By Ciaron O'Reilly, Brisbane, Queensland, Australia
Today I attended a solidarity vigil for Gary MacLennan outside his QUT (Queensland University of Technology) disciplinary hearing. Gary and a fellow QUT academic John Hookam, are facing disciplinary hearings and possible dismissals, for objecting to a PhD project entitled "Laughing at the Disabled". Check the link below for background on the case: http://www.youtube.com/watch?v=cEucGUEQFwA
I first met Gary in the 1970's in Brisbane, he had arrived in Brisbane at a time when "Laughing at the Irish" (Irish jokes were at their height in the '70's) and shooting them in the streets were dovetailing in his native north of Ireland. Gary was one of the courageous voices under the Bjelke Petersen state government that suppressed free speech (thousands of arrests from '77-'80) and systematic police corruption.
Gary, myself and many of our friends were victims of Political arrests, bashings, police raids and harrassment during this period. Gary has taught for over 32 years at QUT where he is celebrated as an inspirational teacher.
The "Laughing at the Disabled" PhD had been passed by the ethics committee and had exploited two adults with disabilities, setting them up to be humiliated in a country pub. Gary and John expressed opposition at the PhD presentation and later wrote an article for "The Australian" newspaper see:
http://theaustralian.news.com.au/story/0,20867,
21695011-12332,00.html?from=public_rss
These acts are the basis of the discplinary action. In a Kafkaesque twist they have been accused of "bullying" by those who bully the disabled for entertainment.
Today's hearing was held behind closed doors with no defense counsel. "Queenslander of the Year" aboriginal academic Chris Sarra http://www.abc.net.au/message/news/stories/s1126447.htm
attended the hearing to advocate for Gary.
The actions raise questions about attitudes to people with disabilities, free expression and natural justice. These questions are not being explored in the disciplinary hearing but were explored in a forum outside the hearing today. These issues need to be explored inside QUT and outside. The sacking of these courageous academics will not advance this exploration.
June 07, 2007
These things happen...
Anonymous said:
I've just read The Criteria at: http://bulliedacademics.250free.com/divestors_of_people.html and in particular "7. Staff are demorilised [sic], de-skilled or demoted." Ah, how that rings true!
The names and disciplines in the examples below are fictionalised, but parallel exactly what happens in certain universities that, since I still need to pay the mortgage, I shall not name. I suspect that many of you may find these to be familiar stories.
Dr T, well published (journal papers, a Harvard Press text book listed in Encarta), is told that, instead of teaching macroeconomics in which he has a PhD and considerable experience at his previous institution, he will have to teach marketing. He knows absolutely nothing about marketing, has never taught marketing, has absolutely no interest in marketing ... however, his head of school tells him the every member of staff should be prepared and willing to teach across the whole gamut of the school's curriculum. So he does ... and spends money on text books to keep a week ahead of the students, since he's never been offered any professional development opportunities to support him in his new role. He notices that the 'school bullies' are, on the other hand, never required to "teach across the whole gamut of the school's curriculum".
The following year Dr T is asked to teach human resource management (about which of course he knows nothing), and the year after that to teach needlework and clean the toilets. A once promising career in tatters. Pompous colleague Mr W, meanwhile, with very little background in macroeconomics is, on request, allowed to teach ... yes, you're way ahead of me there ... macroeconomics.
Dr R has pulled in a research grant for 223k euros. He informs his head of school, who replies contemptuously: "So what do you want? a pat on the head?"
Plain ol' Mr F, who does not have a degree (but then neither does his head of school), is suddenly named on the school web pages as "Dr F" and elevated to 'Director of Research' (though he does not have a single research publication to his name).
Dr L is putting together a major international conference on the political history of the Democratic Republic of Congo, 1960 to 2003. His colleague Dr J, who is black Congolese from Katanga province and a well published expert on the political history of the DRC (his father served in the 1960 administration of Patrice Lumumba), is told by Dr L that there is no role for him in this conference and that any paper he submits will be discarded unread.
These things happen. You know they do as well as I know they do, because we all know of people to whom these things have happened. The media occasionally publish a couple of column-inches on surveys of generic bullying, on university teachers quitting to become gas fitters, on low morale among academics ... but, to my knowledge, there has never been a thorough investigative report on what *really* happens in our institutions. We need courageous journalists to publish alternative league tables based on well-researched and prominently publicised cases such as those I've fictionalised above and they're all true, believe me. Let's see how that would impact on student recruitment.
Yes, by all means the THES ... but for heaven's sake don't be half-hearted about it! don't let it be just a couple more column-inches this week to be forgotten about by next week. And who reads the THES anyway? We do ... and we don't need to be told what we already know. So where should we be looking for such stories? The Daily Mail, Channel 4, The Voice, The Independent, TimeOut, and wherever else it will be read by a wider public ... and a wider public that crucially includes those 18 year olds who are deciding where they will study next year. Those 18 years olds who might feel short-changed if taught macroeconomics by Mr W or Congolese political history by Dr L ... or needlework by sad and broken Dr T.
I've just read The Criteria at: http://bulliedacademics.250free.com/divestors_of_people.html and in particular "7. Staff are demorilised [sic], de-skilled or demoted." Ah, how that rings true!
The names and disciplines in the examples below are fictionalised, but parallel exactly what happens in certain universities that, since I still need to pay the mortgage, I shall not name. I suspect that many of you may find these to be familiar stories.
Dr T, well published (journal papers, a Harvard Press text book listed in Encarta), is told that, instead of teaching macroeconomics in which he has a PhD and considerable experience at his previous institution, he will have to teach marketing. He knows absolutely nothing about marketing, has never taught marketing, has absolutely no interest in marketing ... however, his head of school tells him the every member of staff should be prepared and willing to teach across the whole gamut of the school's curriculum. So he does ... and spends money on text books to keep a week ahead of the students, since he's never been offered any professional development opportunities to support him in his new role. He notices that the 'school bullies' are, on the other hand, never required to "teach across the whole gamut of the school's curriculum".
