Areas

• Freedom of research, teaching and speech

  SDU has freedom of research, teaching and speech as fundamental academic prerequisites for the University’s mission to create and share knowledge for the benefit of society. The freedoms are rooted in the historical values of universities, which are inextricably linked with academic integrity and responsibility.

  As an employee at SDU, you have freedom of speech and can expect the University to: 

  • respect and protect the right to research, teach and express yourself freely
  • support an open, respectful and professional environment with room for
  disagreement.

  With freedom comes responsibility. SDU expects everyone to contribute to a respectful tone, to show respect for diversity and to demonstrate a willingness to understand and challenge the views of others. Dialogue contributes to creating value for the University and for the outside world.

  View SDU’s statement about freedom of research, teaching and speech
• Leadership

  At SDU, leadership is characterised by bringing human skills and resources into play so that we as a university can solve our tasks and achieve our goals. Leadership is exercised with respect for freedom of research, teaching and speech in dialogue with employees, students and partners – and with an understanding of the University’s framework conditions.

  For managers at SDU, leadership means navigating a complex reality with many agendas and relationships. It requires the manager to be able to clarify roles and skills, manage expectations, and at the same time be present and approachable. Leadership at SDU unfolds on many levels – from the Rector and the deans to research group leaders, and from the University Director to team managers and heads of section. In addition, there programme management, where the leadership task is academic and focused on quality and development in the programmes, but without staff responsibility. Diversity is a strength, but it also demands inclusiveness and the ability to lead across disciplines, cultures and languages. Common to all managers is that they contribute to the development of the University through collaboration and coordination across units.

  The special leadership task of the University

  University leadership is about reconciling academic freedom and high ambition with collegial collaboration and civic responsibility. This requires the ability to balance autonomy and shared goals, create frameworks in which research, teaching and dissemination thrive, while at the same time ensuring alignment between political requirements, finances and the University’s values.

  Leadership with direction and presence
  Good leadership means that together we can deliver high quality, fulfil academic ambitions and thrive. Important values are: 

  • clear direction and priorities
  • co-operation and coordination
  • open communication and dialogue
  • well-being and inclusion
  • professional development.

  SDU’s Leadership Compass sets the direction for good leadership.

  Learn more about SDU’s Leadership Compass
• Co-determination and involvement

  At SDU, co-determination and involvement are the foundation for commitment, collaboration and quality in task performance. Relevant collegiate bodies, committees and representatives of staff and students are involved early in significant decisions, which ensures that they have a real opportunity to influence outcomes and leave a visible mark.

  As an employee, you can expect SDU to: 

  • involve representatives early and ensure access to the necessary information
  • create spaces for open dialogue and different perspectives in decision-making
  processes
  • follow up on how input is involved in the final decision.

  Similarly, SDU expects employees to participate in the processes where involvement and co-determination take place – and to contribute to a respectful and co-operative environment.

  Employee representatives act as an important bridge between employees and management. They represent the perspectives of employees in meetings and discussions, ensure that views are taken into account and monitor the implementation of decisions.

  Co-determination provides direct influence on decisions in the councils, boards and committees to which one is elected, while involvement ensures that one’s views are heard and taken into account, even without decision-making authority. Both are essential for a well-functioning and inclusive university.

  At SDU, influence takes place on two levels: 

  • Formally: Through structured bodies and committees in which employee
  representatives have decision-making authority
  • Informally: Through daily dialogue, involving input and perspectives at all levels.

  Co-determination and involvement are not just about being heard, but about creating a university where employees actively contribute to development, quality and community.

  Visit SDU’s portal on co-determination and involvement
• Liaison organisation and union representatives

  SDU’s liaison organisation is based on close and constructive interaction between management and employees on working conditions and staff matters. The aim is to promote understanding, trust and participation, as well as to support the development and operation of the University.

  As an employee, you can expect SDU to: 

  • involve liaison committees early in relevant decisions
  • ensure that liaison committees have the necessary information and time to deal
  with the matter
  • support collaboration between the liaison organisation and the Occupational
  Health and Safety Organisation.

