Here you will find an overview of the activities successfully completed within the project.
Would you like to know which themes we are still working on and what the latest developments are? Then take a look at the project update.
At the start of the new academic year, we introduced the code of conduct for students. This clearly describes what behaviour we expect from each other – and what we will not tolerate – both on campus and outside, when it affects the learning environment. We ensure that both new and current students and staff are well informed through introductory activities and various means of communication.
The code of conduct was developed with valuable input from various groups within the university, such as the University Student Council, the student panel, the Diversity, Equity & Inclusion ambassadors and the Gender & Sexuality Alliance. In April, the steering group approved the final version. In August, it was formally adopted by the University Joint Assembly (UGV).
As we believe it is important to learn from the experiences of departing employees and pick up signals around social safety, we ran a pilot for a university-wide exit process last year. The Executive Board decided to turn this pilot into permanent policy.
From now on, all departing employees are invited to complete an exit survey, which explicitly addresses social safety. We also offer the opportunity for an exit interview with someone from their own faculty or someone from the HR division. With this approach, we gather valuable information from the organisation that helps us to continuously learn and improve.
The University Governance Code provides guidelines for responsible and transparent governance within universities. To bring this code to life within Radboud University, we have started self-evaluation sessions. During these sessions, guidelines from the code are used as a mirror to reflect on behaviour and functioning.
We recently successfully completed self-evaluation sessions for the Executive Board, Supervisory Board, College of Deans and Divisional Directors, guided by an external facilitator. From now on, these self-evaluation sessions will be organised annually to ensure continued learning.
The complaints scheme was recently reviewed by an external investigator. The conclusion is that the scheme basically meets today's requirements. However, the investigator did suggest practical points for improvement to increase accessibility and user-friendliness for reporters, improve the diligence of the process and tighten up the procedure.
Most of the recommendations are organisational in nature. Sharpening the procedure, however, requires a formal revision of the complaints procedure. The Executive Office is further addressing the recommendations. With these improvements, we can handle complaints about undesirable behaviour even more carefully.
We believe it is important that new employees know what Radboud University stands for from the outset. That is why the code of conduct is included in the employment contract and we ask new colleagues to agree to it. This way, we make our values and standards clear and open to discussion from the outset.
During the introductory meeting for new employees, special attention is paid to social safety. In a conversation with a member of the Executive Board, topics such as the organisational culture, how you can contribute to it and where you can go for support when you need advice or help are discussed. New employees then use questions on cards to engage in conversation with each other about topics such as feeling welcome, having difficult conversations and setting boundaries.