Dr Ursula Edgington: Bullying in New Zealand: an Educationalist’s Perspective

In a Breaking Views article Jan 21^st 2025, “Bullying at New Zealand Universities?” David Lillis raises legitimate concerns about academia’s toxic workplace environment. 

In this short article, I argue that bullying isn’t unique to New Zealand, nor to our Higher Education sector. Furthermore, bullying is only a symptom; it’s the root cause of bullying that needs our urgent attention. I end with a practical suggestion for how each of us can help enact positive change. 

Bullying and Tall Poppy Syndrome

There’s a unique cultural phenomenon in Australasia, closely linked to workplace bullying: Tall Poppy Syndrome (TPS). Rarely discussed overseas, TPS is defined by New Zealand Oxford Dictionary as the act of “denigrating or ‘cutting down’ those who are conspicuously successful or who are high achievers”. This presents a stark contrast to my background within the British education system, where the Government rhetoric of ‘continuous improvement’ leads to unrealistic expectations of higher achievement. In the UK, staff observe how they are forced to perform requirements of arbitrary neoliberal policies that seek to measure the unmeasurable (I’ve published extensively on this).

These policies may not be as dominant (yet) in New Zealand, but the extent to which any culture values meritocracy is irrelevant: bullying may always be the outcome, if the correct safeguards are not in place. And in New Zealand, as employment advocate Allan Halse has stated, Worksafe, the regulator which should be at the foundation of bullying prevention, and ensuring accountability for the perpetrators, continues to be conspicuous by its absence. 

Dissidents, Bullying and ‘Playing the Game’

In recent years, international authors have published exposés of what has become known as Critical University Studies.  In his 2017 book, Smyth argues how phrases like ‘quality research and teaching’ and ‘best practice’ often go unchallenged. Bewildering, in an intellectual context of critique! Because universities’ funding mechanisms are via Public, Private, Philanthropic Partnerships (PPPPs), policies containing these problematic terms are pushed by Government think-tanks, and form constantly moving goalposts that embody the new ideology of stakeholder capitalism. 

What Lillis didn’t explicitly mention in his article, is that bullying is often more likely to be experienced by academics with research outcomes that counter these (often outdated) ideological, political narratives. In an article in Propaganda in Focus, I summarise evidence from academics who are victims of this Corporate Playbook. The behemoths driving the political narratives have unlimited funds for this lawfare. Lillis’ concern relating to $millions of taxpayers’ money New Zealand universities spend on legal advice, is undoubtedly the tip of an iceberg. 

Back in 2009, a team led by Prof Tim Bentley, Massey University, recognised the seriousness of New Zealand’s bullying problem. Their published study highlighted the toxic nature of specific workplaces: the healthcare sector and travel industry.  Although often hidden from published data (as Lillis points out, in non-disparaging or non-disclosure legal agreements), subsequent research, including my own investigations, continue to provide clues about the prevalence of bullying here (e.g. the OIA responses from universities regarding their poor staff retention figures, Lillis quoted). The covid era exacerbated bullying and discrimination, for instance through intense propaganda and divisive Government policies, especially the herd mentality during covid ‘vaccination’ mandates. I have written elsewhere about the lawfare involved in this bullying which strategically removed dissenters.  

In a 2015 study about Kiwi entrepreneurs, Otago University researchers Kirkwood and Viitanen concluded how some individuals, such as sports personalities, manage to avoid enduring others’ resentment (whether it's voiced or enacted - or not). This is accomplished through statements or ‘team’ behaviour that play down the individual’s achievements or dismisses any recognition of success.

Upon winning the Rugby World Cup ten years ago, All Blacks team member Sonny Bill Williams gave away the gold medal he had just been awarded, to a young boy in the crowd. Apparently, the boy was a victim of an ‘overzealous’ security guard who had knocked him to the ground to prevent him from gaining access to the pitch. Sonny’s generous gift to his unknown fan was applauded as typical of the apparently ‘humble’ nature of these world-famous sports celebrities. Even if subconscious, Sonny’s apparently unpretentious act could be interpreted as symbolic of a coping mechanism that enables Tall Poppies to survive our toxic society.

Why is New Zealand a place where success is frowned upon, and high performers resented? For everyday Kiwis who are not ‘social media influencers’, what is the effect of shaming and bullying us? Over the long term, what impact has the normalisation of workplace bullying had on our families, economy and public health? More importantly, what can we do about it?

A Practical Solution to NZs Bullying Problem

In his famous book Passionless People, McLauchlan provided some clues about the culture change needed, to eradicate workplace bullying from New Zealand:

…compassion to others and compassion to oneself are promising avenues for reducing shame, social isolation and suicide among victims of bullying and abuse. A social ethic of compassion might just help reduce bullying in the first place. (my emphasis)

Approaching conversations about bullying can be extremely difficult for those involved, for complex psychological reasons. Whether the victim or the perpetrator of bullying (or both), powerful subconscious emotions, such as anger or fear, can unintentionally influence our approach and result in unhelpful words and/or tone. Constructive dialogue starts with understanding these emotions and how they drive our subconscious behaviours. 

A free, quick, easy and practical technique that can allow these emotions to be identified and overcome is the Sedona Method. This highly effective strategy, often used in counselling, encourages focused, personal reflection on an internal image of an individual, with any associated negative emotions. Repeated self-questioning encourages the acceptance and release of those negative emotions, replacing them with positive feelings and compassion.

I’m an optimist at heart. I believe my fellow New Zealanders know that broken workplaces are ubiquitous, harmful and must change. Perhaps the easiest (and cheapest) solution is to begin this culture shift with ourselves? If we first acknowledge our own personal biases and emotions, before engaging with others, we might seek meaningful solutions together.   

Dr Ursula Edgington is an author and qualified educationalist specialising in adult learning and critical thinking skills, who lives in the Waikato. Her website is HERE.