Silence is complicity

“In the end, we will remember not the words of our enemies, but the silence of our friends”. Martin Luther King Jr.

On 21 December 2020, I attempted to communicate with colleagues for support. I received more silence. 

Why did this happen and how was it achieved? 

I sent this email via yet another personal email account, an old Hotmail account, for security and privacy reasons. It included four colleagues, two of whom were union reps.

The subject was: WHS & Safety risks even under workers compensation law to be reported to SIRA.

To quote from my email, “I had to fight for my rights and for all of our right to a safe work environment, on my own. No support was offered to me, even when I joined the union, at the same time I made a workers compensation claim. Ironically, I was charged my quarterly membership fee last week. No employment lawyer assisted me either, and I went through three legal firms. 

What I have fought for, on my own, could present bargaining power for the union regarding a clause in the current Enterprise Agreement that was repeatedly used in an attempt to destroy my career, my reputation, my dignity and my life. Yet I had no support when I needed it from my colleagues and the union. I will complain to the union next year, and ask why I and other professional staff, should be members. I don’t want it sold to me with words (I’m done with talk but no action), I want an action plan and communication…

What my employer has done is serious and could result in penalties and prosecution. I have an obligation and my right to report it to SIRA. And we all have a right to be respected, supported, valued and work in a safe environment…

Part of the RTW Plan will include a support network - you, my colleagues…it’s important for you to know what I’ve been put through and how serious the unsafe practices of the university have been.

I wish you a good Christmas and let’s hope for a healthier, safer and productive new year, with no more bullying and bureaucracy.”

I feel exploited, used as a bargaining tool by the National Tertiary Education Union, for better conditions for everyone else, excluding my employee rights. Refer to http://mystory-myvoice.blogspot.com/2025/10/unconscionable-conduct-is-choice-nteu.html.

Further to the above, I received a letter in the post from the PCBU around 22 December 2020 (likely HR, but there was no indication of who sent it on the envelope). I’m unaware of its contents. I did not open the envelope. I wrote “return to sender” and posted it back. 

It was Christmas, and they had caused harm to the wellbeing and safety of my family, beyond me. I don’t accept immoral and unlawful mail as further harassment and cruelty, at Christmas. I have a right to recover in my job as per injury management plan agreement, with the support I was denied to do so. I need the workplace mobbing to stop and for support to begin. It is a legal obligation of my employer. They have a duty of care.

This post is based on document 133. It shows the harm caused when people choose to be bystanders.

References 

‘Don't be a bystander: It's time to speak out against workplace harassment.’ (2023, 10 August). Human Resources Online. [Online blog post]: https://www.humanresourcesonline.net/don-t-be-a-bystander-it-s-time-to-speak-out-against-workplace-harassment

But what happens when HR and WHS leaders are authorised or coerced to engage in workplace harassment against a target, as adverse action? What if staff are threatened into silence and fear by a very abusive organisational culture created by the “leaders” at the top? What is the answer to this? SafeWork NSW do NOTHING to stop the organisational terrorism towards employees and even extended to the families! 

“The way to deal with bullies is to unite with your co-workers. Grouping against a bully will provide victims with support for their feelings, since victims of bullies are at risk of becoming isolated. Through joining together and discussing the bully’s behaviour, co-workers can contain the bully, who, with their behaviour exposed, loses the power to terrorise – and faces the threat of isolation.”

The above is a quote from: Lamia, M. (2017, 28 March). ‘The psychology of a workplace bully.’ The Guardian. [Online]: https://www.theguardian.com/careers/2017/mar/28/the-psychology-of-a-workplace-bully 

Ng, K. and Niven, K. (2021, 30 October). ‘Workplace bullying and the role of bystanders.’ CIPD Manchester Branch. [Online blog post]: https://cipdmanchester.wordpress.com/2021/10/30/workplace-bullying-and-the-role-of-bystanders/

Ng, K. and Niven, K. (2022, 28 April). ‘Bullying: why most people do nothing when they witness it – and how to take action.’ Alliance Manchester Business School. [Online blog post]: https://www.alliancembs.manchester.ac.uk/original-thinking-applied/original-thinkers/bullying-why-most-people-do-nothing-when-they-witness-it--and-how-to-take-action/