13 hours ago
- Business
- Otago Daily Times
Academic calls out ‘toxic' school
Duncan Connors. PHOTO: PETER MCINTOSH
An academic has taken his grievances to Parliament to blow the whistle on the University of Otago's "toxic" Business School.
Dr Duncan Connors appeared before a select committee to oppose a law change which would make it easier for employers to sack people.
Dr Connors, who was a lecturer in the university's Business School until last year, said his experience showed why the law change was a bad idea.
Dr Connors said he departed the institution after reaching a confidential settlement with the university following an 18-month ordeal which had "a serious impact on my health, wellbeing and family life".
He had also heard from "many staff members across the Business School and wider university who describe a difficult — and at times, toxic — working environment".
"These accounts parallel my own experience and deserve to be heard."
The ODT yesterday received calls from three Business School staff, who shared concerns about the culture and alleged bullying.
Earlier this year, the Otago Daily Times obtained an
inter-department survey of the School of Business' marketing department, which reported low levels of morale as well as bullying and racism.
While the sample size was small, the findings were significantly poorer than other departments and the university as a whole when it came to culture and behaviour.
Dr Connors has asked for a private meeting with vice-chancellor Grant Robertson to discuss these matters.
"It is now at a stage where we need to find a resolution," he told the ODT.
"The university is not going to solve these challenges without having the discussion.
"This is why I gave evidence — my colleagues deserve to enjoy long, productive careers at an institution of global renown, without feeling compelled to accept a managed exit and settlement as their only way out."
The Employment Relations (Termination of Employment by Agreement) Amendment Bill allows for protected negotiations to occur between an employer and an employee to terminate the employee's contract if, for example, the demands of the business means it is imperative to dismiss the employee.
Dr Connors urged Parliament not to pass the Bill.
"Too many New Zealanders experience difficulties at work not of their own making or choice. The process of redress can become so fraught, so exhausting, that they accept a managed exit or settlement as the only viable option.
"This culture of quick redundancies and quiet departures is now embedded in New Zealand's employment landscape. While enabled by the Employment Relations Act 2000, it is not conducive to national productivity or social cohesion.
"The proposed Bill would only make this situation worse."
Asked about Dr Connors' comments, a university spokeswoman said "the university continues to respect the legal agreement, so will not be making any comment".
"The university is committed to reducing risk for all our employees and students and as such has a zero-tolerance policy towards bullying.
"Our ethical behaviour policy promotes ethical interactions between members of the university community to provide a safe and respectful environment.
"The policy includes the processes for action and where to source advice and support."
Dr Connors said despite his ordeal he held no ill will towards the university or his former colleagues.
"Otago remains one of the cornerstones of New Zealand's system of higher education, and I continue to value its national contribution."
