Social safety

This section of the HR Toolkit informs you as a supervisor about uu77's policy on social safety and provides an overview of the various training courses available.

uu77 aims to provide an open, inclusive and safe working and studying environment. Social safety is therefore a strategic goal. The support structure has been expanded and the various regulations on social safety have been given an overarching framework in the form of the Code of Conduct. To improve social safety in your department, starting the conversation about behaviour is very important. This is at the core of culture change.

Results from the university-wide staff survey show that social safety problems are quite diverse, but that gossiping and social exclusion are the most common. Paying extra attention to these undesirable patterns, both through exemplary behaviour and targeted interventions, could make a positive difference for many staff members. At the level of divisions, other or additional issues may obviously arise.

The central HR division offers expertise on this topic. Ilja Hijink, policy advisor, is the lead person on the file and is always willing to think along.

Policy/management

Code of conduct and regulations

a) Code of conduct

The Code of Conduct has been the organisation-wide framework for acting with integrity since 2022. The Code of Conduct contains the common values of uu77 that guide our professional behaviour and the specific rules on undesirable behaviour, relationships in the workplace, ancillary activities, scientific integrity, whistleblowers and (social) media.

b) Consolidating/strengthening support structure

When undesirable behaviour occurs, support from the help structure is available. There is a network of HR advisers, (local) confidential advisers, ombuds officers, campus psychologists, coaches and more who can advise on creating social safety within teams and offer support to all involved in situations of undesirable behaviour.

c) Complaints scheme

If an informal approach or going through the Guideline in 10 phases (see below) does not make a reporter feel helped, there is also the formal complaints procedure. The complaints scheme prescribes the procedure if an employee wishes to make a complaint about undesirable behaviour.

Action-oriented policy frameworks

a) Gender, diversity, equity and inclusion

The university has a comprehensive and applicable Gender Equality Plan and Diversity, Equity and Inclusion Plan to achieve a gender-equal, diverse, inclusive and equitable campus society. Some of the policy interventions under this framework directly benefit social safety.

b) Social safety

With a Plan of Action and a Project Plan Prevent Care Cure, uu77 is working in a coordinated way to increase social safety.
The 'guide' , published by the KNAW in 2022, provides an overview for directors and supervisors to realise improvements in the structure, culture and system of their own (scientific) organisation. uu77 embraces this overview.

Leadership

a) Exemplary behaviour

Directors, supervisors, (university) lecturers and professors at the university have a special responsibility in propagating integrity and respectful behaviour. They propagate policy. They create the conditions for a safe working environment and for constructive, open and professional cooperation in teams. They listen to and engage with employees. They address employees on improper behaviour while being open to criticism and suggestions from employees. Supervisors are aware of the dependency and power imbalance that exists in relation to employees and students.

b) Appointment and promotion

When appointing and promoting supervisors, it is important to critically assess the extent to which they are capable of setting an example and to what extent they take responsibility for the well-being and functioning of the team. Including social safety requirements in application/selection procedures is of value here.

c) Development

The importance of the exemplary role means that the organisation also has an explicit responsibility towards supervisors. They need advice and guidance to perform their role properly. Leadership development programmes can help in this regard. Consider the Core programmes Courage, Connection and Openness from the section on leadership.

d) Guideline for executives in case of signal inappropriate behaviour

uu77 has developed a for all superivors. In 60 minutes, you become more skilled in achieving a socially safe working environment and in fulfilling the role of supervisor in social safety. A key component is the Guideline in 10 phases: managing transgressive behaviour'. This 10-phase plan helps you as a manager go through a careful procedure with those involved when you receive a signal of repeated undesirable behaviour of of transgressive behaviour. For more information you can contact Ilja Hijink.
A tool compiled by the Netwerk Universitaire Vertrouwenspersonen Nederland (network of university confidential advisors of the Netherlands) can also provide guidance. It gives managers and separate employees advice on how to deal with aggression, (work) conflicts, sexual harassment and bullying.

Team and individual

Increased awareness and skills

In Grow you can find an up-to-date overview of our extensive range of trainings on social safety.