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		<title>Reporting irresponsible conduct</title>
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				current-module="Irresponsible Research Practices"
				page-title="Reporting irresponsible conduct"
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							<p>Irresponsible conduct raises one additional and sometimes challenging responsibility &ndash;
								the responsibility to report irresponsible conduct when you become aware of it. Reporting
								suspicions requires knowing:</p>

							<ul>
								<li>What to report</li>
								<li>How to report it.</li>
							</ul>

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									<pod-modal-heading>Useful links</pod-modal-heading>
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											<p>Links to UK advice and contacts for whistleblowers:</p>
											<ul>
												<li><a href="https://www.gov.uk/whistleblowing" target="_blank">UK Government &ndash; Whistleblowing for employees</a></li>
												<li><a href="https://ukrio.org/our-subscribers/contact-our-subscribers/" target="_blank">UKRIO &ndash; List of contacts who can be approached to raise concerns about possible research misconduct</a></li>
												<li><a href="https://www.ukri.org/about-us/policies-and-standards/research-integrity/" target="_blank">UKRI &ndash; List of council contacts with responsibility for research integrity matters</a></li>
												<li><a href="https://www.hcpc-uk.org/resources/policy/whistleblowing-policy/" target="_blank">Health and Care Professions Council &ndash; Whistleblowing policy</a></li>
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							<h3>What to report</h3>

							<p>In principle, if you are aware of irresponsible conduct, you should report it &ndash; even if
								you are the person responsible for the irresponsible behaviour.</p>
							<p>Researchers are generally not in a position to know all of the factors underlying a
								colleague's behaviour. Therefore, if you are reporting suspicions regarding a colleague, you
								should usually only share your concerns with the person responsible for reviewing the
								situation.</p>

							<p>Generally speaking, you should <em>question</em> QRPs and <em>report</em> misconduct &ndash;
								however, since it can be difficult to determine the difference between the two, it is best
								to seek support and advice if you have concerns and want to know how to respond
								appropriately.</p>

							<instructional-text><p>The activity below includes an interview with a real researcher, who discusses their experience of encountering irresponsible behaviour and the sometimes difficult considerations involved in deciding whether or not to report the behaviour. Click "Next" to work through the questions and learn about the researcher's experience.</p></instructional-text>
							<instructional-text-accessible><p>The activity below includes an interview with a real researcher, who discusses their experience of encountering irresponsible behaviour and the sometimes difficult considerations involved in deciding whether or not to report the behaviour. Continue on to to work through the questions and learn about the researcher's experience.</p></instructional-text-accessible>

