Mutual respect, integrity and transparency, diversity and inclusion, democratic principles and sustainability – these are UM’s core values, as set out in its Strategic Programme. They form the basis of the university’s new code of conduct for employees. The seven-page document is intended to contribute to a “positive working environment” in which people hold themselves and each other accountable, and to provide “guidance” for employees who have witnessed or experienced undesirable behaviour such as bullying, abuse of power, discrimination, aggression, sexual harassment, conflicts of interest or smoking on university premises. The code also establishes a “preventive duty to report” personal relationships, such as romantic relationships or family ties. This will enable the university to “respond appropriately” in situations where “professional judgement” may be influenced (for example, in relationships involving a power imbalance, such as those between a student and a professor or a PhD candidate and their supervisor). “You only have to report it. You don’t need to disclose the nature of the relationship. We don’t want people to feel forced to come out or reveal a secret affair”, explains Margriet Schreuders, director of Diversity, Equity & Inclusion+ and co-author of the code.
Fair system
The code of conduct for employees – there is already one for students – did not come out of nowhere. Every institution is required to have one under the Collective Labour Agreement of Dutch Universities, and forthcoming legislation will make codes of conduct mandatory. The code serves as an overarching framework that encompasses existing regulations, such as the university’s general house rules, the procedure for reporting inappropriate behaviour and the complaints procedure for research integrity.
The code did not come about without difficulty. Around two years ago, an earlier draft failed to obtain the approval of the Local Consultative Body (LO), where trade union representatives meet with the university’s Executive Board. “It was too black and white”, explains FNV Overheid representative Wilma Klinkhamer. “It was worded in such a way that anyone could be held accountable. For example, it stated that witnesses could be punished for not speaking up. But a lot of people, especially those in dependent positions, often don’t feel able to raise the alarm. You can’t put that on them. The LO isn’t opposed to a code of conduct, but we feel strongly that it must work for everyone – both reporters and those being reported. It has to be a fair system.”
Before summer
This means that anyone who violates the code should be treated the same way, as was said at the most recent LO meeting last week. AC/FBZ representative Mark Govers argued that consequences are not set out clearly enough in the current draft, creating “a risk of arbitrariness”. One employee might get away with certain behaviour, while another could face a warning, suspension, transfer or – in extreme cases – dismissal. The vice-chair of UM’s Executive Board and Schreuders promised to revise the document and resubmit it to the LO before the summer.