In response to results from FUURT’s recent survey of early-career researchers, the Tampere University Association of Researchers and Teachers (TATTE) has made a statement on the importance of combating bullying, harassment, and other inappropriate treatment in the workplace and the necessity of further developing systems to support community members experiencing such treatment:
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The academic community needs concrete measures to eradicate inappropriate treatment
Tampere University Association of Researchers and Teachers (TATTE) is seriously concerned about the inappropriate treatment experienced by researchers. The results of a recent survey of early career researchers conducted by the Finnish Union of University Researchers and Teachers are alarming: over one-fifth of early career researchers report having experienced discrimination, bullying, or even violence from supervisors, mentors, or more senior colleagues. Doctoral researchers and recent PhD graduates, in particular, face harassment in the academic environment. According to the survey, 32% of doctoral researchers or recent PhD graduates have experienced bullying or violence, and 31% have faced discrimination. Sexual harassment is also regrettably common, with 13% of respondents reporting such experiences. Over a third of those who have faced harassment identified age, gender, or gender identity as contributing factors.
TATTE is concerned that the power structures and uncertainties within the academic community create situations where early career researchers, in particular, are vulnerable to inappropriate treatment. It is unacceptable that harassment by a supervisor or mentor can, in the worst cases, hinder the progress of a PhD project and jeopardise an entire research career. Reporting harassment is extremely difficult for many, as the harasser may be an influential figure in the field. Fear of damaging their position or jeopardising their career prospects often prevents early career researchers from raising these issues.
TATTE proposes that immediate measures be taken within the academic environment to promote an open, equal, and safe working atmosphere. It is essential to ensure that harassment cases can be addressed impartially and efficiently at the organisational level. Researchers must be able to trust that inappropriate treatment will be properly addressed. The culture of silence surrounding harassment must be broken and impartial institutional procedures should be supplemented with a supportive approach to those experiencing inappropriate treatment.
TATTE recognises that Tampere University has previously made efforts to address the problem, and that there are already existing channels in place for dealing with inappropriate behaviour. However, the current guidelines do not always provide the most accessible or personalised support for those who have experienced harassment or bullying. It is crucial to ensure that resources are presented in a way that prioritises the well-being of individuals who have faced harassment or bullying, and clearly outline how they can access help and support.
TATTE suggests that Tampere University improves the visibility and clarity of the reporting channels for inappropriate treatment. It is important to remind members of the university community that concerns can be raised not only through the university’s official channels but also with shop stewards and occupational safety representatives, who offer guidance and support. TATTE recommends that the university develops a stronger support system for those affected by harassment, including confidential counselling services and peer support networks, to ensure that no one has to face these challenges alone.
Additionally, TATTE emphasises the importance of enhancing the training and accountability of academic leaders, such as supervisors, managers and mentors. These individuals must set an example by fostering a culture of equality and fairness. TATTE urges universities to take responsibility for developing and maintaining clear procedures to swiftly and appropriately address harassment. The academic community must work to ensure that future researchers can operate in an environment where their skills and expertise are recognised and where gender, age, nationality or personal opinions are no longer grounds for discrimination or belittlement.This necessarily includes addressing the academic hierarchies and career uncertainty that render early career researchers especially vulnerable to inappropriate treatment in the first place.
TATTE welcomes the joint statement from Unifi and Sivista on addressing inappropriate treatment in academia and fully supports their commitment to creating safer and more equitable academic environments. We look forward to engaging in local cooperation at Tampere University to address these issues and to ensure that the necessary measures are implemented at all levels.
TATTE hopes that, through collaboration with universities, trade unions, and other stakeholders, concrete solutions can be created to strengthen openness, equality, and fairness in the academic environment. Only through such measures can we ensure that all researchers are able to focus on their work without fear of inappropriate treatment.
References
https://tieteentekijat.fi/en/inappropriate-treatment-is-alarmingly-common-in-universities [FUURT press release on early-career survey results]
https://intra.tuni.fi/en/personnel/work-capacity-and-work-capacity-management/inappropriate-conduct-harassment-and-bullying-work-community [Tampere University intranet page on inappropriate conduct, accessible only with university log in]
https://unifi.fi/epaasiallinen-kohtelu/ [Statement on inappropriate treatment from Unifi and Sivistys, in Finnish]
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We want any of our members who might be facing inappropriate treatment in the workplace to know that you are not alone. For those working at Tampere University, the JUKO shop stewards at the university are an especially good place to go for confidential advice: https://intra.tuni.fi/en/personnel/employment-relationships/shop-stewards-and-trade-union-associations. They can be contacted even if you are uncertain about the situation or if you are not ready to make a formal complaint. They can provide advice, and they will not take your situation further without your permission.