The Rectorate’s Column
Sexism at Danish universities: We will not tolerate it!
On 20 March, VIVE and the Ministry of Higher Education and Science published a report mapping the extent of various forms of sexism directed towards PhD students at Danish universities.
The report is based on responses from more than 5,000 former PhD students (PhD students who started their PhD programme in the period 2010–2018) and uses both quantitative and qualitative methods.
Let me start by saying that a careful reading of the report left me shocked, frustrated and depressed. There is not enough room to discuss the numbers in any detail in this column, but far too many of our – especially female – PhD students have experienced sexist incidents during their PhD programme. Too many have been subjected to ‘gender-demeaning behaviour’, ‘sexualised demeaning behaviour’ and ‘unwanted physical contact and coercion’ (read more here: https://www.vive.dk/da/udgivelser/sexisme-og-karriereforloeb-paa-danske-universiteter-kx0837gz/). We simply cannot tolerate it!
Although the problem at SDU has not been as significant as at the seven other Danish universities, it does nothing to change the fact that according to the VIVE report, the extent of the problem – also at SDU – is far, far too great.
In recent years, SDU has launched a number of initiatives to help create a work and study environment free of offensive behaviour – among many other things:
- At SDUnet, we have compiled a number of guidelines describing what offensive behaviour is, how to prevent offensive behaviour, and how to handle offensive behaviour. The site also contains a guide for students who have been subjected to offensive behaviour (https://sdunet.dk/en/servicesider/hr/arbejdsmiljoe/kraenkende_handlinger ).
- In continuation of the workplace assessment (APV) and well-being survey in 2021, all local units at SDU have been tasked with preparing a time and action plan with a view to preventing offensive behaviour.
- In addition to this, SDU offers skills development courses as well as consultancy services. These initiatives focus on efforts to eliminate offensive behaviour.
In addition, the management will pay special attention to the responses in this year’s workplace assessment (APV) and well-being survey which will take place in the autumn. If there are still problems with sexism and offensive behaviour in any areas or employee groups, we must implement new initiatives. At the same time, however, we must recognise that the challenges are culturally based – there are no quick fixes.
Let me conclude by emphasising that we at SDU insist on a safe work and study environment free of offensive behaviour. As much as the management has a special responsibility, a good working environment is something we create together. So let us – together – work to ensure that no one at SDU is exposed to what far too many of our PhD students enrolled in the period 2010–2018 have experienced.
