Do you want to report bullying, harassment and sexual harassment?
The working and learning environment at the UiB should be completely acceptable. This means that, among other things, students and employees must not be subjected to harassment or any other types of inappropriate behavior.
- Read UiB's guidelines on conflicts, bullying, harassment and sexual harassment.
- Read UiB's Reporting Guidelines.
- You should know this before you report your case.
What is bullying and harassment?
Harassment can occur in many different forms, with bullying and sexual harassment being the most well-known forms. Usually actions that are repeated over time are classified as harassment, but serious single incidents can also be defined as harassment.
Sexual harassment can be physical, verbal, and non-verbal (body language) and can include anything from sexual comments to unwanted touching and rape. For something to be sexual harassment, the attention must be unwanted.
Student and supervisor: An asymmetrical relationship
There is a thin line between sexual harassment and exploiting an asymmetrical relationship to initiate a flirtation or sexual relationship. An asymmetrical relationship is a relationship between two people where one has more power, control, or authority than the other, such as between a teacher and a student or a manager and an employee.
UiB has developed ethical guidelines on relationships between students and supervisors.
What may be perceived as voluntary by one person may be perceived as difficult to reject by another precisely because of the power asymmetry in the relationship.
You can also read more about this on the website of the Norwegian Labour Inspection Authority or in the Norwegian Gender Equality Act and the Norwegian Anti-discrimination Act.
Checklist for students reporting bullying, harassment and sexual harassment
Support and guidance available
If you are have any doubts about having the courage or wanting to report a case, you can get advice and guidance from, for example, the Counseling Service in Sammen, legal assistance from UiB's Student Ombudsman, a student representative, or a trade union if you are a member.
You choose who you would like to talk to.
Check the facts, be as precise, concrete and specific as possible
The threshold for speaking up should not be high, but it is good to be sure of what has happened. Who said or did what, where and when? Also think about whether there may be a misunderstanding. Perhaps you have misunderstood something that others have said, or others have misunderstood you?
If you think a follow-up question might clarify the matter, you should consider doing that first. This can help resolve some issues quickly and painlessly, and if they can't, it gives you a better basis when you choose to speak up.
Use a factual, moderate approach
When you speak up, it's best to start with as concise a description as you can manage. Then, you can explain how this has affected you, for example, whether you felt personally violated, whether the case has had consequences for you, etc. This helps to get the case on the right track from the beginning.
If you want to remain anonymous, say so right away, and explain as best you can why
If you are afraid of retaliation, or are otherwise anxious about others knowing who you are, you must tell us.
Please be aware that we can never guarantee your anonymity, and if you remain anonymous, it may be difficult for us to follow up your case.
We will keep you informed about what is happening in the case, but you are not always entitled to all the information.
Cases vary considerably and consequently the rights and obligations of the university to provide you with information also vary.
If you yourself are a party to the case, you have the right to receive some general information, but not necessarily information about other people. As a general rule you will be informed about any developments relating to your case and about our conclusions once it has been completed.