Tag Archives | sexual harassment

Can a Katze “situation” happen to you? If bullying is tolerated, yes.

Image 1

Can a Katze “situation” happen to you? Of course it can.

The story of Michael Katze, of the Department of Microbiology at the University of Washington (UW), Seattle, is the latest in this year’s series of nasty academic sexual harassment and bystander inaction tales. Buzzfeed broke the story with copies of texts and other lurid details and Geekwire followed suit. 


As for the other stories of sexual harrassment by renowned male science faculty members, the details were shocking but folks at the involved universities were not surprised. Many people knew something. For months,some university members knew everything.


A UW statement on its investigation was very self-protective:

“When the sexual harassment complaints were made, Dr. Katze was removed from his lab and put on home assignment. A thorough investigation was commenced through UCIRO, the University’s complaint, investigation and resolution office. The investigation found that Dr. Katze had violated University sexual harassment policies.

“His conduct was inappropriate and not in any way reflective of the University’s values. This is why the matter is now in the faculty disciplinary process, through which an appropriate outcome will be adjudicated.” — Norm Arkans, UW spokesman and associate vice president for media relations and communications    


So which conduct was inappropriate? Calling people Negroes, fucking bitches, or cunts didn’t lose Katze his job. Sexual harassment, porn, bullying, alcohol, with an embezzlement investigation done back in 2007 didn’t really seem to matter in view of the 30 million dollars Katze brought in federal grants. Indeed, one theory discussed in the Katze fallout, suggests those considered especially intelligent are beyond reproach, even if bullying, embezzlement, and sexual harassment are known to be the other side of the so-called genius. (Genius= brings in grant money). Such a short time ago, UW raved about their wonderboy: for example, see the posting 26 faculty listed among the most influential scientific minds put out by UW news. It took outside exposure to daylight Katze’s escapades, and as of July 2, he hasn’t been fired yet.

If integrity, morality, and ethical behavior are not part of the framework of your self, your lab, or your department and institution, the chances that you will be pulled into the sphere of complicity with a Katze are high. Sexual harassment in the Katze lab was just one of the vile manifestations of entitlement and exceptionalism that protects those who treat their people badly.

Unfortunately, many universities and other workplaces consider ethical behavior to be the absence of research fraud. When it comes to protecting people, those who bring in the most money are first. There is absolutely nothing ethical about the way most universities are run.

Is your dean trustworthy? Does he or she keep promises made to new faculty- or not? This is extremely relevant at the Univeristy of Washington. 

Does your department have a code of ethics concerning treatment of personnel by administrators, superiors, or peers?

Does it make clear what happens if that code is broken? Is there a complaint process for faculty, students, technicians, and support staff?

Does the department protect faculty at the expense of others? Do non-faculty members feel heard?

Do faculty members believe they have more rights than any other members? Are exceptions often made for them?

Are the Human Resources personnel empowered to act if they hear of improper behavior or treatment?

Are rules about racism or sexism taken seriously? How about safety?

If most of the students and postdocs in a lab are unhappy or complain about the P.I., does anyone try to get to the bottom of the problem?

As a P.I.

Do you make clear that ethics are important in the lab, and explain what this means?

Do you correct people who make racist or sexist comments?

Do you listen when someone is worried or angry about the behavior of another person in the lab? Do you get involved?

Are you able to consider that problems in the lab might originate from your own behavior or actions?

Do you have your own process for mediating conflict?

Would you try to help someone in your lab whose personal life is affecting his work life?

Are you on time for meetings with your students, as you might expect them to be?

Would you sacrifice your students or postdocs in authorship disputes to advance your own career?

Students and postdocs

Do you know where to go for a medical or psychological emergency?


Do you feel your P.I. is an active advocate for your career?

Does the P.I. routinely evaluate your scientific, experimental, intellectual, communication, and lab citizen skills and give you advice in a way you can use to become a better scientist?

Does the P.I. have integrity? Do you trust her? Do you think you could have honest conversations without retaliation?

Does the P.I. make racist or sexist comments, or does he correct others that do? 

Have you ever encountered derision, mocking, “humor,” or nasty comments directed at yourself or anyone else? Did you feel free to speak up?

