Bullying And Harassment Contributing To Stress Among UK Scientists
A new report has highlighted high levels of stress and mental health problems among the UK’s researchers.
The Wellcome Trust, which carried out the survey of more than 4,000 people working in this profession, found evidence of widespread bullying and harassment, as well as discrimination and high levels of work pressure within the field, all of which is contributing to poor mental health among people working in these kinds of scientific roles.
This study, which also spoke to people working as researchers outside of the UK, found that 61 per cent of researchers have seen harassment or bullying in their workplace, with 43 per cent having experienced it themselves.
Worryingly, just one in three (37 per cent) said that they felt comfortable speaking up about such behaviour. In addition, over three quarters (78 per cent) of those questioned believe that the high levels of competition in their field have resulted in unkind and aggressive conditions at work. Over half (53 per cent) also revealed that they had sought, or wanted to seek, professional help with depression or anxiety.
Director of Wellcome Jeremy Farrer said that the findings “paint a shocking portrait” of the research environment. He commented: “The pressures of working in research must be recognised and acted upon by all, from funders, to leaders of research and heads of universities and institutions.” Mr Farrer added that the Wellcome Trust acknowledges that, as a funder, its approach has contributed to these issues. “We’re committed to changing this, to foster a creative, supportive and inclusive research environment,” he asserted.
Speaking to The Guardian following the release of the report, Katerina Kademoglou, a scientist who is now a postdoc at Masaryk University in the Czech Republic after leaving the UK due to Brexit, said that she’d been negatively impacted by working as a scientist. The job took a toll on her mental and physical health, as well as on her personal life and social skills. “In order to thrive, we need inclusiveness, the feeling of belonging, an engaging working environment and support,” she stated.
Dr Karen Stroobants, a co-founder of MetisTalks, an organisation that is working to improve research culture, told the newspaper that failing to address these issues is holding researchers, and therefore science, back. “To achieve the full potential of research, we need well-rested researchers from diverse backgrounds, a focus on collaboration over competition, and incentive structures that promote integrity and open research practices,” she said.
In a post for the Wellcome Trust, its head of UK and EU policy Beth Thompson revealed that she left the field of research not long after completing her PhD. “The culture pushed me away from the thrill of discovery, the creative, challenging debate, and international camaraderie that I’d so enjoyed,” she wrote.
Although the findings of the survey showed that the majority of researchers have a passion for their careers, it’s clear that there needs to be significant change in how the profession is managed and developed. Only half of those questioned believe the current system promotes high-quality research, with 71 per cent stating that the system favours quantity over quality. She noted that the survey found that 70 per cent of researchers feel stressed on an average working day which, when combined with “unhealthy power dynamics” results in a toxic working environment.
This is just one profession where these issues are a problem, but it is far from the only one. The BBC recently reported on new guidance from the Equality and Human Rights Commission, which said there was an “overwhelming” need for stronger action on harassment in the workplace. This new guidance includes advice about developing effective policies and training on workplace harassment, as well as the knowledge required to deal effectively with any complaints. In time, this guidance is set to become enforceable by law once the necessary statutory measures are introduced.
It cited research by trade union body the TUC conducted last year, which revealed that more than 70 per cent of LGBTQ+ workers reported experiencing sexual harassment at their jobs, while 70 per cent of Asian and black employees reported experiencing racial harassment at work. There have also been increasing incidents of antisemitism and Islamophobia, the news provider revealed.
The report makes it clear that, if someone considers what they’re saying or doing to be “harmless fun or banter” and doesn’t intend it as harassment, that doesn’t mean it won’t be dealt with as such. “It is important to understand that conduct can amount to harassment or sexual harassment, even if that is not how it was intended,” the report stated.
Chief Executive of the Equality and Human Rights Commission Rebecca Hilsenrath said that the organisation was prompted to issue the guidance due to “widespread demand”. But she stressed that policies and procedures on their own aren’t enough, and that there needs to be strict enforcement of them within an organisation if the culture is to change and people are to feel as though they are protected from such behaviour. “Our employees must come to work knowing they will be safe and protected from discrimination, victimisation and harassment of any kind,” Ms Hilsenrath asserted. She added that a number of recent high-profile cases have highlighted just how much work needs to be done to improve organisational culture in the UK, particularly in relation to the level of harassment women face in the workplace.
Ben Willmott, head of public policy at the Chartered Institute of Personnel and Development (CIPD), told the BBC that it’s essential any new policies are supported by thorough training for management teams. He stressed that it’s important for line managers to “feel confident in implementing the organisation’s policies and dealing with any concerns or complaints”.
Whether you run a business that wants to introduce more robust policies and procedures relating to harassment of any kind, or an employee who has experienced harassment in the workplace and wants advice, our experienced team of harassment solicitors can help.
We can confidentially discuss any harassment issues you’re facing and advise you of the best course of action. Talk to our harassment solicitors in Buckinghamshire today on 01494 773377 or email hello@lennonssolicitors.co.uk