The following year Dr T is asked to teach human resource management (about which of course he knows nothing), and the year after that to teach needlework and clean the toilets. A once promising career in tatters. Pompous colleague Mr W, meanwhile, with very little background in macroeconomics is, on request, allowed to teach ... yes, you're way ahead of me there ... macroeconomics.Dr R has pulled in a research grant for 223k euros. He informs his head of school, who replies contemptuously: "So what do you want? a pat on the head?"
Plain ol' Mr F, who does not have a degree (but then neither does his head of school), is suddenly named on the school web pages as "Dr F" and elevated to 'Director of Research' (though he does not have a single research publication to his name).
Dr L is putting together a major international conference on the political history of the Democratic Republic of Congo, 1960 to 2003. His colleague Dr J, who is black Congolese from Katanga province and a well published expert on the political history of the DRC (his father served in the 1960 administration of Patrice Lumumba), is told by Dr L that there is no role for him in this conference and that any paper he submits will be discarded unread.
These things happen. You know they do as well as I know they do, because we all know of people to whom these things have happened. The media occasionally publish a couple of column-inches on surveys of generic bullying, on university teachers quitting to become gas fitters, on low morale among academics ... but, to my knowledge, there has never been a thorough investigative report on what *really* happens in our institutions. We need courageous journalists to publish alternative league tables based on well-researched and prominently publicised cases such as those I've fictionalised above and they're all true, believe me. Let's see how that would impact on student recruitment.
Yes, by all means the THES ... but for heaven's sake don't be half-hearted about it! don't let it be just a couple more column-inches this week to be forgotten about by next week. And who reads the THES anyway? We do ... and we don't need to be told what we already know. So where should we be looking for such stories? The Daily Mail, Channel 4, The Voice, The Independent, TimeOut, and wherever else it will be read by a wider public ... and a wider public that crucially includes those 18 year olds who are deciding where they will study next year. Those 18 years olds who might feel short-changed if taught macroeconomics by Mr W or Congolese political history by Dr L ... or needlework by sad and broken Dr T.
June 03, 2007
‘Divestors of People’©
‘Divestors of People’© is a standard awarded to Higher Education institutions that excel in mismanaging, bullying, and harassing their staff.
The criteria are:
1. Lack of strategy to improve the under-performance of the institution. This does not exist, is not clearly defined, or is not communicated to staff.
2. There is lack of coherent investment in staff development.
3. Whatever strategies exist to manage staff, these are implemented to promote cronyism, incompetence, favoritism, or inequality, and to disguise management failures
4. The capabilities managers need to learn and manage staff are not defined. Managers received little or no training to improve their communication, behaviour and people skills.
5. Managers are ineffective in leading, managing, and developing staff. High levels of over-management or under-management.
6. Staff are not encouraged to take ownership and responsibility through involvement in decision-making. There is no accountability and transparency in the decision making process.
7. Staff are demorilised, de-skilled or demoted. The working environment is toxic.
8. Lack of improvements in managing people is chronic.
9. The working environment shows high levels of work-related stress.
10. Internal grievance procedures are used selectively by managers - against staff. Some managers are untouchable despite their failures.
11. Staff report high levels of bullying and harassment by managers. Fear prevails among the silent majority.
12. The governing body is detached from the staff and is in the same bed with the management. Governors show no visible interest in the affairs of the staff.
Nominations are open to all staff in all universities. Institutions qualify for the ‘Divestors of People’© award if they meet at least 50% of the above criteria and this can be verified by at least two different staff members from the same organisation. Nominators can remain anonymous.
The criteria are:
1. Lack of strategy to improve the under-performance of the institution. This does not exist, is not clearly defined, or is not communicated to staff.
2. There is lack of coherent investment in staff development.
3. Whatever strategies exist to manage staff, these are implemented to promote cronyism, incompetence, favoritism, or inequality, and to disguise management failures
4. The capabilities managers need to learn and manage staff are not defined. Managers received little or no training to improve their communication, behaviour and people skills.
5. Managers are ineffective in leading, managing, and developing staff. High levels of over-management or under-management.
6. Staff are not encouraged to take ownership and responsibility through involvement in decision-making. There is no accountability and transparency in the decision making process.
7. Staff are demorilised, de-skilled or demoted. The working environment is toxic.
8. Lack of improvements in managing people is chronic.
9. The working environment shows high levels of work-related stress.
10. Internal grievance procedures are used selectively by managers - against staff. Some managers are untouchable despite their failures.
11. Staff report high levels of bullying and harassment by managers. Fear prevails among the silent majority.
12. The governing body is detached from the staff and is in the same bed with the management. Governors show no visible interest in the affairs of the staff.
Nominations are open to all staff in all universities. Institutions qualify for the ‘Divestors of People’© award if they meet at least 50% of the above criteria and this can be verified by at least two different staff members from the same organisation. Nominators can remain anonymous.
June 02, 2007
And the ritual continues...
a) First this:
b) Then this:
The Unkindly Art of Mobbing
From Academic Matters: the Journal of Higher Education, OCUFA, Fall 2006, pp. 18-19. Ken Westhues describes how academics can gang up on unpopular colleagues — and alerts readers to the signs that an academic "mobbing" is in the works.'... If the target refuses to leave or acquiesce, the mobbing may escalate to a formal outburst of aggression. Mobbers seize upon a critical incident, some real or imagined misbehavior that they claim is proof of the target’s unworthiness to continue in the normal give and take of academic life. A degradation ritual is arranged, often in a dean’s office, sometimes in a campus tribunal. The object is to destroy the good name that is any professor’s main resource, to expose the target as not worth listening to. Public censure by the university administration leaves the target stigmatized for life. Formal dismissal with attendant publicity is social elimination in its most conclusive form...' [http://arts.uwaterloo.ca/~kwesthue/unkindlyart.htm]
c) And then, the icing on the cake:
Real academic freedom
Academics should be free to call into question our most cherished beliefs - to slaughter a whole herd of sacred cows, if that's what is required. Critical inquiry is the starting point for stable and enduring knowledge about the world, and that often means upsetting people.
