Review Findings
Professor Christine Nixon AO APM
Conduct of the Review
Commissioned by the Provost in September 2024 to review and report
on culture, with particular reference to gender, in CHM & its Schools –
JCSMR, NCEPH and SMP
83 people
67 written
17 recommendations
interviewed
submissions
made
(103 requests)
ANU data and
Contemporary
Legal & regulatory
previous reviews
best practice
context
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Issues raised by location and role
- font size indicates frequency
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Key Findings
Lack of proper accountability systems
Poorly designed systems of work – tenure,
ensures strategic plans, strategies and other
teaching, research, and service - contribute to
reforms are implemented poorly or not at all,
exploitation, discrimination, and bullying.
and there is little or no consequence for this
behaviour.
Appointment and selection systems lack integrity
A poor and disrespectful culture
and fair process and facilitate bias, nepotism, and
exists and has existed for many years.
abuse.
A lack of focus on managerial skills
Harassment and bullying of both staff and students
development has meant leaders and
are widespread practices and must be eliminated.
managers are ill-prepared for their
There appears to be little or no consequences
responsibilities to manage budgets, staff,
for these behaviours.
and culture.
An ineffective complaints management system
Gender bias, sexism and racial discrimination
means that staff and students do not report bad
are prevalent, and no effective steps have been
behaviour or feel that nothing happens when they do.
taken to address these failures.
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Key Recommendations
Improve the design and function of ANU systems to address system-wide challenges
•
Make accountability processes more specific and transparent and, over time, foreground consequences
•
Elevate fairness and transparency in selection and appointment processes
•
Uplift management/professional skill development for staff, including supervisory & budget skills
•
Review how we design systems of academic work to ensure equitable workloads and support
•
Improve complaints handling through a new central function and an independent ANU Ombudsman
Build a safer community and a well-functioning institutional culture
•
Signal commitment by elevating strategic oversight of community wellbeing initiatives
•
Directly address poor & disrespectful culture where that is in evidence
•
Address gender bias, sexism and discrimination
•
Address harassment & bullying
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What information does Council need so it
can effectively fulfil its responsibilities?
“The individualistic and competitive focus of some senior staff means that they expect that rules won’t apply to
them, and when they receive pushback they simply go around that person to the next level up the hierarchy to plead
their special case. There is no transparency because this is a ‘culture that doesn't listen to no’."
“The University handles problems by creating a policy but then not changing behaviour. This means there are
covert policies and everyone accepts that they govern how we operate ... Furthermore, these informal policies
drive rewards and progression”
“… it is difficult to over-state my utter
dismay at having compiled documentation, identified procedural options and
reported this behaviour, only to be told that the parties I was reporting to already knew about this problem. I raised
the issue in a number of places. In each of these locations, everyone knew who I was talking about without my
identifying them and I was informed there had already been concerns raised both formally and informally… The staff
member in question was then offered renewal on their leadership role, which sent a very clear message to the
students and staff who had come forward.” (emphasis in original)
“Academics don't have to do these things. They’re not linked to our PDR, not linked to our tenure - it's not linked
to our performance review to do these trainings. Professional staff, they do. But not academic staff”.
“ANU pretended to be asleep. You can wake up someone who's asleep, but you can't wake up someone who is pretending.”
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Document Outline
