14:05:00.005+00:002023-06-29T14:07:25.571+00:00Mind your Head: An introduction to Workplace Bullying in Academia<p><span style="font-size: medium;"> ...<span face=""Open Sans", sans-serif" style="background-color: white; border: 0px; box-sizing: border-box; color: #333333; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">Bullying and mobbing in academia are often particularly obscure – the situations develop in the so-called grey zone. This is related to the high level of intellect of the aggressors, the complex power structures, and the highly flexible and diverse working arrangements. Trying to identify what is or is not reasonable is thus blurred and the forms in which aggressions are executed are diverse. </span><span face=""Open Sans", sans-serif" style="background-color: white; border: 0px; box-sizing: border-box; color: #333333; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">A key aspect, however, is that the question of what is (or is not) bullying does not evolve around whether the aggressor’s (bully) behaviour is (un)intentional, but rather whether it is unwanted on the side of the recipient (target). Some of the bully’s actions might occur as apparent (unintentional) overreactions, oversights, or matters of diverging opinions, when, in fact, the behaviour is systematic. <br /><br />For instance, scheduling a work meeting during the target’s vacation falls into the category of seemingly innocent oversights, which may, however, be a deliberate action to hinder the target in receiving information vital to workplace performance, communicating their viewpoint, labeling the target as unprofessional (if they eventually fail to participate), or even to interrupt their recreation periods (which reduces the target’s resilience). </span><span face=""Open Sans", sans-serif" style="background-color: white; border: 0px; box-sizing: border-box; color: #333333; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">We provide more examples in box 1 (below)</span><span face=""Open Sans", sans-serif" style="background-color: white; border: 0px; box-sizing: border-box; color: #333333; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">. Only putting all incidents into a larger context, demonstrating the repetitive nature and the harm to the targeted individual allows to shed light on the true dynamics in a workplace bullying or workplace mobbing situation. The obscure nature, unfortunately, frequently inhibits bystanders to support the target, and may also cause misinterpretations and consequently poor handling of the situation by management (human resources, line managers, directorate, etc.). Thus, a comprehensive understanding of the dynamics behind workplace bullying and workplace mobbing is critical when tackling the issue...<br /><br /><strong style="border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">The bully.</strong> <span style="border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">Workplace aggression is typically a result of the aggressor’s weakness, rather than that of the target. Frequently, bullies feel threatened in one way or another, for example, by the target’s competence, achievements, or high work ethic and integrity. Bullies tend to compensate for a lack of acknowledgment they perceive themselves and attempt to victimize others in order to improve their own personal or professional well-being. Often bullies perfectly understand how to keep the target stressed without being spotted. For instance, rather than on</span><span style="border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">e evident attack, bullies might engage in a high frequency and diversity of seemingly subtle actions. These are more difficult to spot from the outside and harm the target through continuously reviving distress from previous experiences. Bullies may be well aware of how to present themselves as caring, cooperative, or even naive when needed, and to display the target as a disruptive individual instead. Sometimes bullies suffer from personality disorders, such as narcissism, and thus (might) enjoy their skilled psychological manipulations.<br /></span><br /><strong style="border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">The target.</strong><span style="border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;"> Targets themselves often feel confused by what they experience. They might have difficulties acknowledging the situation, and first undergo a phase of denial before realizing they are a target of workplace aggression. They may be deliberately isolated by the bully, feel ashamed and guilty, and do not know who to trust. This makes it challenging for them to speak to coworkers, friends, and family, and to seek professional help. The aggressions accumulate over time, and even seemingly small incidents can do tremendous harm, through reviving previous experiences. To outsiders (bystanders), this might sometimes give the impression that the target reacts unproportional, when a particular situation is taken out of its larger context. Unfortunately, some targets become actual victims, and sadly self-harm and even conduct suicide, or become aggressive towards others. Even without such tragedy, they might not be able to re-integrate themselves into the workforce for long, with severe and lasting consequences for physical and mental health, social relationships, and financial stability.