Academia’s toxic culture is not just a systemic issue — it is also shaped by everyday interactions. While structural change is essential, progress can also come through the ways we treat one another. Individual actions can create a safer, more supportive environment for scholars and students, one small step at a time, writes Sofia Serra Silva

Breaking the toxic cycle: cultivating a supportive culture in research

Navigating academia as a young and non-tenured scholar is no small feat. There have been instances where I felt senior and established scholars, cloaked in their own self-importance, questioned my worth as a researcher. These scholars were arrogant and aggressive. At times, they outright belittled me in front of others.

There is a particular sting in these encounters: the condescending tone and the public humiliation — each instance a small blow to my confidence. Moreover, holding powerful positions (whether due to reputation or tenure), these scholars can do more than hurt their colleagues' self-esteem; they can actively block or harm careers. I am increasingly sure that this happened to me not that long ago. Usually, these are the same colleagues whose names are whispered in hushed tones, their reputations preceding them in 'stories' shared by peers and students. Such toxic behaviours are an open secret, an undercurrent we all acknowledge, yet feel powerless to confront. Knowing we are not alone does little to ease the sting.

Toxic behaviours in academia are an open secret, an undercurrent we all acknowledge, yet feel powerless to confront

I often question whether my past experiences qualify as bullying. Bullying in academia is a significant and under-recognised problem. A comprehensive review found that the prevalence rates of faculty bullying, as reported by faculty members who identified themselves as having experienced bullying within the past six months, ranged from 6.2% in a Norwegian study to 37.7% in a US study. What I do know is that each time it happened to me, it took a toll on my mental health. These experiences are hard to shake off.

Reflecting on my own experiences, and the countless stories shared by others, compels me to ask: What kind of atmosphere do we wish to cultivate, and what is our individual role in shaping it?

Diagnosing the problem(s)

I've seen too many junior scholars and PhD students struggling with power abuse, bullying and poor mentorship. I've watched them grapple with these issues, until, in some cases, they leave academia altogether. I have been on the receiving end of that abuse, too.

The ECPR-IPSA World of Political Science 2023 survey paints a stark picture. Nearly 20% of political scientists describe their support from senior advisors, mentors, and managers as 'fairly negative' or 'very negative'. Numbers, as we know, have a way of smoothing over shadows. I cannot help but think the reality is much larger, something harder to quantify — a quiet undercurrent of stories that never find their way into a survey.

We need to admit there is a problem. Or rather, several problems

These issues cut across disciplines; they have become too familiar to ignore. We must confront toxic and abusive behaviours, from our own peers, within our communities. We need to admit there is a problem. Or rather, several problems: power abuse, poor leadership, bullying, and sexual harassment.

We need scholarly environments where senior scholars uplift young scholars, where people feel free to voice their struggles without fear of retaliation, and where abusive behaviours are not tolerated.

We might not be able to change the system entirely. Maybe we cannot erase the unpaid labour, the rigid hierarchies, the frustrations woven into academic life, or the increasing insecurity — nearly 70% of political scientists say job security and working conditions have worsened in recent years. But we can certainly change the environment and how we interact within it.

Political science associations: tackling toxic behaviour

Societies representing the profession organise events that bring together thousands of academics at every stage of their career. As these organisations' event programmes grow, the likelihood of misconduct incidents grows, too.

Organisations including IPSA, APSA and ECPR have had to deal sensitively with a number of such episodes at their own conferences and events. As a result, these societies have drawn up policies setting out behaviours they deem unacceptable, and what you can do if you're on the receiving end. Click to explore:

Some argue such policies cannot prevent harassment occurring. That may be true. Yet it does provide organisations, and the individuals affected, with a framework for action when it does.

Doing our part, individually and collectively

Research tells us that a healthy work environment sparks greater job satisfaction, more creativity, more productivity. We have seen it first hand, in the rare spaces where things work as they should (and in the many where they do not). Recent surveys lay it out in hard numbers: PhD students are reporting mental health struggles at alarming rates. Now, the real question is how we build spaces in which people can thrive; spaces that feel safe, especially for non-tenured scholars and students?

Sometimes, the idea of making real change feels almost beyond my grasp. I imagine many reading this know that feeling. But I have come to believe it starts with the small things: how we treat one another, how we respond when we witness something wrong, how we push back against the culture that is quietly accepted in our academic halls.

Change starts with the small things: how we treat one another and how we respond when we witness something wrong

Undoubtedly, a systemic overhaul is essential to uproot the deep-seated problems in our universities, but individual actions are powerful, necessary, and, let's be honest, doable. We must each, and together, reflect on our roles and our silence.

What you can do

Here are a few actions everyone can take to foster an environment of mutual support and respect, where we will not tolerate or ignore bullying nor abuse:

• Lead by example
  Be present, be empathetic. Listen to your colleagues and students; really listen. Acknowledge their struggles, validate their feelings. Sometimes, all people need is to know they are not alone, that what they have endured is not okay.
• Mentor younger or less experienced researchers
  If you are able to mentor, do it. Make sure no one lacks support, ease the isolation that often comes with research.
• Be vocal against toxic behaviours
  Whether you have suffered or witnessed such behaviour, speak out. I am acutely aware of how daunting it is to speak up, but it is necessary. Established and tenured scholars bear even greater responsibility in this regard.
• Start a conversation
  Organise workshops and seminars that raise awareness. Bring these issues into the open. Silence serves no one.
• Talk with students
  If you teach, carve out a few minutes to talk about surviving academia and mental health. This simple act can shape a new generation of researchers, teaching them to navigate these waters with compassion and resilience.
• Hold your institution accountable
  Advocate for proper and safe channels for addressing these issues, such as an Ombudsperson's Office to confidentially receive, investigate, and follow up on complaints.

Each time we turn a blind eye to a hurtful comment or dismiss a subtle act of exclusion, we contribute to a culture that normalises such behaviour. I have been both a victim and a witness to colleagues being abusive, right in front of others, with no consequence. It is time to break this cycle of toxicity in our scholarly communities.