But academic freedom doesn't mean that academics can say whatever they like, whenever they like. Academic freedom doesn't mean freedom to swear at their students in class, just as it doesn’t mean freedom to behave badly at dinner parties. There are certain standards and restrictions that academics should be expected to comply with, given their position as professional - and adult - members of society.
So that is why the case of Sal Fiore, a senior lecturer in computing at Wolverhampton, sacked for criticising his employers online, is not really an academic freedom issue. In an online discussion forum, Fiore linked Wolverhampton to bullying allegations, and he also conributed to a blog, 'Bulliedacademics.blogspot.com', discussing his university. Heretical books are one thing, but this is an academic behaving like his students on Facebook, who moan about people they don't like.
Academic freedom means something very specific: the pursuit of knowledge and understanding. This is inherently valuable, and can be exempted from normal administrative and professional regulations. The deputy director of a company would not expect to keep his job if he criticised the ideas of the top director. This is not the case in academia, a sphere based on the free contest of ideas. But an academic could expect the sack if he criticized his boss's hair colour or personality, which is not a matter of ideas at all, but merely a matter of bad behaviour.
So defend academic freedom - for academics that know the difference between ideas and tittle tattle. [Speaking our mind.]
d) Further:
'...At a practical level, every professor should be aware of conditions that increase vulnerability to mobbing in academe. Here are five:
• Foreign birth and upbringing, especially as signaled by a foreign accent;
• Being different from most colleagues in an elemental way (by sex, for instance, sexual orientation, skin color, ethnicity, class origin, or credentials);
• Belonging to a discipline with ambiguous standards and objectives, especially those (like music or literature) most affected by postmodern scholarship;
• Working under a dean or other administrator in whom, as Nietzsche put it, “the impulse to punish is powerful”;
• An actual or contrived financial crunch in one’s academic unit (according to an African proverb, when the watering hole gets smaller, the animals get meaner)...'
[http://arts.uwaterloo.ca/~kwesthue/unkindlyart.htm]
b) Then this:
The Unkindly Art of Mobbing
From Academic Matters: the Journal of Higher Education, OCUFA, Fall 2006, pp. 18-19. Ken Westhues describes how academics can gang up on unpopular colleagues — and alerts readers to the signs that an academic "mobbing" is in the works.'... If the target refuses to leave or acquiesce, the mobbing may escalate to a formal outburst of aggression. Mobbers seize upon a critical incident, some real or imagined misbehavior that they claim is proof of the target’s unworthiness to continue in the normal give and take of academic life. A degradation ritual is arranged, often in a dean’s office, sometimes in a campus tribunal. The object is to destroy the good name that is any professor’s main resource, to expose the target as not worth listening to. Public censure by the university administration leaves the target stigmatized for life. Formal dismissal with attendant publicity is social elimination in its most conclusive form...' [http://arts.uwaterloo.ca/~kwesthue/unkindlyart.htm]
c) And then, the icing on the cake:
Real academic freedom
Academics should be free to call into question our most cherished beliefs - to slaughter a whole herd of sacred cows, if that's what is required. Critical inquiry is the starting point for stable and enduring knowledge about the world, and that often means upsetting people.
But academic freedom doesn't mean that academics can say whatever they like, whenever they like. Academic freedom doesn't mean freedom to swear at their students in class, just as it doesn’t mean freedom to behave badly at dinner parties. There are certain standards and restrictions that academics should be expected to comply with, given their position as professional - and adult - members of society.
So that is why the case of Sal Fiore, a senior lecturer in computing at Wolverhampton, sacked for criticising his employers online, is not really an academic freedom issue. In an online discussion forum, Fiore linked Wolverhampton to bullying allegations, and he also conributed to a blog, 'Bulliedacademics.blogspot.com', discussing his university. Heretical books are one thing, but this is an academic behaving like his students on Facebook, who moan about people they don't like.
Academic freedom means something very specific: the pursuit of knowledge and understanding. This is inherently valuable, and can be exempted from normal administrative and professional regulations. The deputy director of a company would not expect to keep his job if he criticised the ideas of the top director. This is not the case in academia, a sphere based on the free contest of ideas. But an academic could expect the sack if he criticized his boss's hair colour or personality, which is not a matter of ideas at all, but merely a matter of bad behaviour.
So defend academic freedom - for academics that know the difference between ideas and tittle tattle. [Speaking our mind.]
d) Further:
'...At a practical level, every professor should be aware of conditions that increase vulnerability to mobbing in academe. Here are five:
• Foreign birth and upbringing, especially as signaled by a foreign accent;
• Being different from most colleagues in an elemental way (by sex, for instance, sexual orientation, skin color, ethnicity, class origin, or credentials);
• Belonging to a discipline with ambiguous standards and objectives, especially those (like music or literature) most affected by postmodern scholarship;
• Working under a dean or other administrator in whom, as Nietzsche put it, “the impulse to punish is powerful”;
• An actual or contrived financial crunch in one’s academic unit (according to an African proverb, when the watering hole gets smaller, the animals get meaner)...'
[http://arts.uwaterloo.ca/~kwesthue/unkindlyart.htm]
Union officials investigate bullying at business school - Wales, UK
The extent of bullying at a Welsh university is being investigated by union officials. The University and College Union has issued questionnaires to all its members in the University of Glamorgan Business School.UCU secretary for Wales Margaret Phelan said she and other officials would be meeting the university’s vice-chancellor Professor David Halton later this month to discuss the issue.
