This on Jane's post just today. Combining her post with my own week makes me think it's National "Ignore A Female Scientist" week.
Like Jane, I work with someone who consistently:
- Interrupts me,
- Disregards my ideas with no rationale,
- Tells me my ideas are wrong, only to repeat them back to me as his own,
- Ignores my intellectual presence.
I've taken all measures I think I possibly can. I've tried to be very direct with this person. I've spoken to my own advisor about it, and was told to cooperate. I've spoken to the Assistant Dean of Engineering, to the Graduate Advisor, to other faculty in the department. I've tried all their advice. Perhaps I'm doing something wrong, but even with all their advice, I've not been able to get this man to treat me with any kind of common courtesy.
It would be one thing if he were just a jerk. Unfortunately, I'm starting to see how his behavior is becoming an obstacle to my own intellectual development, academic success, and general happiness. The work I do for him is simply implementing his ideas, many of which are very mediocre.
What's ultimately frustrating to me is that the only next step I can see to correcting his behavior would be to file a formal complaint with the student grievance committee at the University of GradShitTownVille. I have no information about the formal grievance process, and I'm very hesistant to make a formal complaint as a result. Moreover, graduate students are not generally told that this process exists, and I had to make an inquiry just to find out that there is a process.
If I still worked in Industry, there would be more avenues through which I could resolve this problem. For example:
In Industry, I could quit my job, and find a healthier company. I cannot quit a school and go to another school so easily, though more and more I'm thinking of quitting altogether.
In Industry, I could discuss the issue with human resources, and the issue would come up in his annual review with his own boss. At the University of GradShitTownVille, there are no annual reviews that take student input into consideration.
In Industry, there are other safeties which would not require any action of my own. At IBM Research for example, minorities are tracked according to managers. If a given manager has a history of losing minorities to other managers and other groups, a flag is raised.