Contra-power harassment: When the tables are turned
In recent years, increasing emphasis has been placed on existence of power imbalances between supervisee and supervisor and how to safeguard trainees against academic bullying (Manuel et al., 2024). No doubt this is essential for the flourishing and even survival of the research enterprise. But what if the supervisor needs protection? In fact, contra-power harassment is also a significant problem in academia. Contra-power harassment occurs when someone with seemingly less power (e.g., a student) harasses someone deemed more powerful (e.g. a professor or supervisor). This may occur in the form of disparaging comments in class, disrespectful emails, negative online reviews and more (Brinson, 2020; Lampman et al., 2009; MacLennan, 2000). In two recent surveys (DeSouza, 2011; Lampman et al., 2009) at major public universities in the US involving ~300 and ~400 respondents, respectively, 2-3% reported experiencing incivility and bullying from students.
It is important to realize that gender plays a major role in the occurrence of contra-power harassment, with women faculty being particularly vulnerable to contra-power harassment (Lampman, 2012). In addition to reporting higher rates of harassment by superiors and peers (Burke, 2017), women faculty have reported higher incidences of being challenged by students, higher levels of stress and anxiety, and even thoughts of quitting academia. Sadly, many women do eventually leave science due to harassment (Karami et al., 2020; Lampman, 2012; Lampman et al., 2016, 2009; Jahren, 2016; Williams and Massinger, 2016) and such occurrences are not limited to North America (Christensen et al., 2021; Mawere and Seroto, 2022).
Why are women faculty experiencing more negative impact from contra-power harassment? Gender bias plays a role. Women in traditionally male-dominated fields such as engineering or computer science may face skepticism about their qualifications (Casad et al., 2021). Additionally, it has been suggested that societal expectations of femininity can lead to women being seen as less deserving of respect or authority (King, 2021). Furthermore, women who are of racial or ethnic minorities experience even more harassment (Hune, 2011; Jean-Marie and Lloyd-Jones, 2011; Lampman et al., 2009). What’s worse, it is likely that contra-power harassment is under-reported (Flaherty, 2018).
The under-recognition of contra-power harassment may discourage women from staying or even entering academia. Combating this issue requires a multi-pronged approach. Universities need clear policies that define and address contra-power harassment. Training for faculty and students on respectful communication and bystander intervention or allyship is crucial. Furthermore, fostering a culture of inclusion and diversity within departments can help dismantle gender biases that contribute to the problem. By acknowledging the issue, implementing effective policies, and promoting respectful interactions, universities can create a safe and supportive environment where all faculty, including women, can thrive and succeed.
If you identify as a woman faculty member, have you experienced contra-power harassment? If so, what do you think are other ways to address this issue and to provide support? We’d love to hear from you, please take a few moments to complete this survey.