First, some key facts. Staff can raise concerns about issues such as sexual harassment, intimidation, bullying, aggression, discrimination or conflicts of interest with UM’s confidential advisers. Workplace conflicts may be reported to the ombuds officer. Anyone unsure where to raise a complaint, concern or question can approach the Concerns & Complaints Point (CCP), the university’s central point of contact for issues related to social safety.
Good news
The good news, according to the annual report, is that staff have become quicker to reach out to confidential advisers and the ombuds officer, improving the chances of resolving issues. The longer an undesirable situation drags on, the harder it often becomes to address.
But it isn’t necessarily good news that 2024 saw fewer reports, UM President Rianne Letschert pointed out to the Strategy Committee last week. After all, this does not automatically mean there have been fewer incidents; it might equally reflect a work environment where staff feel reluctant to raise issues with confidential advisers. As CCP coordinator Esther Goethart explained, these figures fluctuate, and UM has only been collecting them for a number of years. It’s still too early to draw conclusions. “We’ve actually seen an increase in the first half of this year.”
The role of managers
Most reports concern workplace intimidation, collaboration issues or labour disputes. Notably, managers play a negative role – directly or indirectly – in 60 per cent of cases. While 80 per cent of UM managers have now completed the mandatory Leadership and Unwanted Behaviour training course, and the report highlights their “active and open attitude” in these sessions, management behaviour remains a key issue. The Strategy Committee questioned whether training alone is sufficient. “It’s a good start, but it’s not enough to equip managers to handle the full range of social safety issues they may encounter”, said Goethart.
PhD candidates
Sixteen per cent of reports come from PhD candidates. The university has 19 faculty-level PhD confidential advisers. Most young researchers report problems with their supervisors – a serious concern, given the power imbalance. “This remains a vulnerable group”, Letschert told the Strategy Committee. “It’s unacceptable. How can we turn this around?”
CSC scholarships
The report draws particular attention to PhD candidates on China Scholarship Council (CSC) scholarships. Their funding, visas and academic futures all hinge on completing their dissertations, leaving them highly vulnerable and unlikely to report issues. Supervisors and coordinators are urged to be extra vigilant. In October 2024, UM decided to stop accepting new CSC-funded PhD candidates until their monthly allowance – currently €1350, not enough to live on – is increased.
Troubling student behaviour
There has also been a rise in troubling student behaviour, such as threatening or disturbed behaviour, extreme stress and signs of mental health problems. There were nine such reports in 2024, compared with just two in 2023. This not only raises concerns about student wellbeing but also contributes to staff feeling unsafe, the report notes.
Misuse
Another concern is the inappropriate use of the term “social safety”, for example when students challenge exam results or employees disagree with their performance reviews. A clear definition of the term will be introduced to prevent misuse. Finally, the report identifies improving support for victims as a top priority.
Riki Janssen