Our employees should feel safe at their work place and they should be able to notify of unacceptable conditions. There must be room for different views and we must promote a culture of academic discussion in which individuals do not need to fear that conflicts and disagreements will compromise human dignity and health.
- Unwanted sexual attention / sexual harassment
- Conflict management guidelines
OsloMet has a zero tolerance policy for sexual harassment. Neither students nor employees should ever have to be exposed to unwanted sexual attention or sexual harassment.
It is the recipient of the attention who determines whether it is undesirable. There are no requirements of purpose or intention of the sender.
Conflicts must be handled as early as possible and at the right level in the organisation.
A conflict can be defined as follows:
Two individuals - an individual and a group - or two groups - are in conflict when at least one party experiences the other as an obstacle or as a source of frustration (Professor Ståle Einarsen, UiB).
We are all responsible for safeguarding both our own and others’ working environment. Acts and agreements as well as the university's internal procedures and guidelines form the framework for this.
- Tell the person concerned
- Talk to your immediate manager with HR responsibility and explain the situation. This may also be done in writing. Talk to the manger on the level above if the conflict involves your immediate manger.
- Contact the safety delegate or the union representative - more about the roles of the safety delegates and the union representatives.
- Contact the HR contact point at your unit if you wish to get in touch with the occupational health service – see contact box to the right
- If the case comes to a standstill, or for various reasons, cannot be handled in the line, you can contact the Whistleblowing commission (varslingsnemda) directly.