“I’ve worked as a laboratory employee in a public university for two decades, supporting research projects across various industries. My role was to process laboratory samples, assist researchers with projects, and ensure the smooth operation of advanced scientific instrumentation.
Despite my naive beliefs that academia would be a more accepting environment for a neurodivergent individual than private industry, I found myself in a hostile work environment when I walked into the laboratory 20 years ago.
Regardless of my efforts to prove my worth over the years, I suffered continuous discrimination and bullying based on my disability, pay discrimination, sexual harassment by a female colleague, assault on three occasions, and deliberate indifference by a human resources department that somehow lost every complaint I filed. University administrators were equally complicit in their inaction, preferring to protect their reputations rather than addressing long-standing problems.
Neurodiversity Ignored
The bullying I experienced began after I mistakenly let a coworker know I am neurodivergent. This coworker, a former lab manager, used this information to undermine me professionally and personally. It became routine for him to yell at me over trivial mistakes, such as the color ink I used to label samples. He frequently called me at home to continue his verbal abuse and would often copy my manager on emails detailing why I should be fired.
In one such email, he wrote that neurodivergent individuals like me had no place working in science. The atmosphere in the lab grew so hostile that I began recording some of our interactions, including one instance where he explicitly stated my disability made me unfit for my role. Despite my repeated complaints to management, no effective action was taken to address this harassment.
This same coworker also disclosed my neurodiversity to other staff members without my consent, turning my diagnosis into a point of gossip. This action created an environment where I was constantly belittled, marginalized, and subjected to mobbing. The initial abuse from the former manager set the tone for the hostile work environment that persisted throughout my two-decade tenure.
Longitudinal Hostile Work Environment
For the first decade, senior management was indifferent to personnel matters. In one meeting, it was explicitly stated that senior leadership “didn’t want to hear about personnel issues,” signaling to all staff that complaints would be ignored. It was common knowledge that if you went outside the department to HR, the university would either take no action or retaliate by terminating your employment. This culture of silence and fear only allowed the abuse to continue and escalate.
Over time, the harassment became even more severe. One female coworker began sexually harassing me with inappropriate comments as I walked down the hallway. She would also send emails that included disturbingly inappropriate topics such as involuntary castration, pedophilia, sexual inadequacy, and bestiality. For example, she once sent me an email containing a link to a blog post about a man who was involuntarily castrated, adding a commentary about how it related to male dominance.
It was common knowledge that if you went outside the department to HR, the university would either take no action or retaliate by terminating your employment. This culture of silence and fear only allowed the abuse to continue and escalate.
Another email contained images of men’s genitalia dressed in costumes. Most disturbing was an image of a decapitated male body tied up, cooked, and presented on a platter with children sitting around the table, which she claimed represented ritualistic cannibalism. These incidents were documented, but management and HR did nothing despite my complaints. They allowed this toxic behavior to continue unchecked.
Eventually, the lab environment became so hostile that threats of violence and sabotage were introduced. My coworkers and I feared one particular employee, who had been bullied to the point of instability, might commit an act of workplace violence. The tension peaked when a Post-It note was found on a lab bench depicting a stick figure with a gun shooting another figure running away. This discovery prompted a brief evacuation of the laboratory, and HR, as well as university police, were informed. Yet even in the face of such a clear threat to safety, neither HR nor the police took effective action. This situation was another stark example of the university’s deliberate indifference to the toxic work environment.
In 2019, management finally decided to conduct a cultural assessment, but the evaluation process was haphazard and biased. The purported aim was to increase efficiency and improve laboratory finances, but the assessment quickly became another tool for mobbing. Female staff used the assessment as an opportunity to target male employees, especially me. At the time, the lab was overstaffed, and it was clear some individuals were vying for job security and advancement.
False Accusations
False accusations were made, and I was portrayed as a central figure in the toxic environment despite overwhelming evidence to the contrary. HR sided with my accusers, further isolating me. My extensive documentation—emails, witness statements, and recorded conversations—was the only reason I was able to retain my job.
In 2020, I filed two official complaints with the University’s Equal Opportunity (EO)/Title IX office. My first complaint was dismissed because the former director of the EO office believed that white, straight males were not members of a protected class and, therefore, could not experience discrimination. This blatant bias led to her eventual removal, and I refiled my complaint. After a lengthy two-year investigation, the EO office found merit in my complaint.
False accusations were made, and I was portrayed as a central figure in the toxic environment despite overwhelming evidence to the contrary. HR sided with my accusers, further isolating me. My extensive documentation—emails, witness statements, and recorded conversations—was the only reason I was able to retain my job.
However, the Vice President’s office took no further action, as they were more concerned about potential liability. I was told through back channels that if I didn’t pursue legal action against the university, they would not pursue me. Fearful of losing my job and pension, I chose to remain silent, allowing the university to sweep decades of discrimination, harassment, and mismanagement under the rug to keep my job.
In addition to the long-standing harassment and toxic environment, HR threatened to demote me without cause. During a 2022 meeting, HR informed me that if I applied for a promotion, I might be subjected to a “no-fault demotion,” which meant that despite years of exemplary service, my position could be downgraded with no explanation, impacting both my career trajectory and earning potential. HR’s threat was clearly designed to intimidate me and further ensure I did not seek advancement or push back against their mishandling of my case.
Emotional Toll
The emotional toll of these experiences has been devastating. My passion for my work has been destroyed, and I live in constant fear of retaliation and losing my job. Yet I remained in my position for years, hoping things would improve. They never did. The organization suffered no consequences. Toxic cultures thrive at the university because the bullies are never held accountable, HR is indifferent, and the administration is reactive rather than proactive in protecting its reputation or image.
The overall functioning of the lab has been severely impacted over the past two decades. Productivity suffered as the toxic environment fostered distrust, isolation, and constant conflict among staff. High staff turnover became the norm, and the constant bullying created a work culture where collaboration was virtually impossible. Management’s refusal to address the issues head-on led to a dysfunctional workplace, with important research projects delayed or sabotaged by petty personal vendettas. Rather than focusing on innovation and scientific advancement, employees were more concerned with self-preservation in an environment of hostility and fear.
My advice for anyone experiencing workplace bullying is to trust your instincts and document everything. Bullying often begins subtly but can escalate if left unchecked. Do not rely solely on internal processes, especially if your organization has a history of ignoring complaints. Seek external support early on through legal counsel, a union representative, or a trusted external advocate. Workplace bullying can leave long-lasting scars, and you deserve to protect yourself from its damaging effects.
My story is not unique. Many face similar struggles in workplaces that refuse to hold bullies accountable. I hope that by sharing my experience, others can stand up against workplace abuse and demand a safer, more respectful work environment.”
The organization suffered no consequences. Toxic cultures thrive at the university because the bullies are never held accountable, HR is indifferent, and the administration is reactive rather than proactive in protecting its reputation or image.