{"id":2350,"date":"2025-07-06T16:46:36","date_gmt":"2025-07-06T15:46:36","guid":{"rendered":"https:\/\/21percent.org\/?p=2350"},"modified":"2025-07-06T17:18:21","modified_gmt":"2025-07-06T16:18:21","slug":"the-chancellorship-candidates-respond","status":"publish","type":"post","link":"https:\/\/21percent.org\/?p=2350","title":{"rendered":"The Chancellorship Candidates Respond …"},"content":{"rendered":"\n
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The 21 Group contacted the other Chancellorship candidates asking them to respond to Prof Wyn Evans<\/a>‘ suggestion of the creation of an independent Ombudsman to investigate serious malpractices, bullying or academic misconduct at Cambridge University. The Ombudsman would also be responsible for investigating Whistleblowing allegations (instead of the Registrary and Academic Secretary, as present) and violations of freedom of speech.<\/p>\n\n\n\n

All the candidates responded positively, except Mohamed El-Erian, Sandi Toksvig and Ali Azeem.<\/p>\n\n\n\n

We thank Prof Tony Booth<\/a>, Lord John Browne of Madingley<\/a>, Dr Mark Mann<\/a>, Gina Miller<\/a> and Lord Chris Smith of Finsbury<\/a> for their answers. We reproduce them below. Dr Ayham Ammora indicated his support on Twitter\/X, but did not provide more elaboration.<\/p>\n\n\n\n

In our view, the statements by Prof Tony Booth and Dr Mark Mann are the strongest, followed by Lord Browne of Madingley. Gina Miller offers support, albeit a little guarded. <\/p>\n\n\n\n

Lord Smith’s statement is disconcertingly vague. He is a Head of House (Pembroke College) so he must have already encountered problems of bullying. Against this must be balanced the fact that the other Head of House, Mohamed El-Erian of Queens’ College did not bother to respond at all.<\/p>\n\n\n\n

Professor Tony Booth<\/h2>\n\n\n\n
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“I support the idea of an ombudsperson or team to speed due process into cases of harassment, bullying or other misconduct, at work, and the implementation of the University’s core principles. I think this would require a team effort representing a range of interests amongst staff and students, coming together as needed. The University does not always put into action its stated values. For example, how can the University oppose discrimination and then exclude many full-time staff from voting in the Chancellor election? It is also evident that there has been little follow through following the results of the \u201cStaff Survey\u201d. When informally people tell me of high levels of bullying in some areas of the university this warrants investigation with independent oversight. <\/p>\n\n\n\n

There has to be guaranteed protection for those who complain of, or report about, bullying or other forms of corrupt behaviour. This is a difficult hurdle to pass since people so rarely try to gain official redress against bullying or harassment because they fear this will rebound negatively on them, through lack of advancement for example, with the perpetrator remaining in a position of power over them. An ombudsperson, or team, deals with problems once they have occurred. This should be part of a wider strategy, regularly monitored and reviewed, to reduce bullying, harassment, unfair treatment, and failures to implement the University’s values. This has to be supported at all levels of the University. It should be integrated into a university development plan, with clearly specified priorities for change, and the time scale in which they are to be achieved. In my work on the development of educational organisations and systems I focus such plans in the three dimensions of cultures, policies, and practices. Changes in culture are the foundation for the for other changes and it is here that I would hope to make the most impact, by being a different kind of Chancellor. ” (Professor Tony Booth)<\/p>\n<\/blockquote>\n\n\n\n

Lord John Browne of Madingley<\/h2>\n\n\n\n
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“In my experience, one of the most important responsibilities of a leader is to set the right tone from the top. Throughout my career, I have sought to use the platform I have had as a leader to set an example for others to follow. <\/p>\n\n\n\n

At BP, for instance, I broke ranks with my peers by acknowledging the grave danger posed by climate change, and pledging to do something about it. I also spoke out against age and gender discrimination at a time when society was much less advanced in these areas. It is a great regret of mine that I did not have the courage to come out as gay earlier in my career. If I had, I would have been able to do more to support LGBT+ inclusion in the workplace. When it comes to the issues of bullying and misconduct, tone from the top is just as important. If the university\u2019s leadership is seen to be turning a blind eye, the very fabric of the institution begins to be eroded. <\/p>\n\n\n\n

I am happy to put on record that if elected Chancellor, the principles of transparency, accountability and justice will inform my approach to the role. I agree that misconduct cannot go unaddressed, and would make it a priority to put the points you have helpfully brought to public attention onto the Vice Chancellor\u2019s agenda. I would also be happy to meet with you to discuss the idea of an independent Ombudsman so that I can better understand how it might work in practice. If it is the best way to address the problems you have identified, I would be happy to put my private and public support behind it.” (Lord Browne of Madingley)<\/p>\n<\/blockquote>\n\n\n\n

