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Jonathan Schultz. Jonathan is Senior Director of Journal Operations for the American Heart Association.</em></p> <p><span style="font-weight: 400;">October 10 is </span><a href="https://wmhdofficial.com/about-2024/"><span style="font-weight: 400;">World Mental Health Day </span></a><span style="font-weight: 400;">and the theme this year is ‘it is time to prioritize mental health in the workplace’. October is also </span><a href="https://hr.nih.gov/working-nih/civil/national-bullying-awareness-month"><span style="font-weight: 400;">National Bullying Awareness Month</span></a><span style="font-weight: 400;"> in the US, which was developed to combat bullying in all its forms. We often think of bullying as a childhood issue, but people can take that behavior to the workplace. The culture and dynamics of a workplace can also foster or exacerbate bullying behavior by ignoring or rewarding it. Regardless of the source, the scourge of workplace bullying, and its harmful effects on mental health, needs to be recognized and addressed.</span></p> <p><img decoding="async" class="alignnone size-large wp-image-58392" src="https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-1024x809.jpg" alt="Mental health concept. Man with heart in hands and woman with watering can near abstract silhouette of head with plants." width="1024" height="809" srcset="https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-1024x809.jpg 1024w, https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-300x237.jpg 300w, https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606-768x607.jpg 768w, https://scholarlykitchen.sspnet.org/wp-content/uploads/2023/09/iStock-1479494606.jpg 1152w" sizes="(max-width: 1024px) 100vw, 1024px" /></p> <h2>What is Workplace Bullying?</h2> <p><span style="font-weight: 400;">The </span><a href="https://hbr.org/2022/11/how-bullying-manifests-at-work-and-how-to-stop-it"><span style="font-weight: 400;">most common</span></a><span style="font-weight: 400;"> workplace bully is usually someone of a senior management or leadership position and the behavior can take many forms, including direct and indirect. Direct bullying behavior can mirror the schoolyard bully experience with shouting, cursing, insults, and threats of violence. Bullies may single out an employee to scapegoat or belittle, resorting to name calling or button-pushing in a way intended to make someone uncomfortable. However, there is also indirect bullying that can be harder to recognize as such. This could include setting unrealistic, inconsistent, or unspoken expectations for an employee and then, when these expectations are not met, providing only vague, if any, guidance for improvement or excessively monitoring their work. It may involve knowingly violating work/life boundaries, such as regularly scheduling meetings outside work hours or implying that someone needs to routinely work beyond their paid hours, for example, if they “want to get ahead”. Combined, these behaviors create an environment of fear, anxiety, and uncertainty where an employee can never feel confident in their work and is always beholden to the whims of the bully.</span></p> <p><span style="font-weight: 400;">Research has found that bullying can contribute to </span><a href="https://pubmed.ncbi.nlm.nih.gov/28584320/"><span style="font-weight: 400;">psychological distress</span></a><span style="font-weight: 400;">, </span><a href="https://pubmed.ncbi.nlm.nih.gov/26645744/"><span style="font-weight: 400;">depression</span></a><b>, </b><a href="https://pubmed.ncbi.nlm.nih.gov/26305785/"><span style="font-weight: 400;">anxiety</span></a><span style="font-weight: 400;">, and negatively affect </span><a href="https://pubmed.ncbi.nlm.nih.gov/24989201/"><span style="font-weight: 400;">mental health</span></a><span style="font-weight: 400;"> and </span><a href="https://pubmed.ncbi.nlm.nih.gov/31578903/"><span style="font-weight: 400;">well-being</span></a><span style="font-weight: 400;">. The bullied often </span><a href="https://www.healthline.com/health/workplace-bullying#effects-of-bullying"><span style="font-weight: 400;">report</span></a><span style="font-weight: 400;"> being regularly stressed out, constantly thinking about and dreading work, which may lead to physical problems such as high blood pressure, headaches, and gastrointestinal issues. </span></p> <p><span style="font-weight: 400;">The career effects of bullying can be similarly devastating, further diminishing mental health. The toxic environment created by a workplace bully is the opposite of career development, leading someone to feel trapped and forced to tread water, removing the confidence in their ability to do anything else. Counter to what bullies</span><a href="https://hbr.org/2022/11/how-bullying-manifests-at-work-and-how-to-stop-it"><span style="font-weight: 400;"> claim</span></a><span style="font-weight: 400;">, bullying </span><a href="https://www.ccohs.ca/oshanswers/psychosocial/bullying.html"><span style="font-weight: 400;">reduces productivity and motivation</span></a><span style="font-weight: 400;">, further limiting career growth. When a bullied employee leaves their position, it can be </span><a href="https://pubmed.ncbi.nlm.nih.gov/25475094/"><span style="font-weight: 400;">detrimental</span></a><span style="font-weight: 400;"> to their overall career goals, such as departing an organization they have invested years in, taking a lower paying job, or even leaving with no job to go to.