Ostracism in the academic workplace has not received attention commensurate with its frequency and seriousness. One of the more detailed models of workplace ostracism incorporates the organisational antecedents of ostracism, its pragmatic and psychological impact and behavioural outcomes. Using a detailed written account of experiences within an Australian university, the model is examined to determine its limitations and suggest extensions which may make it more applicable to academic environments. This paper advances a modified version of the model, tailored specifically to cater for ostracism within academia, by taking into consideration the nature of the academic workplace and the significance of scholarly reputation. Future research may identify additional extensions for academia as well as modifications to the original model to ensure its applicability to other specialised workplaces. This may also lead to better ways in which to anticipate and prevent the antecedents of workplace ostracism and ameliorate its consequences.