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 plan 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 Academy of the Arts with individuals outside the Art Academy, provided that the communication takes place in connection with the activities of the Academy.
Bullying is defined according to the Regulation 1000/2004. "Bullying: reprehensible or repeated misbehaviour, act or behaviour that is intended to humiliate, reduce, insult, hurt, discriminate or threaten and cause discomfort to those to whom it is directed. Sexual harassment and other mental or physical violence are covered here. "
This does not mean any conflict of opinion or conflicts of interests that may arise between two or more parties, provided that a disagreement or conflicts of interests are neither sustained nor repeated systematically.
Improper behaviour applies to:
Bullying — Reproductive negative communication that causes discomfort.
Other Violence — Behaviour which leads to, or could lead to, psychological or physical harm or suffering.
Examples of such behaviour:
• Repeated criticism, humiliation
• Wrong words, comments
• Slandering, gossip, rumors, exclusion
• Offensive and bad communication
• Sexual or gender-related comments
• Threats and attacks (Labor Inspectorate, 2016).
The victims feelings towards the misbehaviour conducted towards themselves is the fundamental issue in connection with bullying. Therefore, it does not matter whether there is a lack of intention or determination to humiliate or hurt.
The Iceland University of the Arts prevention policy for sex-related, sexual harassment and violence can be found here.
If anyone 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 one or both members of the bullying prevention team of the Iceland University of the Arts. The team consists of Björg Jóna Birgisdóttir, Director and Sóley Björt Guðmundsdóttir, Human Resources Manager.
Alternatively, the person can turn to anyone within the school whom he trusts. If an employee or student within the University of Iceland has a reason to suspect or knowledge of an offense by another employee or student of the University of Iceland, the person concerned shall put in a notification of an offense to one or both members of the above mentioned bullying team or to a member of the school staff in whom he trusts. Anyone who receives a notification should immediately refer the notification to the bullying prevention team.
All parties receiving notifications under the foregoing are obliged to maintain confidentiality regarding the subject matter of such notifications.
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 without notice.
All bullying is followed up by conversations with the parties and assessments on whether bullying has continued in any form.