</span></p> <h2>Bullying and Harassment</h2> <p><span style="font-weight: 400;">When defining workplace bullying it is helpful to recognize that the distinction between bullying and harassment isn’t always clear, but </span><a href="https://inspiredelearning.com/blog/harassment-vs-bullying-the-difference-and-examples/"><span style="font-weight: 400;">there are differences</span></a><span style="font-weight: 400;">. Harassment has a specific legal definition and typically involves actions taken against a protected class for example gender or race. Although harassment, like bullying, can result in a toxic work environment, a single incident can qualify as legally actionable harassment. Harassment can be incredibly detrimental to mental health, but because it has a legal definition, organizations typically have processes in place to spot, report, and deal with harassment, although there is a known difficulty acknowledging microaggressions in the workplace. </span></p> <p><span style="font-weight: 400;">Bullying is more amorphous and sustained, typically involving a recurring, sometimes subtle, pattern of behavior over time. An insidious aspect of workplace bullying is that it is often excused as workplace culture. You’re not being bullied; you’re being motivated to work hard and achieve. When confronted, a bully might respond that they are just holding their staff to a high standard and “that’s just the way we work here.”</span></p> <h2>Bullying in Scholarly Publishing</h2> <p><span style="font-weight: 400;">If any of this feels familiar to you, and if your bully is in your workplace, for example, your boss or a co-worker, you’ll be relieved to learn that organizations and human resources departments are increasingly treating workplace bullying as a problem that needs to be resolved. Many organizations have HR </span><a href="https://adminfinance.umw.edu/hr/employee-relations/respectful-workplace-policies/workplace-bullying/"><span style="font-weight: 400;">resources</span></a><span style="font-weight: 400;"> to help identify bullying and steps that can be taken, often through HR, to deal with the problem. </span></p> <p><span style="font-weight: 400;">In scholarly publishing, however, it is important to recognize that a relatively unique power dynamic exists when it comes to the use of “volunteers” in publishing and societies. Frequently, you may be working with someone, or even have a “boss”, who is not officially part of your organization. The relationship between academic editors and editorial staff is a classic example. As editorial office staff, you may be employed by a society or publisher while your Editor-in-Chief (EIC) and other editors work at an academic institution, almost certainly not in the same location and possibly on the other side of the globe. Even if editorial staff officially report to someone within their own organization, in practice, the EIC is often perceived as the “boss” of the journal, which could impact editorial staff: they set priorities and expectations, they determine assignments and deadlines, they work with the staff daily, and their word can help, or hurt, with career advancement and rewards. </span></p> <p><span style="font-weight: 400;">The EIC may be considered a pillar in their field, providing important work for your organization as an editor and elsewhere. But being an expert and esteemed researcher doesn’t mean they are exempt from bullying behavior. Over the years, I have witnessed, experienced, or heard of editorial staff being bullied in multiple ways. It can come in many forms, such as repeated and unwarranted criticism, and overly aggressive emails and feedback. Back in the day, it was paper manuscripts thrown just past a managing editor’s head, and now it’s invective and insults thrown via email.