Dr Eleni Meletiadou, Associate Professor (Teaching), PFHEA and NTF, reflects on lessons from a European project exploring the experiences of migrant female early career researchers and academics. She shares insights on invisible gender-based violence and practical steps universities can take to create safer, more inclusive workplaces.
“Invisible gender-based violence is real, widespread and damaging; and silence only makes it worse.”
This is the urgent message from a European project I led as part of the Platform Work Inclusion Living Lab (P-WILL). We surveyed migrant female early career researchers and academics across Europe, uncovering patterns of persistent, subtle and often unreported gender-based violence, forms of harm that erode confidence, wellbeing and career progression.
Many universities assume that policies alone protect staff. Our research shows this is far from the case. Tacit violence, precarious contracts and institutional silence mean women often remain invisible, while harm accumulates. But there is hope: universities can act decisively to make workplaces safer, fairer and more inclusive.
Why silence persists
Underreporting is a central concern. Participants explained that perpetrators are often in positions of authority, such as supervisors, senior academics or institutional leaders. Speaking out can risk retaliation, victim-blaming, or even jeopardising temporary contracts or visa status.
Institutional culture often compounds the problem. Neoliberal priorities around productivity and individual responsibility frequently outweigh staff wellbeing. Reporting mechanisms are inaccessible, unclear or mistrusted, leaving early career researchers uncertain where to turn.
Invisible forms of harm
Survey respondents described a range of experiences:
- Subtle exclusion: being overlooked in meetings, denied visibility for contributions, or excluded from informal networks.
- Organisational neglect: unclear workloads, extra unpaid labour and denied professional development opportunities.
- Economic and career pressures: short-term contracts, discrimination based on migrant status, and limited progression.
- Psychological impact: feeling undervalued, unsafe or invisible.
One UK participant shared how fear of losing her visa prevented her from reporting harassment by a senior academic. Another from Cyprus described feeling unprotected due to institutional silence around gender-based violence. These experiences highlight that inclusion is more than representation; it is about voice, agency and safety.
Intersectionality amplifies vulnerability
The research confirmed that gender alone cannot explain these experiences. Migration status, language, nationality, and career stage intersect to shape vulnerability.
Migrant female early career researchers often face precarious employment, dependence on supervisors, and cultural or linguistic barriers, compounding the risks of tacit violence. Any effective institutional response must recognise these intersectional factors and provide tailored support, mentoring, and protection.
Lessons for higher education
The survey responses dispel common myths:
- Policies alone do not prevent harm.
- Gender-based violence is not only overt misconduct.
- Early career researchers are not simply “lacking resilience.”
Our findings suggest several actionable lessons:
- Power matters – safe, confidential and effective reporting channels must exist, without risking careers.
- Invisible harms count – subtle exclusion neglect, and microaggressions can be as damaging as overt abuse.
- Intersectionality shapes risk – support must account for gender, migration status and career stage.
- Culture over compliance – policy statements are not enough; culture must prioritise safety, inclusion and wellbeing.
- Small changes matter – mentoring, transparent decisions and inclusive networks significantly improve belonging and retention.
From research to action
This project has already informed tangible changes across institutions:
- Workshops and training on inclusive research cultures and managing tacit violence
- Mentoring programmes for migrant female early career researchers
- Policy reviews to improve reporting mechanisms and wellbeing support
- Leadership conversations about inclusion, safety, and organisational culture
Personally, these insights reshaped how I mentor, supervise and lead. Creating spaces where all voices, especially those at the margins, are heard, respected and supported is both achievable and essential.
Looking ahead
Higher education has made progress in equality, diversity and inclusion, but representation is not enough. Migrant female researchers need workplaces where they feel safe, visible and empowered to thrive.
Invisible gender-based disadvantage persists because it is normalised. Listening carefully to staff experiences, recognising subtle harm and taking action is the critical first step towards meaningful change.
What might we notice if we paid closer attention to those who feel least visible in our institutions, and what concrete steps will we take today to make HE safer and more inclusive?
Dr Eleni Meletiadou is an Associate Professor (Teaching), Principal Fellow of Advance HE (PFHEA), National Teaching Fellow (NTF), and Director of the RILEAS and GEDI Research Groups. She leads European projects on inclusion, gender equality, multilingualism, and social justice in higher education.