“We have sent out a questionnaire. It asks a number of questions about the business school including bullying,” Ms Phelan confirmed. “We are meeting with the vice-chancellor and can’t say anything more until then.’’
Gwyn Smith, UCU branch secretary for the university and a senior lecturer in the business school, said around half of the school’s 100-plus staff were union members. “Questionnaires have gone out from our regional office. It was a single issue about bullying and to see the extent of the problem,” he said.
Mr Smith was also unable to give more details until discussions with management had been held. Glamorgan Business School is the largest business school in Wales and is highly regarded across the UK. It has worked with companies including Hyder, Bosch, British Airways and London Underground.
The questionnaires sent out by the UCU follow a formal investigation into allegations of bullying, sexual and racial harassment and serious financial irregularities at the business school in 2003. Those allegations were made by an anonymous whistle-blower and were investigated by retired Exeter University academic, Professor Edward Abel.
Peter Crofts, head of marketing and student recruitment, said there had been no allegations of bullying at the business school in the past 12 months. He said, “The university is carrying out its own staff survey in a couple of months so we are disappointed that the UCU is carrying out its own niche survey.”
From: http://icwales.icnetwork.co.uk
------------------------------
Applause. Braaaavvooooooo. Yeah! Even more interesting that a retired professor was given the task and seems to have discovered something. So why is it that this particular university gets union interest and not others? Are there no union members in other universities? Yes, OK, we are a bit cynical. If the union wants to be taken seriously, then it should follow up on the above and expand the investigations into abuses occuring in other universities. If UCU wants some credibility, then it should follow up and not make this an isolated case. How bad does something have to get before they take notice?
May 31, 2007
The financial cost - Don't worry, universities waste taxpayer's money...
Workplace bullying contributes to a total loss of 18 million working days every year in the UK. This equates to a cost of around £2 billion each year to UK industry...Bullying and harassment causes huge damage to a corporate brand and its employees. 30-50% of stress related illnesses stem from workplace bullying. Work performance from individuals can suffer greatly as they feel unable to operate in such a stressful environment. From a managerial position, bullying is an abuse of power or authority which attempts to undermine an individual or group of employees. From a peer, it can be persistent unacceptable behaviour that is offensive and intimidating. Bullying can often turn into malicious, insulting and humiliating behaviour that diminishes an individual’s confidence and destroys their self belief...
Through group discussions, organisations were also able to openly discuss the challenges they have faced when dealing with bullying and harassment and possible solutions. The biggest challenges that came to light were:
• Educating managers who are oblivious to their legal responsibilities and ensuring they are aware of policies
• Acknowledging that bullying is taking place
• The difference between policies and the actual working environment
• Removing stereotypes across gender, race, religion, sexual preference, disability etc
• Attracting more women into male dominated industries
The best practise solutions that stemmed from these discussions included:
• Proper investigation procedures, starting at grass roots level. Clear pathways so employees and employers know the core values of an organisation and their code of conduct
• Buy in from senior management level. Commitment from senior level leads to a cascade down through an organisation.
• Staff associations / network groups
• Taking responsibility and challenging the bullying to stamp it out
...With the cost of a tribunal process estimated at around £40,000, and the cost of replacing an employee estimated at anywhere between £8,500 and up to two to three times that person’s salary, organisations simply cannot afford to ignore the issue of bullying...
From: http://www.prlog.org/
From HEFCE we know: 'Higher education institutions are legally independent corporate bodies. Their councils or boards of governors are responsible for the effective management and future development of their affairs. They are ultimately responsible for all affairs of the institution.' And 'Staff complainants should seek advice through their union representative. All institutions have grievance and whistleblowing procedures.' Wow!
In other words, financial mismanagement due to workplace bullying - and the waste of taxpayer's money - are of no interest to HEFCE. Has HEFCE ever calculated how much money is lost through workplace bullying in HEIs? Has HECFE ever held accountable any HEI in this respect?
HEFCE's mission statement: 'Working in partnership, the Higher Education Funding Council for England (HEFCE) promotes and funds high-quality, cost-effective teaching and research, meeting the diverse needs of students, the economy and society.' HEFCE you are failing your own mission.
May 30, 2007
Our message to UCU's inaugural Congress...
UCU's inaugural Congress meeting takes place 30 May - 1 June 2007 at the Bournemouth International Centre. This includes meetings of the higher education and further education sector conferences.
Congress and sector conferences are the supreme policy making bodies of the union. Congress decides policy on all matters not particular to any sector; sector conferences decide policy on all professional and employment matters particular to a sector, subject to any fundamental principles of policy appropriate to and established by congress.
Our message to all delegates (Congress and Sector conferences) on workplace bullying in academia, is simple...
A trip down memory lane June 3rd 06 from postings on this blog - one year ago...
Quotes from emails:
'...After 2-3 years of inaction and no support from my union, with the last few months on medication and receiving mental health councelling, all this while on suspension because I tried to expose institutionalised bullying, and while I watch the serial bully being promoted and taking over my office, I very reluctantly decided to write to the top persons in my union a very polite letter reminding them that I have not received the support I needed. This is the reply I received: "Our union does not have a specialist on workplace bullying to deal with your case now. We do not normally use any specialist consultant..."
'...After the TUC (Trades Union Congress) I will be writing to the ILO, and then last I will resign my union membership making sure that the media know why...'
'...The trade unions already see, realise, understand the plague of bullying in the workplace. They are quite happy with it. That is the way things are meant to be. One man's [or woman's] workplace bullying is another man's [or woman's] strong management / flexible workforce mantra...'
'...It is one thing to have my employers not understanding bullying, and it is another thing if the union itself is ignorant...'