Where bullying runs unchecked, and people fear retaliation, the creation of a Katze is horribly likely. If department members or administrators do not follow the basic human kindness of protecting the weak, if bullying and favoritism are rampant, don’t just stand by, or you are complicit.  The loss of your job is minute compared to the loss of your self respect.



Academic scientists and NIMBY: unionization, sexual harassment, “aspirational peers,” and other regressive 2015 moves

Academic scientists: Not in my backyard!

Union copy

2015 was an exciting and activist year in the USA, with campuses alive once more with students and faculty campaigning against racism, and for divestment of endowments from fossil fuel companies and from the Occupied Territories.

But with progress comes pushback and regression. Science is a conservative behemoth, and while academics are generally considered to be liberal, academic scientists and clinicians are often the most socially conservative members on campus.

How discouraging to see how few scientists see themselves as citizens of the world, but rather as individuals out of an Ayn Rand novel.

The University of Washington: no union for us.

One example is the unionization campaign going on the at the University of Washington, where the 750 or so faculty are debating the pros and cons of joining the Service Employees International Union (SEIU). As universities have relied more and more on adjuncts and other non-tenured faculty (tenure and tenure track make up less than 25% of university faculty ) , and have ignored the input of university members in favor of the desires of donors and trustees, the need for unionization and collective bargaining has become more and more apparent. Non- academic university workers, students, postdocs, and faculty members at universities all over the country have unionized or are considering unionization as a way to weather the current climate of corporatization .

Some of the 42 campuses that have unionized the last couple of years are Georgetown University, Howard University, and the University of Chicago…..but the University of Washington anti-union movement says that  “No premier research-intensive university in the U.S.- no true peer of the University of Washington, and no institution of a quality to which we aspire- has a unionized tenure track faculty.”  And they refer to the lack of unions among their “aspirational peers” of further proof that unions are not a good idea.

Led by spokespersons Paul B. Hopkins (Chemistry) and Ed Lazowska  (Computer Science and Engineering), the anti-union campaign is heavily, heavily weighted with basic and medical science signees of the Statement of Opposition .

There are several recurring threads running through the Statement of Opposition – entitlement, exceptionalism,  and not- in- my -backyard (NIMBY) being the most obvious. Basically, the statement complains that SIEU, the Service Employees International Union, represents caregivers in hospitals, janitors, bus drivers,etc,  not people with the same cares that we have. There is no evidence that our salaries would be higher with unionization. And unions in general try to get better salaries across the board and if that happens, we the signers, won’t have the money to attract great faculty and it won’t be a good university any more. We would have to follow union rules, such as limited out-of-cycle raises.

“Many of the undersigned recognize the positive role played by labor unions in our country. But…..”  Yes, unions are, in principle, a great idea, but we don’t think it helps us right now- and us is a small, special group. There is no mention that some faculty are profiting by the lack of benefits, pay, and security that others function under.

The statement of opposition ends with a fantastic thought- that unions are historically associated with the Democratic Party in the USA, and many of the signers are not democrats and don’t want to be to be part of this political activity.

A comprehensive view of the pros and cons of unionization with a focus on the perspective for unionization from Amy Hagopian (Public Health) can be found here.

The University of Maryland: more postdocs at less pay for us.

Another regressive move spearheaded by scientists this year took place at the University of Maryland, College Park (incidentally, the most militarized university in the USA). Norma Andrews ( Cell Biology and Molecular Genetics) and Iqbal Hamza ( Animal and Avian Sciences ) wrote a letter which was signed by 131 tenured/tenure-track life science faculty) to explain why some postdoc positions should not come with the same benefits of other postdoc positions- that is, to allow lab heads to pay less so they could have more postdocs . At a time when many senior scientists are trying to help postdocs, the University of Maryland faculty, as are the University of Washington faculty, are trying very hard to better themselves at the benefit of others.

Aspeers copy

Of course, they don’t put it that way, but explain that it is better for Science, you see. And, interestingly, the bizarre phrase “aspirational peers” that appeared in the University of Washington letter made an earlier appearance in the University of Maryland letter as a reason to not better fund all postdocs…because it is not done by their “aspirational peers”.  Jonathan Dinman’s (chair of Cell Biology and Molecular Genetics) reiterated the aspirational peer defense at a University Senate meeting. Postdocs, seeing that faculty will not help them, may look to the success of postdoc unions  to find fair labor treatment.

