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Nigel Thrift
The University of Warwick seems determined to wrest the title of worst employer from Imperial College London and Queen Mary College London. In little over a year, Warwick has had four lots of disastrous publicity, all self-inflicted.
First came the affair of Thomas Docherty.
Thomas Docherty
Professor of English and Comparative Literature, Thomas Docherty was suspended in January 2014 by Warwick because of "inappropriate sighing", "making ironic comments" and "projecting negative body language". Not only was Docherty punished, but also his students.
"As well as being banned from campus, from the library, and from email contact with his colleagues, Docherty was prohibited from supervising his graduate students and from writing references. Indiscriminate, disproportionate, and unjust measures against the professor were also deeply unfair to his students."
Ludicrously, rather than brushing the matter aside, senior management at Warwick hired corporate lawyers to argue that his behaviour was grounds for dismissal.
That cost the university at least £43,000.
The story appeared in every UK newspaper and rapidly spread abroad. It must have been the most ham-fisted bit of PR ever. But rather than firing the HR department, The University of Warwick let the matter fester for a full nine months before reinstating Docherty in September 2014.
The university managed to get the worst possible outcome. The suspension provoked world-wide derision and in the end they admitted they’d been wrong. Jeremy Treglown, a professor emeritus of Warwick (and former editor of The Times Literary Supplement) described the episode as being like “something out of Kafka”.
And guess what, nobody was blamed and nobody resigned.
The firing people of doing cheap research
Warwick has followed the bad example set by Queen Mary College London, Kings College London and Imperial College London , If you don’t average an external grant income of at least £75,000 a year over the past four years, you job is at risk. Apart from its cruelty, the taxpayer is likely to take a dim view of academics being compelled to make research as expensive as possible. Some people need no more than a paper and pencil to do brilliant work. If you are one of them, don’t go to any of these universities.
It’s simply bad management. They shouldn’t have taken on so many people if they can’t pay the bills. Many universities took on extra staff in order to cheat on the REF. Now they have to cast some aside like worn-out old boots..
The tone of voice
Warwick University has very recently issued a document "Warwick tone of voice: Full guidelines. March 2015". It’s a sign of their ham-fisted management style that it wasn’t even hidden behind a password. They seem to be proud of it. Of course it provoked a storm of hilarity on social media. Documents like that are designed to instruct people not to give truthful opinions but to act as advertising agents for their university. The actual effect is, of course, exactly the opposite. They reduce the respect for the institution that issues such documents.
Here are some quotations (try not to laugh -you might get fired).
"What is tone of voice and why do we need a ‘Warwick’ tone of voice?
The tone of our language defines the way people respond to us. By writing in a tone that’s true to our brand, we can express what it is that makes University of Warwick unique.""Our brand: defined by possibility
What is it that makes us unique? We’re a university with modern values and a formidable record of academic and commercial achievement — but not the only one. So what sets us apart?The difference lies in our approach to everything we do. Warwick is a place that fundamentally rejects the notion of obstacles — a place where the starting point is always ‘anything is possible’. "
Then comes the common thread. It’s all to do with rankings.
“What if we raised our research profile to even higher levels of international excellence? Then we could be ranked as one of the world’s top fifty universities."
The people who sell university rankings (and the REF) have much to answer for,
There’s a good post about this fiasco, from people whose job is branding. "How not to write guidelines".
Outsourcing teaching
As if all this were not enough, on April 5th 2015, we heard that "Warwick Uni to outsource hourly paid academics to subsidiary". Universities already rely totally on people on people on short-term contracts. Most research is done by PhD students and post-doctoral students on three (or sometimes five) year contracts. They are supervised (not always very well) by people who spend most of their time writing grant applications. Science must be one of the most insecure jobs going.
Increasingly we are seeing casualisation of academics. A three year contract looks like luxury compared with being hired by the hour. It’s rapidly approaching zero-hours contracts for PhDs. In fact it’s reported that people hired by TeachHigher won’t even have a contract: "staff hired under TeachHigher will be working explicitly not on a contract, but rather, an ‘agreement’ ".
The organisation behind this is called TeachHigher. And guess who owns it? The University of Warwick. It is a subsidiary of the Warwick Employment Group which already runs several other employment agencies, including Unitemps which deals with cleaners, security and catering staff.
The university claims that it isn’t "outsourcing" because TeachHigher is part of the university. For now, anyway. It’s reported that "The university plans to turn the project into a commercial franchise, similar to another subsidiary used to pay cleaners and catering staff, it can sell to other institutions."