'...I have no doubt that unions and TUC are hopeless [with workplace bullying]. I still think it is worthwhile showing the world how hopeless they are - at a cost of a stamp...'
'...The TUC general secretary will say that he has no powers to intervene in the affairs of an individual trade union. The TUC is simply the trade union's trade union... I would have been relatively happier if my trade union had maintained indifference. They ended up working against me by destroying and delaying documents, passing confidential info to my employers, all sorts of things...'
'...I have first hand experience of one particular union that has sat on its hands twice, in cases I have seen and been involved in. That union of shame is XXXXXX. No wonder so many health workers live in fear, there is no protection whatsoever...'
***************************************
'...The actions of my union have damaged my mental health and sense of trust far worse that the bullying of my employer...'
***************************************
Congress and sector conferences are the supreme policy making bodies of the union. Congress decides policy on all matters not particular to any sector; sector conferences decide policy on all professional and employment matters particular to a sector, subject to any fundamental principles of policy appropriate to and established by congress.
Our message to all delegates (Congress and Sector conferences) on workplace bullying in academia, is simple...
A trip down memory lane June 3rd 06 from postings on this blog - one year ago...
Quotes from emails:
'...After 2-3 years of inaction and no support from my union, with the last few months on medication and receiving mental health councelling, all this while on suspension because I tried to expose institutionalised bullying, and while I watch the serial bully being promoted and taking over my office, I very reluctantly decided to write to the top persons in my union a very polite letter reminding them that I have not received the support I needed. This is the reply I received: "Our union does not have a specialist on workplace bullying to deal with your case now. We do not normally use any specialist consultant..."
'...After the TUC (Trades Union Congress) I will be writing to the ILO, and then last I will resign my union membership making sure that the media know why...'
'...The trade unions already see, realise, understand the plague of bullying in the workplace. They are quite happy with it. That is the way things are meant to be. One man's [or woman's] workplace bullying is another man's [or woman's] strong management / flexible workforce mantra...'
'...It is one thing to have my employers not understanding bullying, and it is another thing if the union itself is ignorant...'
'...I have no doubt that unions and TUC are hopeless [with workplace bullying]. I still think it is worthwhile showing the world how hopeless they are - at a cost of a stamp...'
'...The TUC general secretary will say that he has no powers to intervene in the affairs of an individual trade union. The TUC is simply the trade union's trade union... I would have been relatively happier if my trade union had maintained indifference. They ended up working against me by destroying and delaying documents, passing confidential info to my employers, all sorts of things...'
'...I have first hand experience of one particular union that has sat on its hands twice, in cases I have seen and been involved in. That union of shame is XXXXXX. No wonder so many health workers live in fear, there is no protection whatsoever...'
***************************************
'...The actions of my union have damaged my mental health and sense of trust far worse that the bullying of my employer...'
***************************************
How we cope with the pain...
Feeling mistreated can hurt, especially when it comes to the heart (1). An 11-year study of 8000 senior civil servants in London found that those who strongly agreed with the statement "I often have the feeling that I am being treated unfairly" had an increased risk of heart attack (hat tip pharmagossip ).Out of the 567 people who agreed very strongly with this statement, 51 suffered a heart attack or severe chest pains, known as angina. By comparison, 64 out of the 966 people
who felt mild mistreatment had these heart problems. The results appear in the Journal of Epidemiology and Community Health (2,3).
There is growing evidence that despair can have all sorts of ill effects on the body (4, 5). Wrongly suspended and bullied doctors frequently suffer permanent ill health, and many have committed suicide or have experienced myocardial events (6, 7).
Doctors who have been suspended (often for whistleblowing) have a mortality rate of over 2%. This is higher than the mortality rate for open cardiac surgery and is entirely induced by employers. The mortality falls principally into two categories. (a) clinical depression ending in suicide and (b) myocardial infarction. Myocardial infarction is four times more common among suspended doctors than other doctors of the same age and sex. It has been recommended that affected individuals should take low dose asprin to reduce the risk of cardiac events (7).
This posting is dedicated to my pathology colleague, Dr Chris Chapman who died on 4/11/98 at the age of 56. Chris Chapman was a Principal Biochemist at Leeds General Infirmary working in conjunction with Leeds University, was made redundant after alleging corruption and fraud in the research being carried out. He was sacked the day before his 50th birthday to avoid paying him pension. He was re- instated following his legal victory. In a saga characterised by whitewash and obfuscation, inquiries were held to clarify the facts before a number of senior academics were given early retirement and replaced. However, this was too late for Chris.
See also
- Jean Lennane. The canary down the mine: what whistleblowers' health tells us about their environment [Link]
- Lennane K.J. "Whistleblowing": a health issue. British Medical Journal, 1993. 307: 667-670 [Link]
- Yamey G. Editorial: Protecting whistleblowers. Employers should respond to the message, not shoot the messenger BMJ 2000;320:70-71 [Link]
From: Scientific Misconduct Blog: Take good care of yourself - the health hazards of truthtelling.
Happy Birthday...
This blog is one year old. No time to celebrate and little to be proud of. During this time we had around 20000 visits from 60 different countries, the majority of which came from the UK, US, Canada, Australia and New Zealand. On average we receive every week one story of abuse, harassment or bullying in academia - mostly by managers. The pattern is well-known and well-established. The contributors to this blog wish to thank you all for your support. We now have some voice and a very long way to go...
May 29, 2007
Judgements of UK Employment Appeal Tribunals involving universities
• Association of University Teachers UKEATS/0072/05 Practice -and- Procedure / Striking-out/dismissal - DR L LIU -and- THE ASSOCIATION OF UNIVERSITY TEACHERS - THE HONOURABLE LADY SMITH 07/02/2007.
