FAQ on Equal Opportunities Representatives and Groups

It is the employer's responsibility to appoint an equal opportunities representative and a working group at the department/division with more than 25 employees.

The employer and the employee agree on the scope of the assignment, resources, and how long the employee is appointed equal opportunities officer. It is important that the assignment rotates among the employees

All employees may serve as LV representatives, except for doctoral students. Local HR (VHR) provides administrative support to the department's Equal opportunities group and, in its capacity as support to the head/line-manager, is an essential link to the head of the department. Consequently, it is not ideal for the VHR to also act as Equal opportunities representatives. A doctoral student should refrain from being an LV representative as they lack a mandate and may jeopardise their studies due to the demands of such work.

With representatives of teaching staff, administrative staff, an undergraduate student, and a doctoral student that represents students/doctoral students and monitor that those perspectives are included in the equal opportunities work.

Are not responsible for the department's equal opportunities work. The employer and the education provider are responsible for the department conducting systematic equal opportunities work.

Should not investigate individual cases involving harassment, sexual harassment, and/or reprisals. The employer and the education provider are responsible for handling harassment cases following the University's "Guidelines for handling harassment cases following the Discrimination Act". Equal opportunities officers and/or working groups must refer to the head and the support available for employees and students.