Sub-policy on offensive behaviour

As an employer, DTU is obliged to ensure a healthy and safe working environment and is responsible for establishing initiatives that support a sustainable study and working environment.

DTU uses dialogue as the center for the continued development of our collaborative culture. This requires a work culture characterized by dialogue, as we can only act on what we have the courage to say out loud.

DTU is working dialogue-based

We do this through a recurring structured dialogue about well-being (psychological APV).

Furthermore, DTU encourages all employees to talk about issues that matter and to pay particular attention to ensuring that everyone feels included. Experience shows that some situations that are perceived as offensive can be dealt with effectively through dialogue between the parties involved. In this dialogue, the parties can choose to reach out to local union representatives and occupational health and safety representatives for support and advice.

The dialogue also provides an opportunity to uncover whether the experience offensive behaviour is more appropriately treated as a case that initiates the “duty to act."

DTU does not accept offensive behaviour

DTU focuses on promoting well-being and openness. DTU expects all employees to develop their own academic competency while respecting the individual and having a constructive approach to the collegial community.

All students and staff are expected to contribute to an inclusive and open culture where we speak up when we experience offensive behaviour.

DTU takes offensive behaviour seriously

At DTU, we handle experience with offensive behaviour based on how the person who feels they have been offended perceived the situation, regardless of the form and way the offensive behaviour was expressed.

DTU does not question the feeling of having been offended. The feeling may vary from person to person; it may depend on the person’s culture or be expressed differently depending on the context.

Proportionality

Regardless of the person, situation or context, DTU encourages all employees and students to speak up when they experience behaviour, they consider offensive.

At DTU, we handle perceived offensive behaviour at the most relevant organizational level and with appropriate proportionality. In practice, this means that an experience with offensive behaviour is initially investigated as close as possible to where the experience took place.

Local dialogue a good starting point

Many experiences involving offensive behaviour can be handled within the units by the involved persons, with the assistance of union representatives and occupational health and safety representatives, if needed, while other experiences must be handled by DTU’s HR legal specialists.

Regardless of where and how the experience is handled, DTU as an employer has a duty to handle all enquiries in a legally correct manner. DTU must comply with laws and regulations in this area, respect the rights of the parties involved, and take action if offensive behaviour is to have consequences under employment law.

Handling

There are several options available if an employee experiences offensive behaviour.

The Cooperation and Joint Consultation Committee has reviewed a sub-policy and a guideline that describes what may constitute offensive behaviour and how to handle it in general terms.

HR has also prepared a guideline with specific instructions on how to handle enquiries related to offensive behaviour at DTU.

Effective date

The sub-policy on offensive behaviour was approved by the Executive Board and discussed by the Cooperation and Joint Consultation Committee in May 2025. The policy becomes effective when published on DTU Inside.

Amendment

The policy may be amended at three months’ notice following a review by the Cooperation and Joint Consultation Committee. Amendments are communicated via DTU Inside.