<br /><strong style="border: 0px; box-sizing: border-box; font-family: inherit; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;"><br />The bystanders.</strong><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;"> Bystanders might be viewed as “spectators” to the situation, in “stand by”. The aggressor, however, feels significantly less powerful, if bystanders do not tolerate the bullying. Thus, “active bystanders” are a crucial component to address in the goal to stop workplace aggression. Yet, some bystanders avoid supporting the target. Some people might in fact be forced to or wilfully take sides with the bully and form a mob, from which the term “</span><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-variation-settings: inherit; font-weight: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">mobbing</span><span style="border: 0px; box-sizing: border-box; font-family: inherit; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">” derives. Others might remain “passive bystanders”. This category of bystanders might be scared to become a target themselves, feel unprepared to help, and thus ignore the situation. Most of the bystanders, however, might simply be unaware of the underlying dynamics, as academic bullies are highly skilled in hiding the nature of their true intentions. Sometimes, the aggressor is perceived as a trustworthy role model, in particular when supported by management or in a position of power themselves. The aggressor’s behaviour towards the target then sets the scene for everyone else, and the target is turned into a common enemy and viewed as the (initial) cause of trouble. Only those trained to recognize abusive situations will be able to see through the smoke and can become active bystanders, who support the target, or even “upstanders”, who advocate for change in their work environment and/or the scientific community. </span></span></span></span></p><p style="background-color: white; border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px 0px 12px; outline: none; padding: 0px; vertical-align: baseline;"><span style="font-size: medium;"><strong style="border: 0px; box-sizing: border-box; color: #333333; font-family: inherit; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;">The management.</strong><span style="border: 0px; box-sizing: border-box; color: #333333; font-family: inherit; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-style: inherit; font-variant: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;"> Problematic character traits and behaviour of singular people do not create an extended workplace bullying or even workplace mobbing situation – </span><span style="border: 0px; box-sizing: border-box; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;"><span style="color: #333333; font-family: inherit;"><span style="font-style: inherit; font-variant-caps: inherit; font-variant-ligatures: inherit;">workplace aggression thrives when management is negligent or promotes a toxic culture in the first place. Bullies may hide their actions in the grey zone, which obscures the situation leading to a lack of awareness and misunderstanding by management. At the same time, independent support systems for the target to help them analyse and advocate their case are difficult to access and afford. Aside, truly independent and neutral evaluation bodies are often missing and guidelines are only available on paper, without the implementation of proper protocols and training on how to follow them. This combination of factors might lead from workplace bullying to a workplace mobbing situation, when management refrains from supporting the target appropriately in an attempt to protect their own interests, and (indirectly) takes sides with the more powerful bully. If upright integrity and expertise are missing, management’s involvement may thus cause additional harm to the target instead of protecting the employee's health and safety (although the latter is in fact employers’ legal responsibility in many countries of the world)...</span></span><br /><br /><span face="Open Sans, sans-serif" style="color: #333333;"><span><a href="https://blogs.egu.eu/divisions/ts/2021/03/24/mind-your-head-an-introduction-to-workplace-bullying-in-academia/">https://blogs.egu.eu/divisions/ts/2021/03/24/mind-your-head-an-introduction-to-workplace-bullying-in-academia/</a></span></span></span></span></p><p><span face=""Open Sans", sans-serif" style="background-color: white; border: 0px; box-sizing: border-box; color: #333333; font-feature-settings: inherit; font-kerning: inherit; font-optical-sizing: inherit; font-size: 13px; font-stretch: inherit; font-variant-alternates: inherit; font-variant-east-asian: inherit; font-variant-numeric: inherit; font-variation-settings: inherit; line-height: inherit; margin: 0px; outline: none; padding: 0px; vertical-align: baseline;"><br /></span></p><p></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-50601961907991885682023-06-26T10:53:00.001+00:002023-06-26T10:53:23.398+00:00University of Groningen faces growing calls to reinstate sacked gender-equality researcher...