NUI Galway has published responses to a survey among staff which are highly critical of the ‘old boys club’ culture within the university workplace.
The majority of respondents who commented on their experience of working at NUIG were negative, the report on Athena SWAN culture survey reveals.
The report was conducted last year as part of the university’s unsuccessful attempt to win the prestigious Athena Swan equality accreditation.
NUIG had previously published a report on statistics, but for the first time this week the university published on its website the qualitative report which includes damning comments made by staff about the culture at NUIG.
The report said: “Terms used to describe the culture in NUI Galway by both male and female respondents included ‘male dominated’, ‘misogynist’, ‘aggressive’, ‘toxic’, ‘bullying’, ‘a culture of sexism’, ‘cronyism’ and ‘old boys club’. Some respondents expressed the view that the culture had deteriorated in recent years.”
The report noted that some respondents were positive, but the majority were negative.
The report added: “There was a frequently-expressed view that the responsibility for the negative workplace culture in NUIG rested with the senior management in the university . . . The culture was generally regarded as not being supportive of equality of opportunity. Respondents referred to the lack of gender balance in senior management and in leadership positions, and gender bias in the promotions process.”
The report quotes both male and female respondents about their views on the culture that pervades within NUIG.
One woman, according to the report, said: “Gender discrimination is widespread and pervasive in the institution.” The report quotes one male respondent as saying: “The problem in NUIG does not always lie in an individual’s workplace, it lies at the heart of senior management and permeates downwards.” A woman respondent said: “The ethos of an organization comes from the top and some fundamental issues regarding gender equality and understanding its complexity at this level needs be addressed.”
Another respondent reported: “NUIG is a lovely place to work. The recent spotlight on gender issues will hopefully lead to positive change.”
Some 964 staff members responded to the survey, which represented 46% of total staff. Two thirds of respondents were women and 81% of all respondents were permanent staff.
The survey asked a whole host of questions in relation to equal participation, staff perceptions of inclusivity, as well as awareness and experience of equality and leave policies, policy towards adoption and maternity and other gender equality issues.
A majority of staff who responded did not agree with the statement that staff are treated equally irrespective of gender. Some 58% of respondents did not agree that the ethos of the university is one that supports equality of opportunity.
The comments outlined in the report are from the 146 respondents who provided additional information, over and above simply answering the questions.
NUIG has vowed to undertake several initiatives to take gender equality issues at the university since the survey was taken. It is understood the university is about to appoint a new vice president for equality and diversity, which was one of the recommendations of the task force, set-up last year in response to concerns about gender equality.
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