UKEATPA/0666/05 Practice -and- Procedure / Appellate jurisdiction/Reasons/Burns-Barke - MR S DEMAN -and- (1) ASSOCIATION OF UNIVERSITY TEACHERS (2) MR D TRIESMAN (3) MR B EVERETT (4) DR G TALBOT (5) DR J DE GROOT - HIS HONOUR JUDGE McMULLEN QC - 26/09/2005.
EAT/142/03 & EAT/266/03 Practice -and- Procedure / Estoppel or Abuse of Process - MR SURESH DEMAN -and- (1) THE ASSOCIATION OF UNIVERSITY TEACHERS (2) DR D TRIESMAN (2) MR P COTTERELL (3) MR A KETT (4) MR P MITCHELL - MR RECORDER LUBA QC - 02/07/2003.
E/746/99 Race Discrimination / Inferring discrimination - DR S DEMAN -and- ASSOCIATION OF UNIVERSITY TEACHERS AND OTHERS - THE HONOURABLE MR JUSTICE LINDSAY (P) - 05/02/2002.
• BradfordUKEAT/572/03 Race Discrimination / Direct - MR S DEMAN -and- (1) UNIVERSITY OF BRADFORD (2) MR P BUNTING (3) MR S R ICE-BIRCHALL - His Hon Judge BIRTLES QC - 05/11/2003.
EAT/597/02 Practice and Procedure / Bias, misconduct and procedural irregularity - MR S DEMAN -and- (1) UNIVERSITY OF BRADFORD (2) PROFESSOR GRACE ALDERSON - His Hon Judge J BURKE QC - 22/05/2003.
• BrightonEAT/747/02 Disability Discrimination / Disability - UNIVERSITY OF BRIGHTON -and- MS T TABARY-PETERSSEN - THE HONOURABLE MR JUSTICE WALL - 09/06/2003.
EAT/0637/00 Unfair Dismissal / Reason for dismissal including substantial other reason - MR N G WILSON -and- UNIVERSITY OF BRIGHTON - THE HONOURABLE MR JUSTICE LINDSAY (PRESIDENT) - 09/09/2001.
• Brighton and Sussex University Hospitals TrustUKEAT/0651/05 Race Discrimination / Direct - DR VIVIENNE JEAN LYFAR -and- BRIGHTON & SUSSEX UNIVERSITY HOSPITALS TRUST - HIS HONOUR JUDGE MCMULLEN QC - 31/01/2006.
• Brunel UniversityUKEAT/0307/06 Practice -and- Procedure / Admissibility of evidence - (1) BRUNEL UNIVERSITY (2) PROFESSOR SCHWARTZ -and- (1) PROFESSOR VASEGHI (2) MS G WEBSTER - HIS HONOUR JUDGE ANSELL - 17/08/2006.
UKEAT/0757/04/DA & UKEAT/0222/05/DA Trade Union Rights / Action short of dismissal - PROFESSOR SAEED VASEGHI -and- BRUNEL UNIVERSITY - HIS HONOUR JUDGE PUGSLEY - 12/08/2005.
UKEAT/0730/04 Race Discrimination / Burden of proof - MS G WEBSTER -and- BRUNEL UNIVERSITY - THE HONOURABLE MR JUSTICE BURTON - 14/12/2004.
UKEAT/0757/04/DA Trade Union Rights / Action short of dismissal - PROFESSOR SAEED VASEGHI -and- BRUNEL UNIVERSITY - THE HONOURABLE MR JUSTICE BURTON - 08/12/2004.
• Canterbury Christ ChurchUKEAT/0428/04 Contract of Employment / Wrongful dismissal - MR WILLIAM GIRLING WRIGHT -and- CANTERBURY CHRIST CHURCH UNIVERSITY COLLEGE - HIS HONOUR JUDGE SEROTA QC - 06/04/2005.
• City UniversityUKEAT/0851/04 Sex Discrimination / Aiding -and- abetting - MR A MOYHING -and- (1) HOMERTON UNIVERSITY HOSPITALS NHS (2) BARTS AND THE LONDON NHS TRUST (3) TOWER HAMLETS PRIMARY CARE TRUST (4) CITY UNIVERSITY - THE HONOURABLE MR JUSTICE BURTON - 03/03/2005.
EAT/1065/02 Unfair Dismissal / Other - MR S DEAMAN -and- CITY UNIVERSITY - HIS HON JUDGE McMULLEN QC - 18/10/2002.
• East LondonUKEAT/0495/04 Practice -and- Procedure / Compromise - UNIVERSITY OF EAST LONDON -and- DR D HINTON - HIS HONOUR JUDGE ANSELL - 24/09/2004.
• EdinburghEATS/0020/03 Practice -and- Procedure / Application/Claim - MRS ANNE MURRAY or FINLAY -and- UNIVERSITY OF EDINBURGH - THE HONOURABLE LORD JOHNSTON - 29/08/2003.
• GlasgowEATS/0018/05 Practice -and- Procedure / Application/Claim - DR ABDOLREZA AHARI -and- (1) UNIVERSITY OF GLASGOW (2) HCI (SCOTLAND) LTD - HIS HONOUR JUDGE McMULLEN QC - 31/08/2005.
0067/02 Race Discrimination / Direct - MRS DOROTHY KALEKYE OLWA -and- (1) NORTH GLASGOW UNIVERSITY HOSPITALS NHS TRUST (2) MISS MARY McGINLEY - THE HONOURABLE LORD JOHNSTON - 22/03/2004.
EAT/74/01 Procedural Issues / Employment Tribunal - UNIVERSITY OF GLASGOW -and- MR RAHUL JINDAL - THE HONOURABLE LORD JOHNSTON - 31/05/2001.
• Grampian University Hospital TrustEAT/291/02 Unfair Dismissal / Procedural fairness/automatically unfair dismissal - MRS MYRA H NIXON -and- GRAMPIAN UNIVERSITY HOSPITAL NHS TRUST - THE HONOURABLE LORD JOHNSTON - 21/10/2002.
