UK's largest funder takes a stance against bullying and harassment
UK Research and Innovation (UKRI), a unified body of several research entities and the UK’s largest funder, has released a position statement on bullying and harassment in research workplaces. This stance is based on the learnings of an evidence review by The Global Institute for Women’s Leadership (at King’s College London) that UKRI commissioned earlier this year. The organization worked for over a year to shape this policy meant to prevent bullying and harassment in academia.
The key action points according to the statement are:
- Going forward, UKRI will provide funding only to those applicants who have frameworks and measures in place to prevent and address bullying and harassment at workplace.
- Applicants should follow the guidelines by Advisory, Conciliation and Arbitration Service (Acas), a well-recognized advisory body for UK employers and managers, including UKRI.
- In cases where it receives consistent evidence that institutions are failing to meet the expectations of the Equality Act, UKRI may consider approaching Equality and Human Rights Commission (EHRC), which operates as the UK’s equality body, for redressal.
UKRI has also laid out a three-year plan to support applicants in working toward these goals. In this timeframe, UKRI will undertake research to understand the factors for bullying and harassment in research environments and also develop resources for the reporting and redressal of complaints.
Expanding on UKRI’s vision, Jennifer Rubin who is Executive Chair of Economic and Social Research Council (ESRC) and UKRI Champion for Equality, Diversity and Inclusion, said: “Bullying and harassment is detrimental to individual careers and experience. It’s also destructive of the wider culture and environment for research and innovation. It is crucial that we use our position as the UK’s main public funder to promote a research environment in which all are shown respect.”
UKRI started work in the direction of safe and respectful places in research shortly after its formation in April last year and close on the heels of allegations of bullying against Sir Mike Stratton, Director of the Wellcome Sanger Institute, in August last year. Against this backdrop, UKRI’s Chief Executive Sir Mark Walport had indicated that UKRI might even consider “removal and reallocation of funding when requirements are not met or allegations have been upheld.” The position statement though makes no reference to withdrawing funding. However, it does state that in the next update to its funding terms and conditions in 2020, UKRI will share the actions it will take if its expectations are not met.
The organization may have decided to defer the decision to withdraw funding based on a suggestion in the evidence review that “it is still an open question” whether withdrawing funding will bring about the desired culture change or result merely in token compliance. Also, such a measure may ironically lead researchers to refrain from registering complaints for fear of losing grants that they have spent years working for. Responding to the deliberation over the decision, Rubin told Times Higher Education, “If withdrawing funding becomes the evidence-supported thing to do, we are absolutely happy to go there.”
Nevertheless, UKRI has taken important first steps in the creation of a safer and respectful research workplace and also provided the lead for others – the world over – to follow.
Bullying and harassment lead to, among other consequences, feelings of negativity and inadequacy in individuals (as narrated in this deeply personal researcher story) and the creation of a hostile environment and consequent loss of productivity at the workplace.
How do you think we can work toward a mentally and emotionally safer and respectful research workplace? Share your thoughts in the comments below.
If you would like to contribute to a bigger dialogue on mental wellness in research, consider taking up the Joy and Stress Triggers survey, a global study on mental health among researchers.
Finally, if you have a personal story to share on the topic, consider writing about your experience in our Researchers and Their Stories section.
Related reading:
- The long-term effects of bullying in the workplace
- Why are mental health problems elevated among graduate students?
- Academic lemons versus mental resilience
References:
- UKRI announces next steps in tackling bullying and harassment
- Tackling bullying and harassment [UKRI position statement]
- Tackling bullying and harassment [UKRI blog post]
- Bullying and Harassment in Research and Innovation Environments: An evidence review
- UKRI chair promises ‘radical’ approach to tackling harassment
- Tying funding to tackling bullying could feed secrecy, UKRI told
- Result of independent investigation into whistleblowing allegations released
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