<p> </p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi8atsktWuZGPtis1iSL986PlfisBzEc4hJR9-cXoJ6mMEL7S1xavlNx_ZtZW-U-yO_mRmLDAaZxM1A7EpFBeiIJMk4xqb4QNroacPooK6Tq2eS5T45SRhMiSa30-g2lIrbG5AAZsnPbXtxBxE48JjC4ytuPAGzoekyXOe7WPaJxX4ikSES0C6f/s1500/000.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1116" data-original-width="1500" height="310" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi8atsktWuZGPtis1iSL986PlfisBzEc4hJR9-cXoJ6mMEL7S1xavlNx_ZtZW-U-yO_mRmLDAaZxM1A7EpFBeiIJMk4xqb4QNroacPooK6Tq2eS5T45SRhMiSa30-g2lIrbG5AAZsnPbXtxBxE48JjC4ytuPAGzoekyXOe7WPaJxX4ikSES0C6f/w417-h310/000.png" width="417" /></a></div><br /><p></p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">A tenured professor who was sacked after speaking out against what she saw as her university’s failure to implement its own equality policy is planning to appeal against her dismissal.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">In March, a court ruled that the University of Groningen in the Netherlands could sack Susanne Täuber, a social-psychology and employment policy researcher after it found that there was a “permanently disturbed employment relationship” between the two parties.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">The ruling on 8 March, International Women’s Day, sparked a demonstration at the university and an outcry among academics around the world, with more than 3,600 signing an open letter calling for Täuber to be reinstated, saying that she was being “punished for exerting her academic freedom”.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">“Firing a scholar who published work that is critical of powerful institutions, including the university itself, sets a disturbing precedent for us all,” they wrote.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">On 23 March, University of Groningen students staged a sit-in protesting against Täuber’s firing, and highlighting the lack of “social safety” at the university.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">Täuber told Nature that she would appeal against her dismissal, which is due to take effect on 1 May.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">“I have until June to say that I am not OK with my sacking,” she says. “But then I will have to figure out who will pay for the appeal as I will be unemployed.”</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">Täuber, who is German, has worked at Groningen since 2009. In 2013, she was awarded a five-year Rosalind Franklin fellowship, a university scheme aimed at female academics, mostly those who are non-Dutch.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">In 2018, she made an official complaint that she had been passed over for promotion, arguing that she had as many published papers and research grants as colleagues who had been promoted above her...<br /><br />She says that hers is not an isolated case: a survey she undertook at the university found that of 26 employees who had made official complaints of harassment, <a data-label="https://www.rug.nl/about-ug/latest-news/news/archief2021/bijlagen/1007-yag-report-harassment-at-the-ug.pdf" data-track-category="body text link" data-track="click" href="https://www.rug.nl/about-ug/latest-news/news/archief2021/bijlagen/1007-yag-report-harassment-at-the-ug.pdf" style="background-color: transparent; box-sizing: inherit; color: #006699; overflow-wrap: break-word; text-decoration-skip-ink: auto; text-decoration-thickness: 0.0625rem; text-underline-offset: 0.08em; vertical-align: baseline; word-break: break-word;">16 had reported being further bullied</a>.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">Natalie Scholz, a historian at the University of Amsterdam, said the reason Täuber’s dismissal has sparked such anger is that it has made many academics fear similar treatment if they criticize their own institutions. The case has even <a data-label="https://twitter.com/casualgroningen/status/1640662168843476993" data-track-category="body text link" data-track="click" href="https://twitter.com/casualgroningen/status/1640662168843476993" style="background-color: transparent; box-sizing: inherit; color: #006699; overflow-wrap: break-word; text-decoration-skip-ink: auto; text-decoration-thickness: 0.0625rem; text-underline-offset: 0.08em; vertical-align: baseline; word-break: break-word;">sparked its own social media hashtag: #AmINext</a>.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">Susanne had a tenured position. If a university fires somebody who is well known in that specific field, then it looks like no one is safe … Nobody can expect to be able to speak out,” she said.