• GreenwichUKEAT/0875/03 Practice -and- Procedure / Compromise - MRS J MAYO-DEMAN - UNIVERSITY OF GREENWICH & OTHERS - HIS HONOUR JUDGE J R REID QC - 15/06/2005.
EAT/1114/02 Practice -and- Procedure / Costs - DR S M VAEZI-NEJAD -and- UNIVERSITY OF GREENWICH - His Hon Judge D M Levy QC - 11/07/2003.
EAT/1114/02 Practice -and- Procedure / Striking-out/dismissal - DR S M VAEZI-NEJAD -and- UNIVERSITY OF GREENWICH - His Hon Judge D M Levy QC - 11/07/2003.
UKEAT/942/01/RN Race Discrimination / Victimisation - MR PHILTON MOORE -and- THE UNIVERSITY OF GREENWICH (2) RUSSELL BROCKETT - THE HONOURABLE MR JUSTICE BURTON (P) - 03/06/2003.
EAT/882/02 Sex Discrimination / Direct - MS S MILNER -and- THE UNIVERSITY OF GREENWICH - MR COMMISSIONER HOWELL QC - 11/03/2003.
• HuddersfieldEAT/596/02 Sex Discrimination / Burden of proof - THE UNIVERSITY OF HUDDERSFIELD -and- DR P R WOLFF - THE HONOURABLE MR JUSTICE BURTON (P) - 16/07/2003.
• Kent at CanterburyEAT/474/02 Time Limits / (no sub-topic) - MS M FITZGERALD - UNIVERSITY OF KENT AT CANTERBURY - HIS HON JUDGE CLARK - 18/03/2003.
• Kingston UniversityUKEAT/0008/07 Sex Discrimination / Victimisation - DR R BENVENISTE -and- KINGSTON UNIVERSITY - THE HONOURABLE MR JUSTICE UNDERHILL - 28/03/2007.
UKEAT/0393/05 Practice -and- Procedure / (no sub-topic) - DR R BENEVISTE -and- KINGSTON UNIVERSITY - HIS HONOUR JUDGE RICHARDSON - 21/12/2005.
• LeicesterEAT/1419/99 Procedural Issues / Employment Tribunal - MS R SUNLEY -and- UNIVERSITY OF LEICESTER - THE HONOURABLE MR JUSTICE HOOPER - 15/03/2001.
• Lincolnshire and HumbersideEAT/775/00 & EAT/1444/00 Unfair Dismissal / Reason for dismissal including substantial other reason - UNIVERSITY OF LINCOLNSHIRE & HUMBERSIDE -and- MR T LANE - MR COMMISSIONER HOWELL QC - 13/12/2001.
• LondonUKEAT/0118/06 & UKEAT/0119/06 Race Discrimination / Victimisation - DR J MEHTA -and- UNIVERSITY OF LONDON & OTHERS - HIS HONOUR JUDGE BURKE QC - 21/06/2006.
UKEAT/0123/05 Working Time Regulations / Worker - DR M TARIQUEZ-ZAMAN -and- UNIVERSITY OF LONDON (LONDON DEANERY OF POSTGRADUATE MEDICAL & DENTAL EDUCATION) - HIS HONOUR JUDGE MCMULLEN QC - 27/06/2005.
EAT/1409/01 Race Discrimination / Direct - MR P SINGH -and- UNIVERSITY HOSPITAL NHS TRUST - His Hon Judge J BURKE QC - 27/09/2002.
• London GuildhallEAT/664/98 Race Discrimination / Direct - MR D K DASS -and- LONDON GUILDHALL UNIVERSITY - THE HONOURABLE MR JUSTICE MORISON (P) - 21/06/1999.
• London Metropolitan UniversityUKEAT/0286/06 Transfer of Undertakings / Dismissal - LONDON METROPOLITAN UNIVERSITY -and- 1) DR K A SACKUR AND OTHERS 2) MR R THOYTS 3) MR G ROBERTS - HIS HONOUR JUDGE MCMULLEN QC - 17/08/2006.
UKEAT/0252/06 Race Discrimination / Victimisation - MR C HENRY -and- LONDON METROPOLITAN UNIVERSITY HIS HONOUR JUDGE BURKE QC - 07/07/2006.
UKEAT/0344/04 Race Discrimination / Victimisation - LONDON METROPOLITAN UNIVERSITY (PREVIOUSLY UNIVERSITY OF NORTH LONDON) -and- MR C HENRY - HIS HONOUR JUDGE SEROTA - 19/11/2004.
UKEAT/0846/03 Race Discrimination / Indirect - MRS S H LANE -and- LONDON METROPOLITAN UNIVERSITY - HIS HONOUR JUDGE D SEROTA QC - 28/10/2004.
• London South BankEAT/279/03 & EAT/280/03 Race Discrimination / Aiding -and- abetting - (1) MR A ANYANWU (2) MR O EBUZOEME -and- (1) MR O EBUZOEME (2) LONDON SOUTH BANK STUDENT UNION (3) LONDON SOUTH BANK UNIVERSITY - HIS HON JUDGE D SEROTA QC - 11/08/2003.
• LutonEAT/865/99 Unfair Dismissal / Procedural fairness/automatically unfair dismissal - MRS P IGBOLEKWO -and- 1) THE UNIVERSITY OF LUTON 2) MRS B BURDEN - HIS HONOUR JUDGE D M LEVY QC - 18/12/2000.
• Manchester MetropolitanEAT/640/99 Disability Discrimination / Reasonable adjustments - DR R E J RUDZKI -and- MANCHESTER METROPOLITIAN UNIVERSITY - HIS HONOUR JUDGE PETER CLARK - 27/06/2000.
