How is the situation regarding sexual harassment at our department?

Our very own university rector was very bold stating to the press “no he did not know any such incidents”, but soon had to correct and confirm that this issue had led to the termination of a UiB professorship, and that ten other cases were registered.

Not surprising. What characterizes an environment with increased risk of sexual harassment: gender inequality and power imbalance, as well as temporary working conditions. Anyone who recognizes this? Male Professors / Leaders / Teachers and Female Fellows / Subordinates / Students, adding a significant age difference between groups; this is us!

Sadly, we are in “good” company: search for university and sexual harassment, and there are several reports from universities in both Europe and the United States. The Guardian characterized this as “at epidemic levels” in March 2017.

What is considered sexual harassment? In general, harassment is defined as repeated unwanted actions over time, or a single serious act. Sexual harassment can range from sexual commentaries / whistling or “pawing” to sexual advances / suggestions to psychologic / physical pressure to achieve sexual “favors”. In an asymmetric working relationship, where a subordinate is dependent specifically on the superior (such as a mentor), she is vulnerable. As a general, a superior has a special responsibility to “keep his path clean”, but as colleagues, we also have a responsibility to speak out if witnessing unwanted behavior! Every one of us should contribute to a culture where harassing comments / actions are not accepted.

What to do if unwanted situations occur? Report! – primarily to your nearest leader, but if this is difficult, please contact a different superior or the formal human safety representative (“verneombud”) for formal inquiries, alternatively the union representative or the corporate health service for more informal advice / assistance. The University’s staff manual provides the following advice in case of harassment: make your own notes of what happened, time and place, and how you reacted. From 1.1.2018, students will have a specific report service at UiB: “Sifra”.

Even though we tend to find the difficulties and possible negative aspects of the now implemented regulations limiting temporary employments, such job protection will help shift the asymmetry / power imbalance in working conditions in the right direction. If this reduces the risk of sexual harassment, it must be regarded as an added benefit.

Jone