</span></p> <p><span style="font-weight: 400;">Often the diversity of work agreements in scholarly publishing can make it difficult to recognize bullying. Scholarly publishing can be a 24/7 job, and many editors work outside of traditional business hours. However, it’s one thing to develop an amicable flexible work schedule and another to coerce staff to be available at any moment of any day and treat every task as urgent and critical. Likewise, staff need to be respectful of an editor’s time and a busy editor may send terse messages, but there is a difference between brief and brutal, rushed and ruthless. Overall, bullying in our world frequently involves treating editorial staff like underlings instead of respected colleagues with an expertise in scholarly publishing. </span></p> <p><span style="font-weight: 400;">There is also an unavoidable gender dynamic to consider as research </span><a href="https://www.healthline.com/health/workplace-bullying#whos-affected"><span style="font-weight: 400;">routinely finds</span></a><span style="font-weight: 400;"> that women are more frequent targets of workplace bullying than men. Despite efforts to improve the gender balance, </span><a href="https://www.csescienceeditor.org/article/how-long-are-we-going-to-accept-stark-gender-imbalances/"><span style="font-weight: 400;">editors</span></a><span style="font-weight: 400;">, and particularly </span><a href="https://jamanetwork.com/journals/jamanetworkopen/fullarticle/2784023"><span style="font-weight: 400;">editors-in-chief</span></a><span style="font-weight: 400;">, remain overwhelmingly men while women are well-represented in editorial offices. In addition, contractors and remote staff can be particularly vulnerable as they are already more likely to feel isolated and unsupported and may be working in other countries with differing workplace cultures. </span></p> <p><span style="font-weight: 400;">As with a bully, bullying from an editor can be ruinous to mental health, causing editorial staff to fear coming to work and requiring them to manage excessive self-doubt and stress. The career impact can also be just as damaging, and I know of people who have changed jobs or completely left the industry out of desperation.</span></p> <p><span style="font-weight: 400;">Although there are unfortunately people within the workplace, which may include editors and colleagues alike, who enact bullying behavior, a healthy workplace environment will not permit or encourage it and will promote values and enact policies to protect and safeguard staff. The larger problem with bullying in the workplace is the behavior being enabled by organizational environments that allow said behavior to occur and continue. As the authors of the article </span><a href="https://hbr.org/2022/11/how-bullying-manifests-at-work-and-how-to-stop-it"><span style="font-weight: 400;">How Bullying Manifests at Work — and How to Stop It</span></a><span style="font-weight: 400;"> underscore “bullying is a behavior of </span><a href="https://open.library.ubc.ca/soa/cIRcle/collections/ubctheses/24/items/1.0319243"><span style="font-weight: 400;">opportunity</span></a><b> </b><span style="font-weight: 400;">enabled by organizational environments that allow it to occur and continue.” The potential problems arise with the workplace dynamic, and it is essential to recognize that this can exacerbate the problems of workplace bullying. </span></p> <h2><b>C</b>all to Action</h2> <p><span style="font-weight: 400;">So, what can be done? A good place to start is your organization’s HR department to see if they have a workplace bullying policy. If they don’t, consider asking them to develop one; the Society for Human Resource Management provides a useful </span><a href="https://www.shrm.org/topics-tools/tools/policies/workplace-bullying-policy"><span style="font-weight: 400;">template</span></a><span style="font-weight: 400;">. Some organizations have posted </span><a href="https://edpm.dc.gov/issuances/maintaining-healthy-workplace-anti-bullying-policy/"><span style="font-weight: 400;">their</span></a> <a href="https://www.tmcc.edu/human-resources/policies-and-procedures/stance-against-workplace-bullying"><span style="font-weight: 400;">policies</span></a> <a href="https://adminfinance.umw.edu/hr/employee-relations/respectful-workplace-policies/workplace-bullying/"><span style="font-weight: 400;">online</span></a><span style="font-weight: 400;">, which can provide suggestions and examples that may be applicable to your workplace. If your HR department provides guidelines and processes for addressing workplace bullying, you should check to see if they can be applied to outside contractors and volunteers, such as editors. If so, it may be helpful to create additional guidelines for the special circumstances that affect scholarly publishing. If not, the information and tactics provided in the HR resources can be used in responding to bullying through other channels.