Universities have become very good at creating policies and procedures to deal with misconduct. These are operationalized through equity offices, research integrity processes, ombudspersons, harassment policies, codes of conduct, and training modules for almost every conceivable concern.
This looks like robust governance. But it can also make serious problems harder to see.
A graduate student reports intimidation by a supervisor. A staff member raises concerns about sexual harassment. A junior colleague describes authorship pressure. Someone else flags a conflict of interest or bullying in a research team. Each concern may be real. Each may be routed to the appropriate office. Each office may handle its file within its mandate.
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