</p><p style="background-color: white; box-sizing: inherit; color: #222222; font-family: Harding, Palatino, serif; font-size: 18px; overflow-wrap: break-word; word-break: break-word;">“This case shows you cannot rely on university management to help you. We need a body that is completely independent of universities, where you can go to report complaints,” she added.<br /><br />...Täuber is a member of the Academic Parity Movement, a global campaign to end bullying and discrimination in academia. Morteza Mahmoudi, a precision-health specialist at Michigan State University in East Lansing and the co-founder and director of the movement, says:</p><p style="background-color: white; box-sizing: inherit; overflow-wrap: break-word; word-break: break-word;"><span style="color: #222222; font-family: Harding, Palatino, serif;"><span style="font-size: 18px;">“Bullying slows down the evolution of science. Many smart people leave academia and public money gets wasted. And the sad thing is that the outcomes of cases like Susanne’s send a very clear signal to other perpetrators that they will be protected, and a negative signal to targets that they should use the code of silence.”</span></span><br /><br /><span style="color: #222222; font-family: Harding, Palatino, serif;"><span style="font-size: 18px;"><a href="https://www.nature.com/articles/d41586-023-01286-5">https://www.nature.com/articles/d41586-023-01286-5</a></span></span><br /><br /><br /></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-2460277106113167332023-06-07T20:44:00.004+00:002023-10-06T23:32:31.413+00:00Update to The Envy of Excellence, two decades later, 2020<p></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDhnstorq4Hi0HjxrBAruugJ0dnn1pGue7G9haA-8nGF03AXvdASmwijs1lPqnag4E4Ck2kyXHZ9d80qAOw5r_BcaesZ0_MdmGL8olcJKKVWF6VjpHWg5i_BCyzJDcRfw_fZKPvzHb8oj5VRr1_4u4BxyYt0F3l0a1C_KSv-1mJEsxMhZ-Gw/s567/000.png" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="500" data-original-width="567" height="375" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiDhnstorq4Hi0HjxrBAruugJ0dnn1pGue7G9haA-8nGF03AXvdASmwijs1lPqnag4E4Ck2kyXHZ9d80qAOw5r_BcaesZ0_MdmGL8olcJKKVWF6VjpHWg5i_BCyzJDcRfw_fZKPvzHb8oj5VRr1_4u4BxyYt0F3l0a1C_KSv-1mJEsxMhZ-Gw/w426-h375/000.png" width="426" /></a></div><br /><span><span style="font-family: arial;">.</span><span style="font-family: Calibri; font-size: medium;">..The closest I have come to listing causes of mobbing was in a 2006 article in Academic Matters, where I identified ten factors that increase the likelihood of a professor being mobbed. Three were characteristics of the workplace: <br /><br />1. A discipline with ambiguous standards and objectives, especially those (like music or literature) most affected by postmodern scholarship; <br />2. A supervisor – president, dean, department chair – in whom, as Nietzsche put it, “the impulse to punish is powerful”; and <br />3. An actual or contrived financial crunch in the academic unit (according to an African proverb, when the watering hole gets smaller, the animals get meaner). <br /><br />The remaining seven factors on my list of vulnerabilities were characteristics of the target: <br /><br />4. Foreign birth and upbringing, especially as signaled by a foreign accent; <br />5. Being different from most colleagues in an elemental way (by sex, for instance, sexual orientation, skin color, ethnicity, class origin, or credentials); <br />6. Having opposed the candidate who ends up winning appointment as one’s dean or chair (thereby looking stupid, wicked, or crazy in the latter’s eyes); <br />7. Being a ratebuster, achieving so much success in teaching or research that colleagues’ envy is aroused;
8. Publicly dissenting from politically correct ideas (meaning those held sacred by campus elites); <br />9. Defending a pariah in campus politics or the larger cultural arena; <br />10. Blowing the whistle on, or even having knowledge of, serious wrongdoing by locally powerful workmates. <br /><br />“The upshot of available research,” I concluded, “is that no professor needs to worry much about being mobbed, even in a generally vulnerable condition, so long as he or she does not rock the local academic boat. The secret is to show deference to colleagues and administrators, to be the kind of scholar they want to keep around as a way of making themselves look good. <br /><br />Jung said that ‘a man’s hatred is always concentrated on that which makes him conscious of his bad qualities.’”<br /><br /><a href="https://www.kwesthues.com/EnvyExcUPDATE2020.pdf">https://www.kwesthues.com/EnvyExcUPDATE2020.pdf</a></span></span><p></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-36796380031100133812023-02-09T16:57:00.002+00:002023-02-09T16:57:37.412+00:00Confronting Nontraditional Bullies in Academe<div style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px; text-align: left;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhBU14ZYcwndcubfsj4vKRN1INM7ozQzzf3HuF3JpML3H8wT_172Vkz32SKCpdtv86X0fml02v1bGMS5kfv10JJBmwD6AoMrdvUSl6iHRgP1g-45_vqIU5JT3nAPLe5y5QkGYGWfYxhVCZcEpb3FaTG8GQy_mPLRqNl_O_OZxJhjHii9Uj4Bw/s661/GettyImages-1135542733.