Bullying at the University of Newcastle (Australia)
We are working to highlight and stop academic workplace bullying at the University of Newcastle, Australia. We are a group of staff and students who have been bullied for speaking out about misconduct.
Help make a difference –
*answer our survey,
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This will help us gather as much information as possible so that we can put an end to this bullying with its’ decades-long history.
“Systemic bullying, hazing and abuse generally are identified with poor, weak or toxic organizational cultures. Cultures that are toxic have stated ethical values that are espoused but not employed, and other non-ethical values which are operational, dominant, but unstated.
Such cultures thrive when good people are silent, silenced, or pushed out; when bad apples are vocal, retained, promoted, and empowered; and when the neutral majority remain silent in order to survive. Those who are most successful in such a toxic culture are those who have adapted to it, or adopted it as their own”. (McKay, Arnold, Fratzl & Thomas, 2008)
Wednesday, July 27, 2016
"the best teams respect one another’s emotions and are mindful that all members should contribute to the conversation equally. It has less to do with who is in a team, and more with how a team’s members interact with one another." (Aamna Moden, Quartz)
Just think how different the workplace at the University of Newcastle would be if there was just a little respect, inclusiveness and fairness!
Wednesday, July 20, 2016
"One of the victims of Newcastle University is now fighting for their lives in hospital.
I hope management are glad they have almost cost a decent person their life."
This is an extremely concerning and urgent matter.
From our survey of 195 staff/students of the University of Newcastle, 45 of them had considered or attempted suicide because of the bullying behaviour they had suffered at the university.
Anyone with any information about this person and their situation is urgently asked to contact us at
Tuesday, February 23, 2016
Last year, Caroline McMillen, VC of the University of Newcastle, was applying for jobs but with no success.
This year, Caroline McMillen, VC of the University of Newcastle, has signed up for another three and a half years, saying
“That is exactly what I wanted. I have a clear sense that this is the right timing. Eight years in a leadership position is about right. That’s what all the literature says. Eight years is the right amount of time to make your mark,”
Previously, Caroline McMillen, VC of the University of Newcastle, refused to meet us to discuss the bullying and harassment at the uni because she has a "personal policy" (??) of not being in contact with anonymous people (while addressing us by name).
This year, will Caroline McMillen, VC of the University of Newcastle, agree to meet us to discuss the bullying situation at the university??
Monday, February 1, 2016
"Workplace Gender Equality Agency (WGEA) Employer of Choice for Gender Equality (EOCGE) citation, acknowledging UON as a national role model for innovation and best practice on issues of workplace gender equality." (UoN website).
The University also loudly proclaims that it is in the top 3% of universities in the world (lying somewhere between 250th and 300th in the rankings).
THe University must therefore be thrilled with the latest rankings: In the "Fastest Growing Sugar Baby Schools ranking, with the University of Sydney topping the list with 90 new members joining in past 12 months. The University of Newcastle was close behind with 85 sign-ups".
So what is this latest ranking? This is the "Seeking arrangement" organisation for "young women and students who date older, rich men, known as “sugar daddies”, in return for lavish gifts and allowances". “Young, educated and broke” Australian students are now “easing the burden with help from sugar daddies”.
One student in Perth received around $75,000 last year from her sugar daddy. Seeking Arrangement says that their "arrangements" are an easy answer to crippling student debt.
In true gender equality style, the student from Perth"says it took a “couple of months” before they had sex".
Will the University of Newcastle be adding this to their adverts and to their website
Sunday, January 31, 2016
"difficulty recognizing the needs and feelings of others, and are dismissive, contemptuous and impatient when others share or discuss their concerns or problems. They are also oblivious to the hurtfulness of their behaviour or remarks, show an emotional coldness and a lack of reciprocal interest".
The DSM-IV Diagnostic Criteria for Narcissistic Personality Disorder are:
A pervasive pattern of grandiosity, need for admiration, lack of empathy, as indicated by at least five of:
1. a grandiose sense of self-importanceThe survey of 195 individuals who described their bullying at the University of Newcastle have described similar behaviour from the staff that bullied them, especially those in higher levels of management at the University - the sense of self-importance, sense of entitlement, lacking empathy and unwilling to recognise the feelings and needs of others. Lower levels of management can rely on the higher levels of management to destroy anyone who questions their grandiose sense of self-importance and entitlement so that the status quo can be preserved. Anyone (whistleblowers) questioning their superiority is removed, gagged and silenced.
2. is preoccupied with fantasies of unlimited success, power, brilliance, beauty, or ideal love
3. believes that he or she is "special" and can only be understood by, or should associate with, other special or high-status people (or institutions)
4. requires excessive admiration
5. has a sense of entitlement, ie unreasonable expectations of especially favourable treatment or automatic compliance with his or her expectations
6. is interpersonally exploitative, ie takes advantage of others to achieve his or her own ends
7. lacks empathy and is unwilling to recognize or identify with the feelings and needs of others
8. is often envious of others or believes that others are envious of him or her
9. shows arrogant, haughty behaviours or attitudes.
Wednesday, January 27, 2016
"Senior academics have raised concerns cheating at major Australian universities may be easier than many supervisors realise."
Cheating is not an issue at the University of Newcastle - anyone who raises concerns about any form of cheating (particularly if it is staff cheating) are vaporised, removed, exterminated, destroyed, obliterated and eliminated!
Wednesday, January 13, 2016
"Imagine being dismissed from your job without being told of the reasons why and without being provided with any evidence of wrongdoing. This Kafka-esque scenario feels like a tale from decades ago and deep behind the iron curtain – but it is happening in Britain, right now. In fact, it is happening more and more."
Why is the writer surprised? It has happened (and probably still does) at the University of Newcastle, Australia.
Relating to such cases in Britain, The Conversation says that this raises
"issues of principles of fundamental concerns such as the right to a fair hearing provided under the European Convention of Human Rights, and equal treatment directives under EU law. Numerous legal challenges have been raised."
Meanwhile back in Australia and especially Newcastle, "Unlike most similar liberal democracies, Australia has no Bill of Rights to protect human rights" (AHRC).
Those of us who have lost our jobs at the University of Newcastle and have never been provided with reasons have no recourse to a Bill of Rights. Recourse to the University's extensive library of policies is no help either - as long as the policy exists, no action needs to be taken.