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Whistleblowing in universities is ‘extraordinarily risky’: stronger protections are needed
N. Wyn Evans is an astrophysicist at the Institute of Astronomy, University of Cambridge, UK.
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Notice something wrong at your university? Perhaps you witness bullying of a colleague, data fabrication or a professor having an affair with an undergraduate student?
You do what you are supposed to do: you report it. You raise the matter with the head of department and research-integrity office. After all, such behaviour is contrary to the university’s values and mission statement. Managers will surely want to know and will take action — as you would expect.
This is not what happened to me. In 2021, I raised concerns over a senior colleague’s treatment of a female administrator at the Institute of Astronomy, University of Cambridge, UK. I soon found myself under investigation — accused by the person I had reported of having behaved inappropriately myself.
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The university failed to follow proper procedures. Five years later, I took my case to an employment tribunal. Although the matter started in my department, it escalated to involve senior university leaders. In August, the tribunal concluded in my favour; it accepted that I had been retaliated against for raising matters that were in the public interest. The university has accepted the judgment and announced a review of its processes.
I hope my win serves as a boost to all university whistleblowers. But, realistically, the university almost always wins. Even in my case, there have been no repercussions.
I’m not the only one who has faced this. Other university whistleblowers who have reported professional malpractice have found themselves bullied and isolated, with no support from colleagues or management. The process can drag on for years. Often, whistleblowers leave. A new university, a new job, early retirement on grounds of ill health — anything to escape an impossible situation.
Getting my legal result required an extraordinary combination of factors: a solid, well-documented case backed up by evidence; emotional stamina; a lot of money; some colleagues prepared to stand by me, when doing so might put their own careers at risk; a brilliant barrister; and, ultimately, some luck with interested and principled judges at the employment tribunal.