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="441" data-original-width="661" height="265" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhBU14ZYcwndcubfsj4vKRN1INM7ozQzzf3HuF3JpML3H8wT_172Vkz32SKCpdtv86X0fml02v1bGMS5kfv10JJBmwD6AoMrdvUSl6iHRgP1g-45_vqIU5JT3nAPLe5y5QkGYGWfYxhVCZcEpb3FaTG8GQy_mPLRqNl_O_OZxJhjHii9Uj4Bw/w398-h265/GettyImages-1135542733.jpg" width="398" /></a></div> <br />...<span style="background-color: white; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px;">Sadly, academe is well populated by individuals who behave similarly to my former colleague, seeking opportunity wherever they find it and taking what was never offered. I refer to this manipulative meddler as an “opportunist bully,” characterized by individuals who prey on the generosity, ingenuity and collegiality of other academics.<br /></span><br /><span style="background-color: white; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px;">They may appear to be congenial colleagues who are interested in you and your work. They may seek you out for information, disappearing when they have found the key to their own grant proposal or article. They may even wish to partner with you on a collaborative project or a grant, sometimes even offering necessary expertise. It is only when the collaborative project begins to reap tangible rewards, in the form of funding, accolades or publications, that the opportunist bully’s agenda becomes clear. In maneuvering to steal the idea, claim the spotlight or dominate the funds, their bullying tendencies are revealed—particularly as they work to justify centering themselves at the expense of their collaborators.<br /></span><br />In my experience, the opportunist bully can be difficult to spot. Many people who exhibit this type of behavior seem to be collegial and engaged, not necessarily pursuing conversations with colleagues in order to hijack their research projects. In fact, in some regards the opportunist bully may actually <em style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: content-box;">be</em> collegial and engaged. But when scarce academic rewards are at stake, these otherwise seemingly congenial individuals become inappropriately territorial and manipulative.</div><p></p><div class="in-article-blocks" style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-shadow: none; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px;"></div><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px;">While the opportunist bully may appear to be a less dangerous category of academic bully than other more easily recognizable bullies, the damage they do is significant. When a colleague hoards resources, steals an original idea or otherwise preys upon another colleague’s work—most often that of a junior faculty member—the person whose work has been pilfered is likely to question their own role in allowing their work to be compromised. That can result in a sense of shame, guilt, fear and mistrust—all emotions connected with more traditional bullying behavior.</p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px;">Ultimately, once the rank of full professor is achieved, certain individuals can become so emboldened by their positions that it is relatively easy to maintain power over those whom they outrank—and sometimes even administrators who try to rein in their unbridled egos. And the segregation and uneven support that various disciplines receive can lead to a more insidious hierarchy that is internalized by the individuals within areas or programs that perceive themselves as ranking “lower” within that hierarchy.</p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px;">In such an environment, a form of bullying can arise that is described as “victim bullying” by C. K. Gunsalus in <em style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: content-box;">The College Administrator’s Survival Guide</em>. As the name suggests, in this instance, the person attempts to turn their own bullying behavior upside down, positioning themselves as the victim. Victim bullying occurs when an individual uses a position of relative power to convince others that they are treated unfairly, work harder or are the target of disrespect. Yet while these individuals insist that their work is unappreciated, they often enjoy the most resources, the least external control over their workloads and the highest academic ranks.</p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px;">A kinder term for this bully might be “the squeaky wheel.” While we may consider the squeaky wheel to be someone who’s simply persistent in expressing a need, the resolute steward who continues to speak up for the benefit of all differs markedly from the academic who uses manipulation for their own self-interest. Victim bullies may insist that their concern is for students or the greater good, but when this type of bully’s demands are pinpointed, it becomes clear that theirs is largely a narcissistic project.