In the last year, the University Management has prioritised activities against victimisation and harassment, and has decided on and implemented several measures regarding work environment and equal opportunities. When the University Board convened on 7 December, Deputy Vice-Chancellor Heidi Hansson and Human Resources Director Lars Nordlander presented a report on how the work has progressed after Karin Röding's external investigation. The majority of the measures have been finalised and the remaining ones will be completed in the spring.
This year, two topics have been recurrently addressed at the University Board assemblies: activities to strengthen research and education; and work environment and core values. On 7 December, the University Board was presented with a summary of this year's activities and what is left to achieve when it comes to work environment and core values. Vice-Chancellor Hans Adolfsson also informed the University Board that he will take over the University Management's responsibility for the equal opportunities work from 1 January after Deputy Vice-Chancellor Heidi Hansson.
Lars Nordlander, Human Resources Director at Umeå University.
Photo: Mattias Pettersson
"Umeå University has really powered up our efforts this year, and highlighting our mutual achievements is crucial. This is not a one-off initiative, but the work will continue in various shapes and forms," says Lars Nordlander, Human Resources Director at Umeå University.
Some of the measures already implemented:
- Three procedures are now in place: Procedures to support managers when handling victimisation, harassment or sexual harassment; Procedures for the Staff Disciplinary Board: and Procedures regarding whistleblowing.
- A thematic day for students and staff was held on 11 October.
- Various training activities and workshops have been conducted at faculties, the University Administration and by the library aimed at students and staff.
- Improved support for managers has been introduced through the recruitment of human resources strategists focusing on equal opportunities and labour law.
Some support measures aimed at managers and heads of department have yet to be completed – both preventive and supportive in terms of harassment or victimisation.
"It is vital that our renewed ways of working and procedures are implemented, and that students and staff are continually given the chance to update their knowledge-base through training and workshops," says Lars Nordlander. "Those are some of the things still to be finalised in the spring semester."
Another measure that remains is a review of the work environment and equal opportunities organisation, a task assigned Professor Ulrika Haake. On 2 February 2023, all students and staff are invited to a presentation of her report.
The page "For a safer workplace" on the staff website has until now been a natural place to report the progress of the University's activities in this area. In January, however, the page will be removed as most measures have now been completed.