</span></p> <p><span style="font-weight: 400;">Most importantly, if you are in the leadership of an organization that manages editorial staff, do you know what you would do if you found that an editor is bullying staff? Would you stand by the editor or by staff? If the latter, the next question to ask should be, is it easier to replace staff or the editor? You may say you’ll stand by bullied staff, but if there is not a framework in place to confront the problems, or if needed, replacing an editor who is a bully, what is the process for that? </span></p> <p><span style="font-weight: 400;">As an organization, it’s important to review your relationship with academic editors and other volunteers. Whether or not they are paid, do you have a contract with editors, and if so, does the contract include provisions addressing workplace behavior? If your organization has guiding principles or values, do they include creating a respectful work environment free from bullying and harassment, and are they regularly communicated to editors and volunteers who are then expected to adhere to them? Is it clear who is responsible for assessing bullying and speaking to the perpetrator, and does that change if it is an EIC or someone else on their editor team? If the answer to any of these questions is no or unclear, you should work to change that before it becomes a problem.</span></p> <p><span style="font-weight: 400;">Communicate to your staff what workplace bullying entails, how it differs from reasonable requests and criticism, and how you can support them. In addition to the potential structural changes listed earlier, supporting your staff can involve regularly checking-in with them, and ensuring they feel heard and can report bullying behavior with the knowledge that their concerns will be taken seriously.</span></p> <p><span style="font-weight: 400;">If you are someone reading this with a sense of recognition, it is important to realize that you do not deserve to be treated this way. No one deserves to be bullied and there is no justification for this sort of behavior. Editorial staff are essential to the scholarly publishing ecosystem and a core mission of organizations like </span><i><span style="font-weight: 400;">The Scholarly Kitchen</span></i><span style="font-weight: 400;">’s publisher the </span><a href="https://www.sspnet.org/"><span style="font-weight: 400;">Society for Scholarly Publishing</span></a><span style="font-weight: 400;"> (as well as the </span><a href="http://www.councilscienceeditors.org/"><span style="font-weight: 400;">Council of Science Editors</span></a><span style="font-weight: 400;">, the </span><a href="https://www.ismte.org/"><span style="font-weight: 400;">International Society of Managing and Technical Editors</span></a><span style="font-weight: 400;">, and others) is to recognize and promote the value of their work. Editors and editorial staff are peers, both tasked with advancing the scholarly communication enterprise, and they should be treated as such. </span></p> <p><i><span style="font-weight: 400;">If you are experiencing bullying, </span></i><a href="https://workplacebullying.org/help4targets/"><i><span style="font-weight: 400;">additional</span></i></a> <a href="https://www.mentalhealth.org.uk/explore-mental-health/publications/how-support-mental-health-work"><i><span style="font-weight: 400;">resources</span></i></a><i><span style="font-weight: 400;"> for support can be found online along with helplines for the </span></i><a href="https://findahelpline.com/countries/us/topics/bullying"><i><span style="font-weight: 400;">US</span></i></a><i><span style="font-weight: 400;"> and </span></i><a href="https://www.nationalbullyinghelpline.co.uk/employees.html"><i><span style="font-weight: 400;">UK</span></i></a><i><span style="font-weight: 400;">. </span></i></p> <div 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noopener" target="_blank" href="https://www.linkedin.com/cws/share?url=https%3A%2F%2Fscholarlykitchen.sspnet.org%2F2024%2F10%2F07%2Fmental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace%2F" data-link="https://www.linkedin.com/cws/share?url=https%3A%2F%2Fscholarlykitchen.sspnet.org%2F2024%2F10%2F07%2Fmental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace%2F"><span class="swp_count swp_hide"><span class="iconFiller"><span class="spaceManWilly"><i class="sw swp_linkedin_icon"></i><span class="swp_share">Share</span></span></span></span></a></div><div class="nc_tweetContainer swp_share_button total_shares total_sharesalt" ><span class="swp_count ">0 <span class="swp_label">Shares</span></span></div></div> </div> <article class="author-card"> <div class="author-card__content"> <h2 class="author-card__heading">Jonathan Schultz</h2> <p class="author-card__bio">Jonathan Schultz has been involved with scientific publishing for over 20 years and is currently Sr. Director of Journal Operations for the American Heart Association. He is also Editor-in-Chief of Science Editor, the official publication of the Council of Science Editors.