Academic Parity Newsletter
July • Aug 2025
Greetings allies and members.
This issue of our newsletter includes a selection of the latest research, media and activities related to the issue of academic bullying and harassment. There is growing evidence that increased awareness of academic bullying is gradually driving policy proposals and reforms. We are committed to keeping up with the momentum to create safer and more productive academic environments. We wish you well as this new season begins.
As always, stay tuned for more information on our latest activities and thank you for your interest in and support for Academic Parity. A special thank you to those of you who have kindly sent relevant research and materials our way!
In the Research and Literature
Women Speaking Up: Gender Dynamics in Australia’s Whistleblowing Landscape (Human Rights Law Centre, August 2025). This report draws on client data from the Human Rights Law Centre’s Whistleblower Project to contribute to an emerging field of research that examines the intersections of gender and whistleblowing. The study found that broken whistleblowing laws in Australia disproportionately affect women who speak up by failing or endangering them in the very act of seeking justice and concludes with several targeted reforms that could support and protect women who blow the whistle.
Women in Science: Experiences of Academics in Switzerland (Transcript-Verlag, August 2025). In this edited volume, twelve women from diverse disciplines and universities share their experiences of navigating the joys and challenges of pursuing academic careers in Switzerland. Eds. De Cia, A., Hellmüller, S. and Mesok Khan, E.
Addressing Harassment and Sexual Misconduct Experienced by PGRs (The 1752 Group, 2025). This toolkit authored by Drs. Anna Bull and Kelly Prince was developed by The 1752 Group in collaboration with the UK Council for Graduate Education (UKCGE) to address an important potential implementation gap in regulatory and legal requirements by providing comprehensive guidance tailored specifically for the doctoral community.
Do Science Like a Girl: How Women in Science are Changing the World (Lulu Press, May 2025). Dr. Patricia Maurice details her own experiences laboring in the male-dominated science profession and showcases the women in STEMM who have inspired her and are changing the world.
In the News and Media
UK Bosses to be Banned from Using NDAs to Cover up Misconduct at Work (The Guardian, July 2025). In July of this year, the UK government announced plans to put forward measures to ban the use of Non-Disclosure Agreements (“NDAs”) to silence employees subjected to harassment or discrimination. The proposal came as part of a set of proposed amendments to the Employment Rights Bill.
Renowned University of Victory Professor Fired Over Sexual Harassment Allegations (CBC News, August 2025). Jason Proctor’s article summarizes the 2024 termination and subsequent labor board appeal of a prominent environmental psychologist at the University of Victoria following two reports of sexual harassment.
This and That
Register now for the “Responsible Research in Action Unconference” to take place in Berlin September 22-24.
AP members may be interested in viewing the recently released award winning film by Eva Victor, “Sorry, Baby,” as it addresses the experiences of sexual abuse and trauma in a university setting.
Voices from the Community
Voices from the Community is a space where members of our community share their stories and experiences of academic bullying. Please let us know if you have an experience you would like to share by contacting our newsletter editor at avogelaar@paritymovement.org. Contributions are anonymized but not fact-checked and should be 300 words or less.
“I began my postdoc under the supervision of a well-known professor at a prestigious institute. Since I am from another continent, I informed him early on that I wouldn’t take any days off during the year but would need a month off to visit my home country. He agreed to this arrangement. After a few months, I notified him of my planned visit in the spring, and he agreed again. I reminded him that it would be a one-month leave, and he confirmed his agreement. As the date approached, he asked me to postpone my trip to meet a deadline, which I did. He requested another postponement, and I complied again, delaying my flight twice. Eventually, he told me I could book my flight, so I emailed him the dates. Normally, he replies within minutes, but this time, he didn’t respond. Instead, he came to my office and asked if we could speak in his office, which was unusual since our meetings typically occurred in my office with colleagues present.
In his office, he seemed panicked and told me I couldn’t take a month off because he himself only takes one week off per year. He mentioned that he works from 8 AM until 7 PM, even on weekends, and implied that because I don’t work as much as he does, I couldn’t take a month off. When I began to negotiate, he claimed that the secretary wouldn’t allow more than two consecutive weeks of leave. At that moment, I believed him and didn’t think he was capable of lying. He eventually agreed to let me go for a month, but with the condition that I work from home for two of those weeks. After this, my PI’s behavior became increasingly rude and disrespectful, seemingly because I stayed in my country for a month.
Later, I spoke to the secretary, who informed me that there was no such rule. According to the country’s regulations, I was entitled to one month of leave per year, with no restrictions in the contract. I could take even more time off if my PI agreed. A few months later, two of my relatives passed away within two months, and I became physically ill for three weeks. I informed my PI that I needed to return to my country, and he started to disagree again. He didn’t care about how difficult the situation was for me. I promised to work from my country. He didn’t listen to my concerns, and his behavior worsened. He stopped providing guidance on my project and gave me no feedback or direction, often responding to my questions with “I don’t know.
I eventually went to the ombudsperson because my PI’s actions were not only unfair but also violated regulations by fabricating rules. The ombudsperson told me that such behavior is common in academia and that there is no systematic way to address it. There are no rules to hold anyone accountable and the Ombudsperson described my situation as a difficulty in a relationship while my PI clearly fabricated rules to prevent me from taking holidays. The situation deteriorated further, and my PI eventually asked me to conduct research independently and to exclude his name from any papers.”
Until the next issue, wishing you well,
Dr. Alison E. Vogelaar
Newsletter editor