</p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px;">Perhaps the most disturbing instances of academic bullying involve small groups of empowered faculty members who band together in an attempt to control, punish or even push out any individual whom they see as a threat to their agenda. In their book, <em style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; box-sizing: content-box;">Faculty Incivility: The Rise of the Academic Bully Culture and What to Do About It</em>, Darla J. Twale and Barbara M. De Luca describe a relentless and insidious form of bullying known as “mobbing.” Similar to schoolyard bullying, this form of abuse typically involves a small group of people who align in the interest of achieving or maintaining power, often in order to protect the status quo—and sometimes even when their independent agendas don’t align.</p><p style="--tw-ring-color: rgba(147, 197, 253, 0.5); --tw-ring-inset: var(--tw-empty, ); --tw-ring-offset-color: #fff; --tw-ring-offset-shadow: 0 0 #0000; --tw-ring-offset-width: 0px; --tw-ring-shadow: 0 0 #0000; --tw-shadow: 0 0 #0000; background-color: white; box-sizing: content-box; color: #444444; font-family: roboto, Arial, sans-serif; font-size: 18px; line-height: 26px !important; margin: 0px 0px 26px; padding-bottom: 0px;">For example, I am aware of an academic administrator who was taken to task by a small group of faculty members after that person’s first year in a leadership position. When the administrator failed to comply with the “mob’s” self-interested agenda, through deceit and manipulation they managed to push the administrator out...<br /><br />From: <a href="https://www.insidehighered.com/advice/2023/01/20/two-types-bullies-academe-can-go-unrecognized-opinion">https://www.insidehighered.com/advice/2023/01/20/two-types-bullies-academe-can-go-unrecognized-opinion</a></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-20953193497805707432023-01-08T11:00:00.003+00:002023-10-06T23:29:53.626+00:00Addressing instrumental bullying — stopping the Schemer...<p style="text-align: left;"> <span style="font-family: Calibri; font-size: medium;">...<span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">To prevent instrumental, indirect, and covert bullying, organizations should ensure transparent, fair,</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://www.shrm.org/executive/resources/articles/pages/jealousy-at-work.aspx" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">equitable</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">, and legitimate ways to obtain rewards. Promotions, resource allocation, and other crucial decisions should be made based on transparent and accurately measured performance outcomes. “Eyeballing” performance rewards</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://hbr.org/2020/03/how-to-spot-an-incompetent-leader" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">bragging</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">, credit-taking, and possessing external markers of</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://www.fastcompany.com/90741054/resting-while-stigmatized-7-ways-to-ensure-marginalized-workers-get-time-to-recharge" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">privilege</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">.<br /></span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"><br />Moreover, ensuring justice in organizational decision making requires a mechanism for correcting high-stakes decisions when necessary (such as if the information they were based on was incomplete or false, as in Noor’s case). For example, an independent group (e.g., a committee of ombudspeople) could verify the evidence supporting demotions or progressive discipline. Specific mechanisms</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/aresolutionformanagementandemployees.aspx" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">differ</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">based on the type of organization (</span><a href="https://www.dgs.ca.gov/OHR/Resources/Page-Content/Office-of-Human-Resources-Resources-List-Folder/Personnel-Operations-Manual/Grievance" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">state</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">, private, unionized, etc.) and</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://www.nicholls.edu/policy-procedure-manual/3-unclassified-staff-policies/3-9-grievance-procedures/" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">employment</a><span style="color: #282828; letter-spacing: -0.000375rem;"><span style="background-color: white;">, often taking the form of grievance committees serving a specific type of employees (e.g., classified or unclassified, salaried or hourly). In any case, grievance and check-and-balance mechanisms may help disincentivize the reliance on instrumental bullying to get ahead.