Infrequent meetings and course updates have left some students worried about the completion of their thesis projects
C/O Janko Ferlic
Some fourth-year undergraduate students in the McMaster University Department of Psychology, Behavior and Neuroscience feel that their thesis courses are currently lacking adequate communication from the program staff and faculty.
Whereas their first semester of thesis in fall 2020 consisted of frequent course-wide meetings and communications from the department, students like Rya Buckley, a fourth-year in biology and PNB and the Silhouette’s Arts & Culture Editor, have found this to significantly decrease this past semester.
“The original meetings were really helpful . . . But then we did stop having those meetings, because there wasn’t really anything [to do] and that was fine at first. [However,] I think we definitely got fewer and fewer meetings and I feel like the meetings became less timely,” said Buckley.
The lack of communication began to grow after reading week and then into March. Buckley explained how stressful this became, especially around times when deadlines were approaching and students had many questions.
“Communication definitely fell off slowly . . . and on top of it, we weren't getting the information [in] another form. We weren't getting regular emails. We have an Avenue page for [the] thesis course, but we don't get regular Avenue announcements or anything like that,” explained Buckley.
On top of the lack of communication, the students’ poster session was also cancelled in February.
“Given the organizational demands of this virtual conference, as well as student stress levels in the busy end-of-term period, it was decided not to hold a program-specific virtual event for thesis presentations this year. Rather, students have been encouraged to present their thesis research at the Annual Ontario Psychology Undergraduate Thesis Conference,” explained Bruce Milliken, chair of the PNB department in an email statement to the Sil.
The department of PNB is hosting their 51st annual Ontario Psychology Undergraduate Thesis Conference this year on June 4, 2021. All thesis students will have access to free registration and an opportunity to present their thesis research projects.
“Personally, I think it was . . . a little easier for the department [to cancel]. I think they were probably having difficulty planning or having the time to plan it. I don't really think students and potentially even supervisors or maybe some internal supervisors were consulted [on the decision],” explained Buckley.
Buckley also addressed the other reason for cancelling the poster session, which was to reduce the stress on students.
“[It] makes sense and [it] doesn't because this was an expected part of our course,” said Buckley.
Communication has not just been lacking with students, but in Buckley’s eyes with supervisors as well. The student explained how many do not receive updates and information about upcoming deadlines for their administrative tasks.
“When we have deadlines coming up, [my supervisor] doesn't necessarily get an email . . . There's been a couple of [times] where she's had to submit by a certain date, but hasn't received an email about that [in] a proper manner . . . Especially with supervisors who are super busy people, it can be difficult when they get this delayed [information],” said Buckley.
Buckley acknowledged the difficulty of facilitating a course in a pandemic and other internal department issues that may have made it harder.
“I feel like there's something there . . . I'm not sure if it's a PNB problem or a campus problem. . . I think it's so difficult in COVID to figure out what's normal because you have no good base,” said Buckley.
From the Student Representative Assembly requiring a survivor to disclose their assault in order for the removal of a perpetrator on the assembly to news of rampant sexual assault within the McMaster Students Union Maroons, this past year has been filled with controversy.
Given the events of this year, and what has occurred in the past, it is shocking that the MSU lacks a formal human resources department.
HR departments exist to deal with workplace disputes and ultimately ensure that employees are aware of their rights as minimally outlined by the Ontario Employment Standards Act. This includes the creation, implementation and enforcement of policies and structures that support employee rights like formal complaint structures and disciplinary policies.
Currently, the only HR presence that exists within the MSU is through the operations coordinator, Maddison Hampel. Though Hampel has formalized HR training and experience, her role does not allow her to adequately support all HR functions of the MSU.
Unfortunately, the only HR-focused training for student employees ends at the mandatory online workplace health and safety training modules that all employees of McMaster University are required to complete.
The majority of student employees, myself included, have never even been formally introduced to Hampel or made aware of our employment rights during our training sessions.
If we had a formal HR department, it is extremely likely that the Maroons sexual assault allegations would have been dealt with appropriately.
In fact, with a proper HR department, policies for sexual assault and workplace harassment would likely already be in place, and be created by individuals with the expertise to do so.
A formal HR department could also allow for better and more comprehensive hiring practices wherein individuals who were previously reported to the department are properly dealt with and not re-hired for other positions within the MSU, a consistent problem of the institution.
At the very least, an HR department that is independent of the MSU could allow student workers to feel comfortable reporting any issues. As it stands, I report my workplace issues to my direct supervisors, but this gets complicated if my concerns are about individuals in positions of power.
An HR department can ensure supervisors are accountable for their actions and held to an expected level of professionalism.
Josh Marando, president-elect of the MSU for the 2019-2020 year, has acknowledged that the lack of a formal HR department is an issue. One of his platform points is to restructure the internal operations of the MSU.
According to his #BuildTogether platform, he plans to divide the current full-time staff position of operations coordinator to create a specific HR coordinator who is independent from the board.
While the operations coordinator’s role would be shifted to focus largely on supporting clubs and internal operations, the proposed HR coordinator is meant to “support our students through connecting with university programs that have a focus on equity and anti-discrimination.”
Though creation of an independent HR coordinator is an important first step, it is not enough. The MSU is comprised of over 40 full-time permanent staff and 300 part-time student staff. A singular HR coordinator cannot possibly support this vast number of employees.
The lumping of the HR coordinator role with equity and anti-discrimination programs can also be problematic. Certainly the future HR coordinator can and should consult with equity groups to ensure their policies are consistent with student needs, but it is important that the two ultimately remain separate.
This is because it is possible that issues concerning diversity and discrimination may arise from the HR department. This would then make it difficult for individuals to report issues to the same department where the issues stem from.
What the MSU needs is a full-blown autonomous HR department, with policies in place and trained personnel. Only through implementation of an HR department can the MSU truly account for the safety of its student employees.
It’s important to remember that students employed by the MSU are employees. They deserve the same respect and safety enforced by a HR department in any other workplace.
Honestly, student workers should be unionized to ensure their rights are defended. Until they are, the MSU must do a better job in the 2019-2020 year of protecting their employees through implementation of formal HR resources and personnel.
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