Just about the only good news for ANU VC Genevieve Bell in the Nixon Review of workplace culture in its health and medical school is that the problems existed for decades before she arrived.
But she will now be judged by her response to root out toxic cultures and repair the damage done over decades to the university’s reputation as a safe place for staff and students.
Professor Nixon reports on culture and practises in the now disbanded College of Medicine and Health and its continuing constituent schools, John Curtin School of Medical Research, School of Medicine and Psychology, and the National Centre for Epidemiology and Population Health.
Her conclusions include;
- “Gender bias, sexism and racial discrimination are prevalent, and no effective steps have been taken to address these failures”
- There are no apparent consequences for widespread harassment and bullying of staff and students
- There is bias, nepotism and abuse in selection systems
Professor Nixon conducted 76 interviews and considered 67 submissions, finding gender bias is the biggest issue among academics and bullying-harassment the most common issue among professional staff across all units. Both groups, as well as students, cited many cases sexual assault and harassment. Her strongest judgement applies to the once-famed John Curtin School of Medical Research.
“I urge the university leadership to give significant thought to the future of the John Curtin School of Medical Research in particular, and what kind of institution should carry forward the John Curtin name. There can no longer be any delay to serious consideration of this issue, which this report and multiple other reviewers show is well overdue.”
There is a great deal of detail about cultures in the operating units, including statements redacted in the released report.
But perhaps Professor Nixon’s most scathing conclusion is that what she found is an across-university problem. “ANU has a remarkable tolerance for poor behaviour and bullying. The strongly hierarchical nature of academic institutions, structural power imbalance in supervision relationships and impact of a shrinking pool of research funding are all contributing factors. However, the most significant factor perpetuating this environment is that at ANU, poor behaviour doesn’t lead to negative consequences.”
Professor Bell responded yesterday with a commitment to “address every recommendation” from Professor Nixon “and ensure that our progress is externally monitored.”
“Former reports commissioned had good intentions, but the institution has not been good at creating clear accountability and follow-through to make real and meaningful change on these important issues,” she said.
One of Professor Nixon’s recommendations stands out. Creating an independent ombudsman reporting to the Vice-Chancellor or Provost, with a continuing appointment, “to maintain independence.” The ANU ombudsman should, “act as a central, independent complaints-handling body for both students and staff.”
It should happen fast.