Code of Conduct UGV Radboud University

Desired manners

1. Be considerate of each other.

• Members of the UGV at Radboud University adopt a constructive attitude towards each other and any visitors/ invitees. With this, UGV members are collectively responsible for creating a good atmosphere.
• Consider the effect of your behaviour or statements on others. How you mean something is not necessarily how it comes across to another person. Here, pay attention to both verbal and non-verbal expressions.
• The starting point during meetings and other moments of contact is to work together on a constructive form of participational bodies at Radboud University.

2. Behave honestly and respectfully towards everyone.

• All members of the UGV at Radboud University behave respectfully towards other members, and any visitors.
• All members of the UGV at Radboud University have a responsibility to ensure that there is a pleasant and workable atmosphere during meetings.
• All members of the UGV at Radboud University are addressed by their first names. In addition, all members of participational bodies may decide for themselves which pronouns they will be addressed with. All UGV members respect this and use the chosen pronouns.
• At the meetings, UGV members speak only once they have been given the chair's turn. Members do not talk through each other to avoid chaos. The chair ensures that all members of the UGV speak proportionately and evenly at the meeting.

3. Try to help each other with work whenever possible.

• All members of the UGV at Radboud University help their colleagues where needed. This can be done within the existing groups, and also outside them.
• The secretarial office is always available to participational bodies' members to see where help can/should be provided.
• The secretarial office keeps UGV members informed of changes relevant to participational bodies.

4. Keep to the agreements made.

• All members of the UGV adhere to the agreements made in this Code of Conduct.
• All members of the UGV shall abide by any agreements made in supplementary documents per forum.

5. Listen to each other and ask questions in case of any ambiguities.

• At meetings, UGV members listen to each other. Attention is at the ongoing meeting.
• In case of any ambiguities, members of the UGV ask constructive questions to each other.
• In case of disagreement in opinion on a particular subject, members of the UGV deal with each other respectfully.

6. Members of the Works Council and University Student Council are equal and treat each other accordingly. This is evident in both verbal and non-verbal communication.

Undesirable forms of behaviour

1. Bullying: bullying is repeated negative behaviour towards one or more members of the UGV, against which a person cannot defend himself or herself (anymore). Here, bullying can be either directly aimed at the person or it can happen behind their back. All forms of bullying are seen as undesirable manners within participational bodies.
2. Discrimination: discrimination occurs when a member of the UGV is treated unequally, disadvantaged or excluded on the basis of personal characteristics such as, but not limited to, gender, gender, skin colour, religion or political beliefs. All forms of discrimination are considered undesirable manners within UGV.
3. Harassment: harassment is the use of threats, violence, or violent language or behaviour, to force someone to do what you want or to frighten someone. This includes comments and non-verbal expressions that make other UGV members feel unsafe to express their opinions. Harassment is one of the undesirable manners within the UGV.
4. Violence: violence occurs when a UGV member is physically or psychologically harassed, threatened or assaulted. This includes both verbal and non-verbal violence. All forms of violence are seen as undesirable manners within participational bodies.

• Verbal aggression is scolding, swearing, shouting or very vehemently arguing with other participational bodies.
• Physical aggression is firmly grabbing, pushing, hitting, kicking or spitting at other members of participational bodies.
• Psychological aggression is threatening, blackmailing or humiliating someone verbally or in writing.

5. The perception of the recipient of the communication is leading in determining whether or not there is unwanted conduct.

What to do when confronted with undesirable behaviour

1. All members of the UGV have a responsibility to contribute to a good working atmosphere. This includes all members of the UGV being responsible for calling each other to account for expressions of undesirable behaviour. The meeting in general. UGV members are therefore not limited to addressing only their own group members, but are allowed to point out to all UGV members present the applicable (un)desirable manners.

2. The chair of the meeting is primarily responsible for the working atmosphere during the meetings, but it is up to all members to notice when they feel they are confronted with undesirable behaviour, or see that this is happening towards one of the members.

3. Identifying undesirable behaviour should be done as much as possible during the meeting, in order to take immediate action. Where this is not possible, a member can be reported afterwards to the chair of their own forum to have experienced undesirable behaviour. Possible follow-up steps can then be jointly considered, based on the need of the member raising the experience of undesirable behaviour. Possible options in this are:

• Discuss with the member who displayed the undesirable behaviour .
• Discuss incident with UGV Presidium, to jointly see what is needed.
• Other actions not described here, but responsive to perceived undesirable behaviour.

Complaints procedure

1. For official complaints regarding undesirable behaviour within participational bodies, Radboud University's current procedures are followed. Here, for example, the use of a confidential advisor or ombudsperson could be considered.

Measures and sanction for breach of Code of Conduct

1. When the Code of Conduct is violated, the chair of the meeting may take the following actions:

• Calls for return to desired manners.
• Meeting adjourned to discuss the incident immediately, with the aim of continuing with the meeting.

2. In case of repeated or very serious breach of the Code of Conduct, the chair of the meeting may decide to proceed:

• Asking the member displaying undesirable behaviour to leave the current meeting.