<br /></span></span><span style="background-color: white;"><br /></span><a href="https://hbr.org/2021/12/remote-work-should-be-mostly-asynchronous" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">Asynchronous</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">work tools like taskboards and shared documents may also help prevent instrumental bullying in the form of credit-taking or unfair evaluations. Beyond their purpose as productivity tools, they serve an additional function of documenting performance and contributions.<br /></span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"><br />Valid and well-designed recruitment,</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://hbr.org/2022/09/when-hiring-prioritize-assignments-over-interviews" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">selection</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">, and talent-management mechanisms that focus on demonstrated skills, results, and the ability to support others (rather than the ability to talk oneself up) also play a significant role in establishing a positive organizational climate. These can help prevent the hiring and promotion of </span><a href="https://slate.com/business/2014/05/adam-grants-give-and-take-a-theory-that-says-generous-people-do-better-at-work-than-selfish-ones.html" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">takers</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;">and</span><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><a href="https://hbr.org/2020/10/todays-leaders-need-vulnerability-not-bravado" style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; background-position: 0px 0px; background-repeat: initial; background-size: initial; box-shadow: rgb(195, 221, 219) 0px -0.1875rem 0px inset; box-sizing: inherit; color: #282828; letter-spacing: -0.000375rem; line-height: inherit; text-decoration-line: none;">overconfident</a><span style="background-color: white; color: #282828; letter-spacing: -0.000375rem;"> </span><span style="background-color: white;"><span style="color: #282828;"><span style="letter-spacing: -0.000375rem;">but incompetent individuals by identifying early signals of someone’s potential bullying behavior. For example, asking candidates to describe their experiences of failure or of enabling others to succeed will reveal degrees of humility, self-awareness, and orientation toward others...</span></span><br /><a href="https://hbr.org/2022/11/how-bullying-manifests-at-work-and-how-to-stop-it"><br /><span style="color: #282828;"><span style="letter-spacing: -0.006px;">https://hbr.org/2022/11/how-bullying-manifests-at-work-and-how-to-stop-it</span></span></a></span></span></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-28080901.post-80295798316775145962022-12-13T20:56:00.000+00:002022-12-13T20:56:08.297+00:00Susanne Täuber - Bullying as a career tool in academia<p><span style="font-family: g_d0_f3, serif; font-size: 14.3732px; height: 1em; left: 133.871px; pointer-events: all; position: absolute; top: 198.176px; transform-origin: left bottom; transform: scaleX(0.987656) translateY(1.1%); white-space: pre;"><br /></span>
</p><p class="p1" style="font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal; margin: 0px;"><span style="font-family: inherit; font-size: medium;">Amongst recent high-profile bullying and (sexual) harassment scandals in academia, many have involved perpetrators who are ‘star academics’, yet had records<span class="Apple-converted-space"> </span>of bullying and multiple complaints over many years1. People often believe that these scientists are bullies despite being star academics. Their misbehaviours are attributed to an unfortunate decoupling between being a good scientist and being a decent person. However, academics who have experienced bullying often describe patterns that suggest a different explanation entirely: bullying is a means for mediocre scientists to rise to the top. Some star academics reached their position because they are bullies, not in spite of it.</span></p><p><span style="font-family: inherit; font-size: medium;"><i>(PDF) How bullying becomes a career tool</i>. Available from: <a href="https://www.researchgate.net/publication/358433526_How_bullying_becomes_a_career_tool">https://www.researchgate.net/publication/358433526_How_bullying_becomes_a_career_tool</a> [accessed Dec 13 2022].</span></p><p><a href="https://www.youtube.com/watch?v=9UU11E_SKn8" target="_blank"><span style="font-family: inherit; font-size: medium;">https://www.youtube.com/watch?v=9UU11E_SKn8</span></a></p><div class="blogger-post-footer">The bullying of academics follows a pattern of horrendous, Orwellian elimination rituals, often hidden from the public. Despite the anti-bullying policies (often token), bullying is rife across campuses, and the victims (targets) often pay a heavy price. "Nothing strengthens authority as much as silence." Leonardo da Vinci - "All that is necessary for evil to succeed is that good men [or good women] do nothing." Winston Churchill.</div>Unknownnoreply@blogger.com0