RESPECT | TRUST | INCLUSION | DISCOVERY | EXCELLENCE
Perception and Praise:
Favoritism in the Lab
A tenured faculty member with a research team, including an experienced post-doctoral appointee with whom they appeared to have a close friendship. All lab members in this lab have responsibilities to do research, teach courses and seminars and mentor students. Members of the lab believed the postdoc was receiving opportunities for additional income and flexible work arrangements that were not equitably available to others and raised these concerns to the Speak Up program.
The post doc had additional teaching and supplemental income opportunities in new areas where the group had not previously interacted. Also, during this time, the post doc was able to obtain a more flexible working arrangement due to personal circumstances. The other lab members noticed the additional and varied supplemental income opportunities the experienced post doc had. During this time, another peer member of the lab was dealing with a personal matter requiring a flexible working arrangement but was not offered a formal alternate arrangement. A number of lab members reached out to the Speak Up Program regarding this perceived favoritism related to teaching, pay and work schedules.
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Fact finding and intervention:
The appropriate Duke office spoke with those who had reached out and reviewed the concerns. The office also met with the faculty, the post doc and the chair and collaborated with HR. An inquiry was completed related to reported concerns versus Duke policies, including evaluation of lab activities and review of flexible work arrangements, supplemental assignments and related compensation opportunities.
Subsequently, additional lab members and students approached reported concerns related to the faculty’s interactions in the lab and perceptions of closeness between the faculty and the post doc.
Resolution and action plan:
There were opportunities to establish and communicate a process for assigning teaching opportunities for lab members. The lab was not following the Duke policy regarding time away from Duke or FMLA.
The following actions were implemented:
- The faculty member should not assign supplemental income opportunities going forward without a set process regarding assignments; opportunities needed to be communicated to all lab members along with required qualifications.
- The departmental business manager would be involved going forward regarding onboarding, communication of HR policies and FMLA administration.
- The faculty member and post doc were both messaged regarding real and perceived issues that can arise based on close personal relationships.
*This vignette is loosely based on real cases received through Duke’s Speak Up program and/or other investigatory offices. Creative license was taken to protect the identities of those involved.*