  At SDU, the liaison organisation consists of the Central Liaison Committee as well as the faculties’ and Central Administration’s respective liaison committees.

  • Learn more about SDU’s liaison committee (in Danish)

  
  

  Union representatives

  Union representatives are an important part of SDU’s collaborative culture. They represent the interests of staff and engage in constructive dialogue with management on solutions, developments and improvements.

  The duties and responsibilities of union representatives are: 

  • to ensure effective collaboration between employees and management and
  contribute to safety, stability and trust in the workplace
  • to communicate employees’ views and criticisms of decisions and processes and
  help to find solutions or compromises in collaboration with management
  • to support well-being and a good work environment as well as actively
  participate in the University’s decision-making processes and organisational
  development
  • to help create fair and transparent processes in relation to sick leave, disciplinary
  measures and dismissal.

  Collaboration with union representatives creates value for SDU because it enhances task performance, employee satisfaction and the development of the University’s community and direction.

  As an employee, you can use your union representative as a sounding board – both when you need advice on rights and opportunities, and when solutions need to be found in difficult situations.

  • Get an overview of union representatives at SDU

  
  

  University Councils, Academic Councils and Department Councils

  The University Council, Academic Councils and Department Councils are also key forums for dialogue, counselling and academic quality in decision-making processes at SDU.

  As an employee, you can expect SDU to: 

  • ensure openness and transparency about the role, tasks and decision-making
  basis of the Councils
  • involve the academic assessments and recommendations of the Councils in
  significant decisions
  • provide the councils with the necessary information and time to carry out their
  advisory function.

  Similarly, SDU expects employees to engage constructively in council work when elected or appointed to a council, contribute academic perspectives that qualify discussions and bases for decisions, and share relevant information between council work and the local unit.

  The University Council, Academic Councils and Department Councils collectively contribute to a well-run university where academic insight and broad involvement underpin quality, development and cohesion.

• Work environment and well-being

  Good frameworks and high levels of well-being are essential for employees and students to be able to unfold their potential and contribute to quality in task performance. The work environment is a shared responsibility across the entire organisation – at all levels and locations.

  A good work environment creates value by supporting academic freedom, integrity, collaboration and quality. It is also a prerequisite for attracting and retaining skilled employees and developing strong and inclusive academic environments.

  SDU’s health and safety efforts include: 

  • prevention of physical, psychological, ergonomic, chemical and biological risks
  • systematic follow-up through workplace assessments, well-being surveys and
  annual discussions in the Occupational Health and Safety Organisation
  • solving occupational health and safety challenges.

  Responsibilities and efforts are distributed as follows:

  • Management ensures a framework in which well-being, collaboration and safety
  are prioritised
  • Employees assume co-responsibility by actively contributing to dialogue and
  solutions
  • SDU’s Occupational Health and Safety Organisation supports the effort,
  whereas local health and safety groups handle the ongoing follow-up in
  everyday operations.

  All employees are always free to contact their health and safety manager or representative if necessary.

  See more information about SDU’s work on occupational health and safety
• Equality, Inclusion and Diversity

  SDU is a diverse organisation that values diversity and works to create equal opportunities for all – regardless of gender, age, ethnicity, social background, religion, sexual orientation, disability or other markers of discrimination. We want an inclusive work environment in which everyone can contribute and thrive.

  As an employee, you can expect SDU to: 

  • work purposefully to promote equality and inclusion in all aspects of the
  University’s work
  • prevent and address discrimination, sexism, unwanted sexual attention and
  other forms of offensive behaviour
  • ensure that decisions are made on an objective and informed basis.

  Equality and diversity require collaboration and structural initiatives, regular follow-up and commitment from management. This effort is integrated into SDU’s Gender Equality Plan (GEP), which helps meet the University’s strategic goals and external commitments.

  • For information on gender equality at SDU, see SDU's Gender Equality Plan
  • Visit SDU’s portal on a healthy and safe work and study environment free from offensive behaviour