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Those experienced in the field of bullying and harassment at work acknowledge that staff concerns that taking a complaint can be worse for the complainant are legitimate. “It is easy to take the perpetrator’s side and see the complainant as the problem (especially when the perpetrator seems so reasonable, or gets results). This may happen especially when the perpetrator is a manager or supervisor.”95 4. Problems with the process/procedures Over 60 staff described a lack of confidence in the process or procedures available to address concerns or complaints. This was based on observation or experience of staff using the available processes, or wider experience of bullying, harassment or other forms of inappropriate that occur and continue to occur. Bullying is common, especially verbal at Massey and the existing practices put too much pressure on the person making the complaint so most goes unreported. No confidence of support by POD and management by rank and file academic and general staff exists. Male, academic staff member I know that there are harassment committees etc however I still think that it's a difficult process for staff members if they were to have an issue with their manager… Laying a complaint can be a very brave thing to do and I'm not sure if staff would be overly confident that they would get the support required. Cases like this usually end up with the staff member leaving because the relationship/atmosphere becomes unbearable. Aside from the Union (which not everyone belongs to) there does not seem to be anyone working on our behalf. Who do staff talk to on campus if there is no HR representative? Female, general staff member Complaints are usually directed to the unit manager as the first port of call. This is unsatisfactory as the unit manager is usually the perpetrator of the problem. I am not confident if the process offers genuine confidentiality or protection. Male, academic staff member 5. HR supports management rather than staff 50 survey respondents (72% women) commented that HR supported management rather than staff when it came to dealing with concerns or complaints of bullying, harassment, discrimination or other inappropriate behaviour. I think Massey has the processes but do not have full confidence in the HR department to be fair and equitable in their dealing with staff. Often interests of management are clearly reflected in HR behaviour... Not my personal experience [as I am senior I get help and respect], but that of colleagues. Female, academic staff member I have seen others go through the process with an unsatisfactory outcome. The major problem that I see is that Human Resources seems to support management without question, leaving the employee in a vulnerable position should any situations of bullying or harassment arise. I can speak with some 95

See information by Hadyn Olsen from Workplaces Against Violence in Employment (WAVE) http://www.wave.org.nz/docs/information.html

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Profile for Tertiary Education Union

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Profile for nzteu
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