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									<p><strong>Have you been in a situation where you had concerns about the behaviour of a colleague or supervisor that you were reluctant to report?</strong></p>
									<text-block>
										<p>Part of the work of my research group is focused on developing new methods for data analysis. My colleague and I are using the same type of methodology, looking at different aspects of this area and using various kinds of data.</p>
										<p>After two years of research, my colleague asked me how I had been analysing the data. While I had only been using information from the database, my colleague had been using their own assumptions to fill the data gaps. I found this very concerning as, without declaring that he was relying on his own 'expert judgement', readers may have misinterpreted the findings and believed that they were all data-driven.</p>
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									<p><strong>Did you report the behaviour? What happened next? </strong></p>
									<text-block>
										<p>I did not formally report the behaviour because I was fairly certain that it was not a case of deliberate misconduct. I felt that my colleague's behaviour was probably based on the belief that a skilled reader in this field would understand that assumptions were being used.</p>
										<p>Instead of making a formal report, I raised the issue in a technical way during our group meetings. I have since realised that my colleague's actions are more common in my field of research than I had imagined. The behaviour displays a lack of transparency and responsibility, and I now feel responsible for doing more to address this issue in my research group.</p>
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									<p><strong>What were the consequences of raising this issue at the meetings?</strong></p>
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										<p>After I brought the issue up in the group meetings, I found that my supervisor appreciated my effort to be more transparent about the methodology I was using in my research. However, I cannot see him taking further action with my colleague.</p>
										<p>As a consequence of raising the issue in the meetings, I now feel that my colleague is avoiding discussing his research with me. He may be worried that my concerns could impact the timings of our deliverables. I can understand why, as we all have milestones to reach.</p>
										<p>The situation makes me wonder: who am I to change the course of my colleague's actions if our supervisor and the reviewers of his papers accept what he is doing?</p>
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								<p><strong>Have you been in a situation where you had concerns about the behaviour of a colleague or supervisor that you were reluctant to report?</strong></p>
								<p>Part of the work of my research group is focused on developing new methods for data analysis. My colleague and I are using the same type of methodology, looking at different aspects of this area and using various kinds of data.</p>
								<p>After two years of research, my colleague asked me how I had been analysing the data. While I had only been using information from the database, my colleague had been using their own assumptions to fill the data gaps. I found this very concerning as, without declaring that he was relying on his own 'expert judgement', readers may have misinterpreted the findings and believed that they were all data-driven.</p>
								<hr>
								<p><strong>Did you report the behaviour? What happened next? </strong></p>
								<p>I did not formally report the behaviour because I was fairly certain that it was not a case of deliberate misconduct. I felt that my colleague's behaviour was probably based on the belief that a skilled reader in this field would understand that assumptions were being used.</p>
								<p>Instead of making a formal report, I raised the issue in a technical way during our group meetings. I have since realised that my colleague's actions are more common in my field of research than I had imagined. The behaviour displays a lack of transparency and responsibility, and I now feel responsible for doing more to address this issue in my research group.</p>
								<hr>
								<p><strong>What were the consequences of raising this issue at the meetings?</strong></p>
								<p>After I brought the issue up in the group meetings, I found that my supervisor appreciated my effort to be more transparent about the methodology I was using in my research. However, I cannot see him taking further action with my colleague.</p>
								<p>As a consequence of raising the issue in the meetings, I now feel that my colleague is avoiding discussing his research with me. He may be worried that my concerns could impact the timings of our deliverables. I can understand why, as we all have milestones to reach.</p>
								<p>The situation makes me wonder: who am I to change the course of my colleague's actions if our supervisor and the reviewers of his papers accept what he is doing?</p>
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									<pod-modal-heading>Useful links</pod-modal-heading>
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											<p>Links to UK advice and contacts for whistleblowers:</p>
											<ul>
												<li><a href="https://www.gov.uk/whistleblowing" target="_blank">UK Government &ndash; Whistleblowing for employees</a></li>
												<li><a href="https://ukrio.org/our-subscribers/contact-our-subscribers/" target="_blank">UKRIO &ndash; List of contacts who can be approached to raise concerns about possible research misconduct</a></li>
												<li><a href="https://www.ukri.org/about-us/policies-and-standards/research-integrity/" target="_blank">UKRI &ndash; List of council contacts with responsibility for research integrity matters</a></li>
												<li><a href="https://www.hcpc-uk.org/resources/policy/whistleblowing-policy/" target="_blank">Health and Care Professions Council &ndash; Whistleblowing policy</a></li>
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							<p>If you ever find yourself in a position where you don't know what to do, seek advice. Many universities subscribe to the UK Research Integrity Office (UKRIO), which is able to provide impartial advice and, if necessary, assist in conducting investigations.</p>
							<p>The Concordat to Support Research Integrity also recommends that universities provide a
								"named point of contact" who can be contacted in confidence by <glossary
									content="A sporting analogy (based on a football referee blowing a whistle when a misdemeanour occurs) which is used to describe someone who reports misconduct.">
									whistleblowers</glossary> or anyone else concerned about the integrity of the research
								being conducted at their institution (Universities UK, 2019, p. 14). Institutions should
								make provisions so that individuals with concerns over research conduct can raise their
								issues in confidence and receive appropriate support. In this way, responsibility for
								tackling poor practices is shared, rather than being left to the individual researcher.</p>