Mike the Mad Biologist has an interesting blogpost on postdoc pay, with comments from postdocs- and you can see how against the grain the faculty at the University of Maryland are going in their quest to take care of themselves, first.

The University of California at Berkeley: He is ours, he is famous, and what he is doing isn’t that bad.

Through the years, women complained of harassment by Geoff Marcy (Astronomy), colleagues turned a blind eye , and while the University of California investigation of sexual harassment claims declared Marcy guilty, it also determined that Marcy’s actions warranted only a warning and strong parameters.

Social media from faculty, postdocs and the public started a wave of judgement, and finally, Marcy was forced to resign .

It was a victory, but it was a disturbingly hard-won victory. For at least 20 years , first at San Francisco State and later at Berkeley Marcy felt entitled to do what he wanted, and the silence of his colleagues, and the powers that be at San Francisco State and Berkeley protected him only until public and academic outcry made his forced resignation inevitable.

Harvard University: More recognition for me.

Being able to stand up for yourself is an important part of being a successful person and scientist. But when your reverence for yourself becomes your main task, it might be time to advocate for others. George Church tried to correct the mistake of the world in not giving enough recognition to- George Church.  Petty, and pathetic, to see a well-known and well-awarded scientist scrabble to get more for himself.

Perhaps Church is politicking to be one of the probably CRISPR Nobel laureates. His case is certainly one of the lighter cases of  2015 regressive scientist behavior, and won’t need to inspire the wonderful activism that is associated with unionization, reduction of post doc benefits, or sexual harassment.


Geoffrey Marcy, John Johnson, and the bystander culture of scientists

last copyIt happened again- but it turns out that it has been happening for a while.  And everyone knew it was.

Berkeley astronomer Geoff Marcy was found guilty of sexual harassment in June, and his punishment, should it happens again, is that he could be suspended or dismissed. (He is getting well-earned though delayed social flack from his community.)

Does it matter that Geoff Marcy is a superstar astronomer? Of course it does. It makes his actions far more insidious, and the protection granted him far more hideous and deliberate. It also doesn’t matter that he half-apologized (“While I do not agree with each complaint that was made, it is clear that my behavior was unwelcome by some women…” ) in a letter posted on his Berkeley webpage, still not admitting what he had done but apologizing only for the perceptions others may have of his actions.

One of his protectors, Marcy’s former student and now Harvard astronomy professor, John Johnson, blogged of the community knowledge of Marcy’s behavior in the astronomy field and his own reaction:

“In 2013 I received tenure. Leading up to my tenure decision, I decided that I would use my position, voice and male privilege to finally do something about the open secret—Geoff’s long con of holding the community in fear to provide himself cover to continue harassing our junior female colleagues. Yes, I have greatly benefited from Geoff’s letters over the years. But his publication record shows that he has benefitted from my scientific productivity. In 2013 I figured we were square, and I effectively ended our 13-year collaboration.

“I’m ashamed that I didn’t speak out sooner. I hate that academia’s power structure, which allows a single phone call from a senior member to sink a person’s career, so often forces junior people into silence for fear of losing their jobs. For this reason I am in awe of the bravery of the women who spoke out all the more; they were far braver than I and other male astronomers have been over the years.”

This apology is as supercilious as Marcy’s. It may be worse. It doesn’t appear he reported his mentor, but mentally decided to not support Marcy any longer. Johnson rationalized, blaming “academia’s power structure” for his own lack of will. Bizarrely, in some weird rationalization, he could only not support Marcy after he had paid some imaginary academic debt as a point of honor. Did he owe nothing to his woman colleagues? His actions with his colleagues’ actions were as harmful to their careers as were Marcy’s.

(My reply to Johnson’s post was never published on his website.)

It sounds as if a whole lot of people in astronomy should be ashamed of themselves.

Read Harriet Washington’s “Medical Apartheid: The Dark History of Medical Experimentation on Black Americans from Colonial Times to the Present” to remind yourself of the results of compliance with wrongdoing and with turning a blind eye to abuses of power.

Harassment can be shocking and unrecognizable. If you are trying to find help, check out Joan Schmalz’s Women in Astronomy blog post “Advice: Dealing with discrimination and harassment.”

See Athene Donald’s blogpost for a list of everyday things to look out for and act on- before you have an escalated situation.

Be in the habit of speaking the truth.