Dealing With Inappropriate Behavior From PhD Supervisor In Germany

Hey guys,

Starting a PhD is a huge step, and it's natural to feel excited and maybe a little nervous, especially when it involves moving to a new country like Germany. Establishing a good relationship with your supervisor is crucial for a successful PhD journey. However, what happens when your interactions with your future supervisor raise concerns even before you officially start? This article dives into the complexities of dealing with inappropriate behavior from your supervisor, specifically in the context of a PhD program in Germany. We'll explore what constitutes inappropriate behavior, how to address it, and where to seek help, ensuring you have a supportive and respectful environment for your research.

Understanding Inappropriate Behavior in Academia

Before we delve into specific scenarios, let's define inappropriate behavior in academia. This can be a tricky area because the lines aren't always clear. It's not just about blatant harassment or discrimination; it also includes subtler actions that create a hostile or uncomfortable environment. Inappropriate behavior can manifest in many forms, including verbal, non-verbal, and even written communication. It is essential to recognize these behaviors to protect yourself and maintain a healthy working relationship with your supervisor.

Examples of Inappropriate Behavior:

• Verbal harassment: This can include offensive jokes, insults, or comments about your personal life, appearance, or background. It might also involve constant criticism or belittling remarks about your work or abilities. Supervisors who engage in verbal harassment create a toxic environment that undermines the student's confidence and academic progress. For instance, a supervisor who consistently makes demeaning comments about a student's research ideas or constantly criticizes their writing style is engaging in verbal harassment.
• Non-verbal harassment: This encompasses actions like intimidation, staring, or invasion of personal space. These actions can make a student feel threatened and uncomfortable. Non-verbal cues, such as rolling eyes, dismissive gestures, or physical intimidation, can create a hostile atmosphere and hinder effective communication. Imagine a scenario where a supervisor consistently stands too close or uses aggressive body language during meetings; this behavior can be intimidating and inappropriate.
• Unwanted attention: This includes persistent advances, requests for dates, or any other form of romantic or sexual interest that is not reciprocated. Such behavior is a clear violation of professional boundaries and can create a highly uncomfortable situation for the student. A supervisor who repeatedly asks a student out on dates or sends inappropriate personal messages is engaging in unwanted attention.
• Abuse of power: Supervisors hold significant power over their students' academic careers. Abusing this power can involve assigning tasks unrelated to your research, demanding personal favors, or threatening your funding or progress. This can manifest as a supervisor who pressures a student to work on their personal projects or withholds crucial resources if the student doesn't comply. A supervisor who threatens to delay graduation or withhold a letter of recommendation if a student challenges their decisions is also abusing their power.
• Discrimination: This can be based on your gender, race, religion, nationality, sexual orientation, or any other protected characteristic. Discrimination can manifest as unequal treatment, exclusion from opportunities, or biased evaluations. For example, a supervisor who consistently dismisses the ideas of female students or provides more opportunities to male students is engaging in discrimination. Similarly, a supervisor who makes biased remarks about a student's ethnicity or cultural background is creating a discriminatory environment.
• Inappropriate communication: This could include sending emails or messages at unreasonable hours, making excessive demands on your time, or discussing personal matters that are not work-related. For example, a supervisor who frequently sends emails late at night or on weekends, expecting immediate responses, is engaging in inappropriate communication. Similarly, a supervisor who shares excessive personal details or asks intrusive questions about a student's private life is overstepping professional boundaries.

It's important to remember that what one person considers inappropriate, another might not. However, if a behavior makes you feel uncomfortable, disrespected, or unsafe, it's crucial to address it. Trust your instincts and don't dismiss your feelings. Your well-being is paramount, and you deserve to work in an environment where you feel valued and respected.

Specific Scenario: Addressing Concerns Before Starting Your PhD

Now, let's address the specific scenario of experiencing potentially inappropriate behavior from your future supervisor during pre-program Zoom meetings. This situation can be particularly challenging because you haven't even officially started your PhD yet. You're trying to build a rapport and discuss your research, but you're also navigating potentially uncomfortable interactions.

Why Pre-Program Interactions Matter:

These initial interactions are crucial for setting the tone of your supervisory relationship. They allow you and your supervisor to get to know each other, discuss research interests, and establish expectations. However, they also present an opportunity for potential issues to surface. Addressing concerns early on can prevent them from escalating and help ensure a positive working relationship throughout your PhD.

Common Concerns During Pre-Program Interactions:

• Unprofessional communication: This might include overly casual language, sharing inappropriate personal information, or making comments that feel too familiar. For example, a supervisor who uses informal language or shares intimate details about their personal life during initial meetings might be blurring professional boundaries. Similarly, a supervisor who makes suggestive comments or jokes could be creating an uncomfortable environment.
• Boundary violations: Your supervisor might ask about your personal life in a way that feels intrusive or make assumptions about your availability. A supervisor who asks detailed questions about your relationship status or family situation might be crossing a line. Similarly, a supervisor who assumes you are available at all hours or pressures you to socialize outside of work is violating professional boundaries.
• Unclear expectations: If your supervisor's expectations for your work or communication are unclear or seem unreasonable, it's important to address this early on. For instance, a supervisor who gives vague instructions or changes expectations frequently can create confusion and anxiety. Similarly, a supervisor who demands an excessive workload or expects constant availability might be setting unrealistic expectations.
• Microaggressions: These are subtle, often unintentional, expressions of prejudice or bias. While they may seem minor individually, they can accumulate and create a hostile environment. Examples include making assumptions about your abilities based on your background or using language that is subtly discriminatory. A supervisor who makes comments about your accent or expresses surprise at your accomplishments might be engaging in microaggressions.

Steps to Take If You Experience Inappropriate Behavior:

1. Document everything: Keep detailed records of each interaction, including the date, time, specific comments or actions, and your feelings about the situation. This documentation can be invaluable if you decide to take further action. Write down everything as soon as possible after the interaction, while the details are still fresh in your mind. Save any emails, messages, or other written communication that you find concerning.
2. Trust your instincts: If something feels wrong, it probably is. Don't dismiss your feelings or try to rationalize the behavior. Your emotional response is a valid indicator of whether a boundary has been crossed. If you feel uncomfortable, disrespected, or unsafe, take your feelings seriously and seek support.
3. Seek advice: Talk to someone you trust, such as a friend, family member, or another academic mentor. They can offer an outside perspective and help you assess the situation. Sharing your experiences with others can also help you feel less isolated and more empowered to take action. Consider reaching out to a trusted professor, a graduate student advisor, or a counselor for guidance.
4. Consider addressing the behavior directly (if you feel safe): If you feel comfortable and safe doing so, you might consider addressing the behavior directly with your supervisor. This could involve a private conversation where you calmly and respectfully express your concerns. For example, you could say,