Concepts

Concepts related to offensive behaviour:

All of the concepts below relate to behaviour that poses a risk to the well-being, safety, and health of the individual employee. Ordinary management and collegial feedback do not in themselves constitute offensive behaviour. (section 23 of the Danish executive order on psychological working environment) )

At DTU, we focus on how we can promote dialogue about the working environment challenges each of us faces, through increased awareness and early intervention.

AT psychological working environment you can find links to useful knowledge about the concepts mentioned below. 

Sexist behaviour:

Any action, gesture, spoken, or written word based on the idea that a person or group of people is inferior because of their gender.

Sexual harassment:

Any form of unwanted verbal, nonverbal, or physical conduct having sexual undertones with the purpose of violating a person’s dignity, particularly by creating a hostile, humiliating, or uncomfortable environment.

Offensive behaviour and bullying:

When one or more persons regularly and for prolonged period of time, or repeatedly in a severe manner subject(s) one or more other persons to offensive acts.

Threats and violence:

When a person directly threatens another person or that person’s life, or threatens another person’s family, property, etc. Psychological violence is also considered offensive behaviour and can manifest itself as, e.g., sexual harassment.

Mediation:

Mediation is a process in which a neutral third party helps two or more parties find a solution to a dispute. The mediator does not take sides in the dispute, but supports the parties in communicating with each other. DTU collaborates with several external mediators. HR partner can help establish contact (the mediator is paid for by the unit).

Mediation can help the parties involved feel comfortable with the solution they have agreed to:

Mediation can be used to handle situations where one person feels offended. Mediation is the obvious choice as in most situations involving offensive behaviour, the parties involved continue to work at DTU.

Dialogue tools:

DTU offers several tools (for questions about processes, ask HR) that support an inclusive culture.