New function aims to ensure better support for employees experiencing abusive actions
To strengthen the handling of offensive acts in the workplace, the Faculty of Science has created a new function: Resource person in connection with harassment cases. The function is carried out by Suba S. Lindholm, who is currently the deputy head of the PhD school and secretary of the Gender Equality Committee.
The new function is to ensure that both victims and witnesses who experience harassment at work have a designated contact and support person. Many are unsure where to turn and how the existing procedures work – and this is where the resource person can help.
Support, guidance and visible procedures
Suba S. Lindholm has been given a central role in:
- Listening attentively to inquiries.
- Providing advice and guidance on the applicable procedures.
- Referring people to the right authorities.
- Following up on incoming inquiries.
- Making suggestions for improvements to existing procedures.
- Sparring with HR to ensure the best possible handling of the cases.
It is important to emphasize that the resource person does not have decision-making authority in cases of harassing acts. The role is solely advisory and supportive.
A need for better information and clear channels
Suba S. Lindholm explains the background to the new function:
- We have created this function because, in our work with the VIVE report, we have seen how crucial proper and thorough handling is for the retention of employees who have experienced abusive acts and behavior.
The faculty's own surveys have also shown that as many as 55 % of the faculty's respondents do not know where or how they can report an abusive act. This emphasizes the need for a more visible and accessible support function.
- It can be difficult for international employees in particular to navigate the system. They are not necessarily familiar with the roles of the health and safety and union representatives, and therefore they may need extra guidance, she says.
Aligning expectations and clarity in the process
Suba S. Lindholm also emphasizes that an important part of her role will be to align expectations with those who contact her.
- The goal is also for them to gain insight into what the further process looks like. What happens if you report a harassing act? How do you get involved? What are the consequences? It is important to understand that you will not necessarily be included in the further process or gain insight into the consequences for the person reported.
A strengthened effort for a safe workplace
With the new function, the faculty hopes to create greater security and clarity for employees, so that everyone knows where they can go for help and support. Suba S Lindholm looks forward to receiving inquiries and contributing to the proper handling of harassment cases.
- I hope that this function can increase focus on ensuring that any harassment cases are handled in a good and proper way, she says, adding that all inquiries are treated in complete confidentiality.
Inquiries to Suba S. Lindholm regarding harassing experiences and actions should be directed to nat-fairworkculture@sdu.dk, after which a possible meeting will be booked together.
Read more about our principles and procedures for offensive actions.