Speak up!

A working and study environment that safeguards students and staff must not tolerate any form of harassment or discrimination.

It is important to let your employer know if, as an employee, you want or see a need for changes to the working environment in general. Students and employees have the right to report concerns about censurable conditions at their university or college. (See Laws and agreements)

You can read more about the following on this page:

• Universities and university colleges’ reporting systems
• Anonymous reporting
• Handling and follow-up

Universities and university colleges’ reporting systems

Employers are required to have a system in place – whether in the form of ethical guidelines or whistleblowing systems – setting out how they should respond when harassment or discrimination is observed or reported. If you experience discrimination or harassment, it is important to use the reporting system.

Students, academic staff and administrative staff can use reporting systems in the research sector.

Examples of measures and whistleblowing systems:

Norwegian University of Science and Technology (NTNU):
Speak up! For students | Speak up! For employees

OsloMet – Oslo Metropolitan University:
Digital whistleblowing channel
Guidelines on harassment and bullying | Whistleblowing guide | Have you experienced unwanted sexual attention or harassment in any way as a student at OsloMet?

University of Agder:
Speak up | Sexual harassment

University of Bergen:
Sexual harassment | Speak up!

University of Oslo:
Speak up! | Harassment: bullying and sexual harassment | Guidelines against harassment

University of Stavanger:
Let us know!

UiT The Arctic University of Norway:
Speak up!

Oslo School of Architecture and Design:
Let someone know!

MF Norwegian School of Theology, Religion and Society:
Speak up! | Harassment

BI Norwegian Business School:
Speak up

Oslo National Academy of the Arts:
Speak up about the learning environment

Norwegian School of Economics:
Reporting and nonconformities

Norwegian School of Sport Sciences:
Speak up!

Norwegian Academy of Music:
Report unwanted conduct | Unwanted sexual attention and harassment

VID Specialized University:
Speak up

Fjellhaug International University College:
Speak up!

University of Innland Norway (INN):
Teaching and learning environments: speak up

Volda University of Applied Sciences:
Speak up!

Kristiania University of Applied Sciences:
Speak up

NLA University College:
Speak up!

Norwegian Police University College:
Speak up

Anonymous reporting

Many people wonder whether they can report censurable conditions anonymously, writes the Norwegian Labour Inspection Authority. Although employers are not subject to a duty to facilitate anonymous reporting, they are required to follow up all reports, including anonymous ones.

Many employers nevertheless facilitate anonymous reporting, and in a news article on reporting on Kifinfo, both the University of Agder and NTNU Social Research say that it is important to be able to report anonymously.

However, as the example from the UiT The Arctic University of Norway shows, where there is no digital reporting system, only email, it is more difficult to follow up on anonymous reports.

Handling and follow-up

A report can be made in writing or orally, for example by phone, email, letter, via an online form or in person. The aim is to resolve cases at the lowest possible level.

Research institutions have guidelines for how reports are to be followed up, as well as whistleblowing systems. For example, the University of Agder has a notification council for employees and one for students.

According to researcher Ståle Einarsen, managers who want to make general improvements to the working environment should initiate a working environment survey. However, if there are complaints or reports of bullying, harassment or discrimination, an investigation should be carried out. Handling harassment is a preventive measure, Einarsen told Kifinfo.

Shared burden of proof

The provision on shared burden of proof applies in cases of harassment and discrimination. It is the complainant who, in principle, bears the burden of proving that there are grounds to believe that harassment has occurred. Often it is one person’s word against another’s, and it can be difficult to prove that the harassment or discrimination has occurred.

Credibility assessment:

• Cases often come down to an assessment of credibility, which makes witness statements important.
• It can be challenging to get colleagues to testify, as they may be afraid of reprisals.
• However, there is no requirement that any witnesses must have observed the statements or the events. A medical certificate can be a way of securing evidence. Telling someone else in detail what has happened is another way of doing this.
• Anyone who is being harassed should try to make it clear to the harasser when an action is unwanted. This will increase their credibility. Moreover, it can then be assumed that the person accused knows that repeating the unwanted behaviour may be considered harassment.

False accusations
False accusations shall not be tolerated, and may result in disciplinary action.

On the safe side

The website sikresiden.no provides preventive training and advice on how to respond in a crisis situation. The website is a collaboration between 33 universities, university colleges and research organisations in Norway. Violence, threats, unwanted incidents and sexual harassment are among the topics covered on sikresiden.no.

Read more about the duty of institutions