The Warwick students’ newspaper "spoke to a PhD student who was fired last year from a teaching job with Unitemps after participating in strike action, who felt one of the aims of creating TeachHigher may “to prevent collective action from taking place.”"
Bringing the university into disrepute is something for which you can be fired. The vice-chancellor, Nigel Thrift, has allowed Warwick to become a laughing stock four times in a single year. Perhaps it is time that the chair of Council, George Cox, did something about it?
Universities don’t have to be run like that. UCL isn’t, for one.
Follow-up
9 April 2015 It seems that TeachHigher was proposing to pay a lecturer £5 per hour. This may not be accurate but it’s certainly caused a stir.
Laurie Taylor, ever-topical, was on the Docherty case in Times Higher Education.
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Riga, Riga, roses I’ve nothing against Latvia per se, but I can’t in all honesty see any real parallels between a university in such a faraway and somewhat desolate place as Riga and our own delightful campus.” That was how Jamie Targett, our Director of Corporate Affairs, responded to the news that the European Court of Human Rights had found that a professor at Riga Stradiņš University had been unfairly sacked for criticising senior management. University staff, the court ruled, must be free to criticise management without fear of dismissal or disciplinary action. Targett “thoroughly rejected” the suggestion from our reporter Keith Ponting (30) that there might be “a parallel” between what happened at Riga and our own university’s decision to ban Professor Busby of our English Department from campus for nine months for a disciplinary offence. This, insisted Targett, was a “wholly inappropriate parallel”. For whereas the Latvian professor had been disciplined for speaking out against “alleged nepotism, plagiarism, corruption and mismanagement” in his department, Professor Busby had been banned from campus and from contact with students and colleagues for nine months for the “far more heinous offence” of “sighing” during an appointments interview. Targett said he “trusted that any fair-minded person, whether from Latvia or indeed the Outer Caucasus, would be able to see the essential difference in the scale of offence”. |
10 April 2015
The London Review of Books has a rather similar piece, Mind Yout Tone, by Glen Newey.
"It’s tough to pick winners amid the textureless blather that has lately seeped from campus PR outfits".
"In a keen field, though, it’s Warwick’s drill-sheet that takes the jammie dodger".
17 April 2015
Anyone would have thought that Laurie Taylor had read this post. His inimitable Poppletonian column this week was entirely devoted to Warwick.
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Nothing to laugh about! 16 APRIL 2015 | BY LAURIE TAYLOR Our Director of Corporate Affairs, Jamie Targett, has roundly criticised all those members of the Poppleton academic staff who have responded to the new University of Warwick “Tone of Voice” guidelines with what he described as “wholly inappropriate sniggering”. Targett said that he saw “nothing at all funny” in Warwick’s new insistence that its staff should always apply the “What if” linguistic principle in all their communications. He particularly praised the manner in which the application of the What if principle helped to make communications optimistic, leaving “the reader to feel that you’re there to help them”. So instead of writing “This is only for”, Warwick staff under the influence of the What if principle would write “This is for everyone who”. But there were many other advantages that could be derived from consistent application of What if. It also inclined writers to be “proactive”. So instead of writing “Your application was received”, Warwick staff imbued with the What if ethic would always write “We’ve read your application”. Targett said that he also failed to find any humour whatsoever in the further What if insistence that academic staff should always avoid using such tentative words as “possibly”, “hopefully” or “maybe”. So, under the What if linguistic principle, staff would never write “We hope to become a top 50 world-ranked university” but always “Our aim is to become a top 50 world-ranked university”. In what was being described as “an unexpected move”, Targett received support for his views on the What if principle from Mr Ted Odgers of our Department of Media and Cultural Studies, who thought that the principle made “particularly good sense” in the Warwick context. He went so far as to provide the following example of its application: “What if the University of Warwick had not recently banned an academic from its campus for nothing more serious than sighing, projecting negative body language and making ironic comments when interviewing candidates for a job? And What if this ban had not been complemented with a ban on the said academic contacting his own undergraduates and tutoring his own PhD students and speaking to his former colleagues? And What if the whole case against the said academic had not then been pursued with the use of a team of high-powered barristers costing the university at least £43,000?” If all these What ifs had been met, then, added Mr Odgers, Warwick might possibly, hopefully or maybe have managed to retain its former position as an institution that respected the principles of academic freedom. Targett told The Poppletonian that while he appreciated Mr Odgers’ application of the What if principle, he felt that it did not “at some points” fully capture the essence of its guidelines. |