• MiddlesexUKEAT/0134/05 Equal Pay Act / Out of time - DR N THATCHER -and- (1) MIDDLESEX UNIVERSITY (2) SECRETARY OF STATE FOR EDUCATION - HIS HONOUR JUDGE MCMULLEN QC - 10/06/2005.
• Napier UniversityEATS/0052/02 Sex Discrimination / Direct - ALBERT JOHN TITTERINGTON -and- (1) JOHN ENSOR (2) NAPIER UNIVERSITY - THE HONOURABLE LORD JOHNSTON - 31/10/2003.
• OxfordEAT/294/02 Race Discrimination / Inferring discrimination - DR C C ANYA -and- (1) UNIVERSITY OF OXFORD (2) DR S G ROBERTS - HIS HON JUDGE ANSELL - 04/02/2003.
• St AndrewsUKEATS/0025/05/RN Unfair Dismissal / Constructive dismissal - MR DECLAN QUIGLEY -and- UNIVERSITY OF ST ANDREW - THE HONOURABLE LADY SMITH - 09/08/2006.
• St Martin and St JohnUKEAT/0196/06 Part Time Workers / (no sub-topic) - MRS M R DENNISON -and- THE UNIVERSITY COLLEGE OF ST MARK AND ST JOHN & OTHERS - THE HONOURABLE MR JUSTICE ELIAS (President) - 19/07/2006.
• SheffieldUKEAT/0304/05 Race Discrimination / Victimisation - MR S DEMAN -and- (1) PROFESSOR DAVID OWEN (2) THE UNIVERSITY OF SHEFFIELD - THE HONOURABLE MR JUSTICE BEAN - 15/03/2006.
EAT/201/01 Procedural Issues / Employment Tribunal - DR A M S ZALZALA -and- UNIVERSITY OF SHEFFIELD - HIS HON JUDGE CLARK - 29/11/2002.
• Sheffield HallamEAT/6/99 Disability Discrimination / Reasonable adjustments - MR M MURPHY -and- SHEFFIELD HALLAM UNIVERSITY - HIS HONOUR JUDGE PETER CLARK - 11/01/2000.
• South BankUKEAT/0232/05 Disability Discrimination / Justification - MS K GUNNESS -and- SOUTH BANK UNIVERSITY - THE HONOURABLE MR JUSTICE BURTON - 25/07/2005.
• SouthamptonUKEAT/0574/05 Practice -and- Procedure / Disclosure - UNIVERSITY OF SOUTHAMPTON -and- DR C K KELLY - HIS HONOUR JUDGE RICHARDSON - 14/11/2005.
• StaffordshireEAT/0322/00 Disability Discrimination / Disability -and- STAFFORDSHIRE UNIVERSITY - THE HONOURABLE MR JUSTICE LINDSAY (PRESIDENT) - 11/12/2001.
• StrathclydeEATS/0003/02 Procedural Issues / Employment Appeal Tribunal - MR SHASHI KUMAR -and- UNIVERSITY OF STRATHCLYDE & 3 ORS - THE HONOURABLE LORD JOHNSTON - 26/06/2002.
• SunderlandEAT/1341/01 Race Discrimination / Indirect - DR R E RUDZKI -and- UNIVERSITY OF SUNDERLAND - HIS HON JUDGE J R REID QC - 19/07/2002.
• SurreyUKEAT/0045/03 Disability Discrimination / Disability - MRS A OLDFIELD -and- UNIVERSITY OF SURREY - His Hon Judge J BURKE QC - 11/06/2003.
EAT/462/00 Disability Discrimination / Disability - DR G A MOWAT-BROWN -and- UNIVERSITY OF SURREY - HIS HONOUR JUDGE J R REID QC - 10/12/2001.
• Thames Valley UniversityUKEAT/0479/06 Contract of Employment / Wrongful dismissal - DR Z GUERNINA -and- THAMES VALLEY UNIVERSITY - THE HONOURABLE MR JUSTICE ELIAS (PRESIDENT) - 21/12/2006.
• University College LondonUKEAT/0078/05 & UKEAT/0107/05 Practice -and- Procedure / Perversity - CAMDEN PRIMARY CARE TRUST AND UNIVERSITY COLLEGE LONDON -and- RACHEL SKITTRALL & OTHERS - HIS HONOUR JUDGE PETER CLARK - 07/06/2005.
EAT/962/95 EAT/1236/95 EAT/717/96 Contract of Employment / Breach of Contract - URSULA RINIKER -and- UNIVERSITY COLLEGE LONDON - THE HONOURABLE MR JUSTICE MORISON (P) - 23/08/1999.
• Victoria University of ManchesterEAT/167/99 Sex Discrimination / Direct - DR V LEAVERS -and- THE VICTORIA UNIVERSITY OF MANCHESTER - HIS HONOUR JUDGE PETER CLARK - 21/02/2000.
EAT/1375/98 Procedural Issues / Employment Tribunal - MR S DEMAN -and- VICTORIA UNIVERSITY OF MANCHESTER - HIS HONOUR JUDGE PETER CLARK - 28/09/1998.
• WarwickUKEAT/1223/02 Disability Discrimination / Victimisation - MS YAEL KAHN -and- (1) THE UNIVERSITY OF WARWICK (2) PROFESSOR ABDUL PALIWALA (3) PROFESSOR MIKE MCCONVILLE - HIS HONOUR JUDGE MCMULLEN QC - 27/04/2004.
UKEAT/0822/03 Unfair Dismissal / Reasonableness of dismissal - MR EDWARD NEEDHAM -and- UNIVERSITY OF WARWICK - THE HONOURABLE MRS JUSTICE COX - 17/03/2004.
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From: http://www.iol.ie/~stuartneilson/bullying/
The above are some cases that made it to the Employment Tribunal stage. How many have never made it?
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