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Part B – Findings and conclusion authority on this matter because of my position *+ so it is not just hearsay…. I strongly believe that HR should take more of a neutral role, rather than supporting management. Female, general staff member Any approaches to HR result in staff being advised that the role of HR is to manage the resource that is staff and to report to management on their dealings with staff, along with a limitation to the advice they can render in the circumstances. Staff not involved in a union do not have a source of independent/confidential advice that they can be sure is not immediately passed to managers in their department. This makes many staff reluctant to become involved in any such process and therefore do nothing including reporting concerns. Female, academic staff member Staff experience of being told “HR is there for the manager”, seems to have arisen from a change sought by Massey to the Massey collective agreement in 2007. This removed reference to staff being able to refer issues to HR for support in resolving employment relationship problems. The philosophy underpinning that change has since been superseded by an approach that considers that HR’s role is to support the employment relationship not just the management side of that relationship. 6. Massey University has a culture of tolerance that supports bullying, harassment, discrimination and other inappropriate behaviour The perception that Massey University has a culture of tolerance for bullying and other inappropriate behaviour was raised explicitly by 35 survey respondents, 70% of whom were women. Upper management appears to support its managers and anyone raising concerns/questioning their manager is seen as a trouble-maker, resulting in wide-ranging, covert, negative repercussions. Female, academic staff member … aggressive behaviour seems to be accepted between senior staff… I have been the object of aggressive and bullying behaviour from one or two senior staff and the behaviour was considered acceptable and ordinary by other staff who witnessed it. Female, general staff member I think Massey buries its head in the sand a bit where 'difficult' issues are concerned, and hopes they will blow over or people will move on. There are cases around Massey where staff feel bullied but won’t do anything about it as they feel this will impact negatively on their working life. Female, general staff member Instead of addressing and resolving such problems [Massey] has too often rewarded the bully and penalized the one complaining. I have seen this with students and staff. The power structures at Massey seem to be set up to protect the status quo, a safe work environment is secondary. When the two are in direct tension, status quo wins. Addressing and resolving these problems requires a change in culture. Not spin doctoring. I fear that the bullies have learned that their behaviour is not just accepted but is actually rewarded here. I.e., Prove you're a man, one of us. Too much of that here. And everyone else puts their heads in the sand afraid to look up. 111

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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

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