The Strategic Council for Equal Opportunities, whose chairpersonship I took over from Heidi Hansson on 1 January, recently had its first meeting of the year. Until then, we will keep working with the mechanisms we currently have. By the start of the summer holidays, I hope we will have a concrete plan on how to put Ulrika Haake’s proposals into practice. Those are now being discussed in various internal forums, to help us decide which we will be implementing. The University Management asked Professor Ulrika Haake to look into that particular issue in greater depth she proposed several interesting changes. One of Karin Röding’s suggestions was to redesign the University’s work environment and equal opportunities mechanisms. Additional helpful and important steps in the right direction are being taken across the University. We have also clarified a range of formulations in our legal framework. We recently established the brand-new STAR team, for example, to help managers at the University prevent and handle victimisation, harassment and sexual harassment. We have genuinely prioritised the matter I am pleased to be able to report that 31 of these have now been fully or partially implemented. It has been very valuable to hear an outsider’s take on these questions: external evaluator Karin Röding suggested 32 future-focused measures for us to consider. In the autumn of 2021, the Västerbottens-Kuriren newspaper suggested Umeå University should be better at handling harassment. Together, we keep working to achieve that goal, both by discussing the matter among ourselves and through the framework and support measures that are in place to prevent such things from happening. Our goal is for there to be zero victimisation, harassment and sexual harassment at our University. The fact that this seems to be a widespread problem, however, does not excuse the occurrence of victimisation and harassment at Umeå University.
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