Equality and respect shall prevail in all communication at the Iceland University of the Arts. Freedom of expression is respected and the exchange of views is managed in an objective and responsible manner. Staff and students strive for reliable work practices and caring and respecting the work and time of each other.
Bullying or other harassment will not be tolerated under any circumstances.The Act on Occupational Health, Safety and Safety at Work (46/1980) is intended to ensure a safe and healthy working environment and is bullying subject to that.
The objective of this procedure is to ensure that resources are available to parties who consider themselves to be violated.
The specified breaches are not accepted in the communication of staff and students, employees or between students, nor in relations between employees or students of the University of the Arts with individuals outside the university, provided that the communication takes place in connection with the activities of the university.
Terminology definitions are in accordance with Regulation no. 1009/2015. The term bullying refers to repeated behaviour that generally causes dysphoria in the person subjected to it. This type of behaviour includes belittling, insulting, hurting, or threatening the victim or inducing fear. Disagreements in views or disagreements arising due to differing interests do not fall under the scope of this definition as it is neither sustained nor repeated systematically.
Examples of such behaviour:
- repeated unreasonable criticism,
- slander, gossip or rumors,
- conscious exclusion
- information deliberately withheld
- unreasonable supervision
- lack of tolerance towards the uniqueness of individuals (Labor Inspectorate, 2021).
The Iceland University of the Arts prevention policy for sex-related, sexual harassment and violence can be found here.
The Executive Board of The Iceland University of the Arts appoints members for the sexual harassment response team and can request information on its activities.
Gender equality should be ensured when appointing team members. If, in individual cases, there is doubt about the competence of a committee member, the person concerned steps down and another is appointed in his place. The definition of competence is in accordance with the Administrative Procedures Act. Team members are obliged to maintain confidentiality for any matters that may arise.
Team members come from outside the IUA and must have knowledge and experience in dealing with such matters. Announcements are made here and will be send to Íris Dögg Björnsdóttur that provides follow-up on cases.
If people considers themselves violated in any way by an employee or a student of the Iceland University of the Arts, the person is encouraged to report the unwelcome conduct as soon as possible to to one or both members of the response team.
If an employee or student within the Iceland University of the Arts has a reason to suspect or has knowledge of an offense by another employee or student of the IUA, the person concerned should put in a notification to one or both members of the response team.
The team shall investigate all notifications that are received, with respect and non-discrimination and deliver a conclusion as soon as possible. The actions taken in the proceedings are in consultation with the party violated pursuant according to the notification. The processes governed by this Policy shall be kept discreet and confidential.
Upon notification, the team shall invite the victim who reports a violation to a meeting with the bullying prevention team. If a notification is received by a third party, the team shall invite the victim of suspected misbehaviour to a meeting and examine the position of that party towards the notification.
Upon reception of a case, the team starts evaluating circumstances and collecting additional information on the matter in consultation with the alleged victim. By the nature of the case, e.g. to discuss talking with alleged perpetrator, other colleagues, fellow students or seeking help from experts.
Should the matter be taken for formal procedure, the team will collect as accurate information as possible and record where, when and how bullying has taken place. After that, the team will provide the appropriate resources.
Relevant procedures might include:
- Targeted path for the victim and perpetrator eg. in the form of an interview.
- General education and discussion of communication.
- Formal reminder or in exceptional cases suspension without notice.
All bullying is followed up by conversations with the parties and assessments on whether bullying has continued in any form.