Dr Mark Mann<\/h2>\n\n\n\n
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“When I first read the articles published in the paper when you announced your candidate my first emotion was that of sadness, because though I stopped working at Cambridge 15 years ago I had hoped that it would have got its act together on this. But then I spent 2015-22 in Oxford, and I am afraid to say that the behaviours I occasionally observed at Cambridge were also present at Oxford. <\/p>\n\n\n\n

We know that power that senior members of the university have in their hands. I had hoped the Postdoc Academy, for instance, might help to fix some of this by raising the postdoc community up a bit, redressing the balance, but it clearly has not. Most (as your stats show) act responsibly and fairly – I was treated brilliantly at Cambridge – but the proportion that do not is far too high. <\/p>\n\n\n\n

The part of your statement devoted to this I fully support. I fully support the creation of an independent Ombudsman as well. I don’t see that Cambridge marking its own homework on this is sustainable any more. Have you scoped out how much you think it would cost to run? Whatever it is, I think it is clear budget needs to be found. I think the power should extend to fully-owned subsidiaries of the University as well. I also think we need to ensure that the bullies know what they are doing – I was never trained on anything regarding HR whilst at Cambridge, and it was clear most others hadn’t either. Again, I hope that this has improved since I left, but in any case I’d want to ensure that staff are under no illusions as to what constitutes acceptable behaviour, so training should be made available so that we reduce the cases that get sent to the ombudsman. I’d also want to ensure those who observe the behaviour even though they aren’t on the receiving end of it themselves know what to do as well. I was powerless at Oxford as I worked in a fully-owned subsidiary – separate company, separate HR department.” (Dr Mark Mann)<\/p>\n<\/blockquote>\n\n\n\n

Gina Miller<\/h2>\n\n\n\n
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“Having successfully increased governance, transparency and better consumer\/stakeholder outcomes in financial services, charities, modern day slavery i know that such proposals require careful and deep consideration, that includes workimg with diverse voices. <\/p>\n\n\n\n

An ombudsman could potentially strengthen both freedom of speech and the handling of complaints of harassment and discrimination, but it’s not a guaranteed solution. Proper funding, accessible redress and defining an ombudsman’s specific role are potential challenges. <\/p>\n\n\n\n

In terms of ensuring independence from university influence is also likely to be a challenge. However, this is a very worthy proposal, amongst others, that need to be seriously actioned by whoever becomes the next Chancellor of the University of Cambridge In the meantime, there are other shorter term solutions that I would be suggesting if elected.” (Gina Miller)<\/p>\n<\/blockquote>\n\n\n\n

Lord Smith of Finsbury<\/h2>\n\n\n\n
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 “I very much welcome the seriousness with which you\u2019re approaching the question of institutional accountability.  <\/p>\n\n\n\n

As you\u2019ll know, the OIA already performs a formal \u201combudsman\u201d role for student complaints.  But I agree that it is definitely worth examining whether Cambridge has adequate independent mechanisms in place for staff (both academic and administrative), for whistle-blowers, and for those providing professional services.  <\/p>\n\n\n\n

These are not of course matters for a Chancellor to determine directly, but I would certainly support open consideration within the University about how we can continue to improve transparency, accountability and support for all members of our community.” (Lord Smith of Finsbury).<\/p>\n<\/blockquote>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

The 21 Group contacted the other Chancellorship candidates asking them to respond to Prof Wyn Evans‘ suggestion of the creation of an independent Ombudsman to investigate serious malpractices, bullying or academic misconduct at Cambridge University. The Ombudsman would also be responsible for investigating Whistleblowing allegations (instead of the Registrary and […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2350","post","type-post","status-publish","format-standard","hentry","category-blog"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/21percent.org\/index.php?rest_route=\/wp\/v2\/posts\/2350","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/21percent.org\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/21percent.org\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/21percent.org\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/21percent.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=2350"}],"version-history":[{"count":9,"href":"https:\/\/21percent.org\/index.php?rest_route=\/wp\/v2\/posts\/2350\/revisions"}],"predecessor-version":[{"id":2362,"href":"https:\/\/21percent.org\/index.php?rest_route=\/wp\/v2\/posts\/2350\/revisions\/2362"}],"wp:attachment":[{"href":"https:\/\/21percent.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=2350"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/21percent.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=2350"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/21percent.org\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=2350"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}