							<h3>How to report</h3>

							<p>Before reporting someone for irresponsible conduct, it is important to take some time to make
								sure you are not jumping to an improper conclusion.</p>

							<instructional-text>
								<p>Click through each step for discussion of the questions you should ask yourself if you
									are considering reporting irresponsible behaviour.</p>
							</instructional-text>
							<instructional-text-accessible><p>Continue on for a discussion of the questions you should ask yourself if you are considering reporting irresponsible behaviour.</p></instructional-text-accessible>

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									<ladder-label>Why is it important to maintain confidentiality?</ladder-label>
									<ladder-number>4</ladder-number>
									<ladder-feedback>
										<p>Allegations of misbehaviour are generally handled confidentially to avoid
											damaging reputations (of both the whistleblower and the accused). No matter what
											you believe personally, anyone accused of irresponsible conduct should be
											considered innocent until all the evidence is in and decisions are made. If
											there is a need to break confidentiality, such as when some risks are involved,
											those decisions should be made by persons authorised to deal with allegations.
											If your concerns are not being taken seriously, there is the option of 'going
											public'; however, this is a serious step and should not be taken lightly.</p>
									</ladder-feedback>
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									<ladder-label>Where should the irresponsible behaviour be reported?</ladder-label>
									<ladder-number>3</ladder-number>
									<ladder-feedback>
										<p>As a general rule, you should report your concerns to the person who has the
											authority to investigate your allegation. Usually there are five options:</p>
										<ul>
											<li>The supervisor or principal investigator running the overall project or lab
											</li>
											<li>The research office at the institution where the researcher is or was
												employed when the research was undertaken</li>
											<li>The body that funded the research (if, for some reason, the institution will
												not consider the allegation)</li>
											<li>The journal that published the research</li>
											<li>The professional organisation representing researchers in the field of
												research (for instance, the General Medical Council (GMC) or the British
												Psychological Society (BPS)).</li>
										</ul>
									</ladder-feedback>
								</ladder-step>
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									<ladder-label>What evidence do you have?</ladder-label>
									<ladder-number>2</ladder-number>
									<ladder-feedback>
										<p>Judgements about irresponsible behaviour must be based on evidence. This does not
											mean you have to provide all of the evidence, as you are not responsible for the
											investigation that may follow. But you do have to provide the person you report
											to with a reason for considering your allegation.</p>
									</ladder-feedback>
								</ladder-step>
								<ladder-step>
									<ladder-label>Why do you believe the behaviour you observed is irresponsible?
									</ladder-label>
									<ladder-number>1</ladder-number>
									<ladder-feedback>
										<p>You should be able to point to a best practice or definition of misbehaviour that
											confirms that what you have observed or become aware of is irresponsible. You
											may think that you should be an author on a paper resulting from work you did,
											but before reporting someone for an irresponsible authorship practice you must
											know how authorship is defined in your field and objectively assess the work you
											did. You should avoid rushing to a judgement just because you didn't like what
											someone did.</p>
									</ladder-feedback>
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									<p>What protections does your institution offer to those reporting possible research
										misconduct?</p>
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							<p>Even if your local research office or university official is not able to investigate your
								allegation, it is usually a good idea to begin by getting local advice. All UK institutions
								will have whistleblowing policies and people with experience in handling allegations of
								irresponsible practice, including a named point of contact, and they have an obligation to
								provide assistance. You should take advantage of this assistance before making decisions
								about how to proceed.</p>

							<h3>Summary</h3>

							<p>As a researcher, you have an obligation to report irresponsible conduct; however, you must
								be careful to avoid letting personal prejudice dictate your behaviour. This is particularly
								important because making unfounded or poorly evidenced allegations can, in itself, be
								considered irresponsible conduct.</p>

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