</p> <div> <a href="https://scholarlykitchen.sspnet.org/author/jonathan-schultz/" class="cta-link hidden-print">View All Posts by Jonathan Schultz</a> </div> </div> </article> <div class="ad ad--leaderboard ad--article-comments">  <div id='div-gpt-ad-1481750508871-0'> <script> googletag.cmd.push(function() { googletag.display('div-gpt-ad-1481750508871-0'); }); </script> </div> </div> <section class="container-comments" id="comments"> <header class="comments-header"> <h2 class="comments-header__title">Discussion</h2> <p class="comments-header__subhead"> 8 Thoughts on "Mental Health Awareness Mondays: The Mental Health Effects of Bullies in the Scholarly Publishing Workplace" </p> </header> <div class="comments"> <div class="comments__thread"> <article class="comment even thread-even depth-1" id="comment-129540"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/d04549369496537ffba26d9cd0a418d8?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/d04549369496537ffba26d9cd0a418d8?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>This is a very sensitive and supportive post. the inclusion of low-level bullying is particularly important, as this is the type that the more intelligent bullies that tend to operate in the publishing industry engage in.<br /> It is also relevant to consider the kind of people who want to work in publishing – often highly sensitive people, neurodiverse people, and introverts. A classic characteristic of these personality types is to over-think things and catastrophise. Making the impact of bullying so much worse. A victim can have their personal experience dismissed as being thin-skinned and needing to toughen up, but a person’s own feelings about what is happening to them should not be undermined.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Sarah Hulbert</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129540">Oct 7, 2024, 8:02 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> <div class="comments__thread"> <article class="comment odd alt depth-2 comment--reply" id="comment-129549"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/e64465d290c2b87fca75d59463eebc9e?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/e64465d290c2b87fca75d59463eebc9e?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Indirect bullying especially is pernicious. It’s difficult to prove or battle, especially if it is a top-down management style. Who will back up the employee when HR works at the behest of executive management? I’d say that’s a win-lose scenario. Most people need a job. Sometimes it’s better to move on.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Laura A. Lander</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129549">Oct 7, 2024, 2:12 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> </div> <div class="comments__thread"> <article class="comment even thread-odd thread-alt depth-1" id="comment-129550"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/1c0ccb80f18de6871d3fd37b97cd3594?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/1c0ccb80f18de6871d3fd37b97cd3594?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>I’ve worked at several major publishers over 15+ years. Almost everyone I’ve worked with (mostly women, but sometimes men) has at least one story of having a Very Important Editor hurl abuse at them, sometimes for something as simple as following up on a deadline. It’s been better in recent years but is a real problem.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> liz</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129550">Oct 7, 2024, 2:43 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment odd alt thread-even depth-1" id="comment-129567"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/c510febb9bed68b5cc4a09f076701e0f?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/c510febb9bed68b5cc4a09f076701e0f?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>I’ve seen too many instances of Editors (often not even important ones) sending appalling emails, particularly to production or journal admin staff in the global south who are simply following publisher-set protocols.</p> <p>Rarely is the rude Editor’s tone or manner challenged by the journal’s key publisher contact, who often just appears relieved someone else is getting it for a change: “That’s just what they’re like. Don’t take it personally. We’ve all had one of those emails from them.”</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Rebecca</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129567">Oct 8, 2024, 10:14 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment even thread-odd thread-alt depth-1" id="comment-129608"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/0d75d2416559d57dc9932cf5153dc017?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/0d75d2416559d57dc9932cf5153dc017?