Summary: <br> <a href="https://www.cactusglobal.com/mental-health-survey/">The CACTUS Global Mental Health Survey</a> asked valuable questions about stress, performance, and career goals for scientists. <br> <br> <br> <br> The data revealed plenty of room for improvement, as researchers struggle with harassment, work-life balance, and limited pay.<br> <br> <br> <br> But the study’s authors also asked more open-ended questions:<br> <br> <br> <br> Do you have any suggestions for organizations within academia or other related stakeholders on what they can do to ensure a great work environment for researchers?<br> <br> <br> <br> The received 5,434 ideas from the 13,000 survey respondents.<br> <br> <br> <br> This week, we’re joined once again by <a href="https://www.linkedin.com/in/andrea-hayward-aa2137120/">Andrea Hayward</a>, Senior Associate for Global Community Engagement at Cactus Communications.<br> <br> <br> <br> We unpack the themes she uncovered from those responses, and identify the many ways in which Academia can foster a more supportive research environment.<br> <br> <br> <br> <br> <br> <br> <br> Address Bullying and Harassment<br> <br> <br> <br> <a href="http://hellophd.com/wp-content/uploads/2021/10/1611036989123.jpeg"></a>Andrea Hayward, Sr. Associate for Global Community Engagement at Cactus Communications<br> <br> <br> <br> The most prominent theme from survey responses was to implement measures to promote equality and prevent harassment, discrimination, and bullying. <br> <br> <br> <br> For example, one respondent wrote:<br> <br> <br> <br> Take people seriously. I experienced harassment and bullying and I was brushed off and not listened to until it got severe. Then the department said “Why didn’t you say anything?” when I had been the entire time. What seems inconsequential to some may be harmful to others. Reputation is too important to some programs.PhD student, Europe<br> <br> <br> <br> Some researchers talked about sexual harassment that is normalized or explained away. Others described differential treatment or favoritism based on race.<br> <br> <br> <br> Whatever their experiences, we know that departmental policies regarding bullying and harassment are rare, and consequences for this type of behavior are practically non-existant.<br> <br> <br> <br> To improve the work environment, Universities should establish written guidelines around inappropriate behavior, and enforce them even when it’s inconvenient.<br> <br> <br> <br> Improve Job Security and Pay<br> <br> <br> <br> Wanting a bigger paycheck is not unusual in the working world, but scientists experience unique challenges. Aside from lower pay in academia, they also face contract terms that make their lives unpredictable.<br> <br> <br> <br> “Fixed-Term Contracts” are just what they sound like – a scientist is hired to work for a certain number of months or years, and then they’re done. Contrast that with most other careers where you are hired to work until you decide to move on.<br> <br> <br> <br> And what’s truly unusual about fixed term contracts is that they might cover only 8-12 months. After that short period, the funding dries up.<br> <br> <br> <br> Setting aside the fact that it may be impossible to complete a publishable body of research in 8 months, these short contracts add considerable stress to postdocs and technicians who are supporting themselves and their families. They may have a 12-month lease, but an 8-month job!<br> <br> <br> <br> Foster a Work-Life Balance<br> <br> <br> <br> Another common theme was a call for better work-life balance. Students, postdocs, and staff wanted their departments to recognize that 80-hour work weeks take a toll on mental and physical health.<br> <br> <br> <br>