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>This is a thoughtful article, Jonathan. I appreciate the distinction it makes between harassment and bullying. While organizations often have clear policies around harassment, bullying is a much less understood and more nuanced issue, often occurring covertly rather than overtly. I shared this article within my organization, and it was well received.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Ashutosh Ghildiyal</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129608">Oct 10, 2024, 9:38 AM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment odd alt thread-even depth-1" id="comment-129615"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/211d02d4e6427926f20565c38c0b7a60?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/211d02d4e6427926f20565c38c0b7a60?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thanks Jonathan, an important contribution to the SSP Mental Health Awareness TSK posts – one thing I’ve noticed if looking for a new job, or checking out a company, is look up their reviews on places like Glassdoor, these are often written by staff who have left the organization, so while some potential bias, you often see unfiltered comments, you may not pickup, say during an interview!<br /> It takes courage to stand up to bullies, but often when someone does, there are many other supporting voices, and people who have also had similar experiences!</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Adrian Stanley</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129615">Oct 10, 2024, 2:03 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment even thread-odd thread-alt depth-1" id="comment-129648"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/9b99642852204d81e79f9d419a78dbdd?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/9b99642852204d81e79f9d419a78dbdd?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thank you for sharing this, particularly that final paragraph. I also appreciate the nuance between harassment and bullying, as the lines can often get blurred.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Kate Kosturski</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129648">Oct 11, 2024, 12:46 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> <div class="comments__thread"> <article class="comment odd alt thread-even depth-1" id="comment-129743"> <div class="comment__avatar"> <img alt='' src='https://secure.gravatar.com/avatar/a79287d78a77ef26538dfb5c2a7cad6c?s=96&d=mm&r=g' srcset='https://secure.gravatar.com/avatar/a79287d78a77ef26538dfb5c2a7cad6c?s=192&d=mm&r=g 2x' class='avatar avatar-96 photo' height='96' width='96' loading='lazy' decoding='async'/> </div> <div class="comment__body"> <div class="comment__content"> <p>Thank you for addressing the issue of bullying. It goes far beyond a problem with editors, and seems to be fairly common for people in power in this industry to bully staff. I hope you continue to place a spotlight on the problem.</p> </div> <div class="clearfix"></div> <ul class="comment__meta"> <li class="comment__meta__author"><span class="byline">By</span> Ann</li><li class="comment__meta__date"><a href="https://scholarlykitchen.sspnet.org/2024/10/07/mental-health-awareness-mondays-the-mental-health-effects-of-bullies-in-the-scholarly-publishing-workplace/#comment-129743">Oct 14, 2024, 12:36 PM</a></li><li class="comment__meta__cta hidden-print"> </li> </ul> </div> </article> </div> </div> <div class="comment-form hidden-print"> <p class="comment-form--closed">Comments are closed.</p> </div> </section> </article> </main> <aside class="sidebar col col-lg-4" role="complementary"> <div class="sidebox sidebox--authors"> <h4 class="sidebox--authors__logo-heading">Official Blog of:</h4> <a href="https://www.sspnet.org/" rel="external"> <img class="ssp-logo" src="https://scholarlykitchen.sspnet.org/wp-content/themes/bedstone/images/ssp-logo-sidebar.png" alt="Society for Scholarly Publishing (SSP)"> </a> <h3 class="sidebox--authors__heading">The Chefs</h3> <ul class="chef-list"> <li> <a href="https://scholarlykitchen.sspnet.org/author/planxty/" title="Rick Anderson"> <img src="https://secure.gravatar.com/avatar/5a5be2e85a4d89ae4c64a45bd7d82846?s=96&d=mm&r=g" alt="Rick Anderson" class="avatar"> </a> </li> <li> <a href="https://scholarlykitchen.sspnet.org/author/toddacarpenter/" title="Todd A Carpenter"> <img src="https://secure.gravatar.com/avatar/75ee010c853d5de2a14dd94f996d18f9?s=96&d=mm&r=g" alt="Todd A Carpenter" class="avatar"> </a> </li> <li> <a href="https://scholarlykitchen.sspnet.org/author/acochran881/" title="Angela Cochran"> <img src="https://secure.gravatar.com/avatar/90640ab40f3437ab7802d8f55b653ecf?s=96&d=mm&r=g" alt="Angela Cochran" class="avatar"> </a> </li> <li> <a href="https://scholarlykitchen.sspnet.org/author/lettiephd/" title="Lettie Y. 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