Staff Policy a step towards better work environment

In February 2023, the Vice-Chancellor approved a Staff Policy for Uppsala University. While similar documents have existed in different departments and divisions in the past, this is the first time that the University has had a common Staff Policy.

The Staff Policy covers one page of A4 and contains the University’s common values by specifying and clarifying the responsibility, attitude and expected behaviour of staff, including managers, towards each other. The purpose of the Staff Policy is to promote a positive organisational and social work environment based on equal opportunities while helping ensure quality throughout the University’s organisation and activities.

The expectations outlined in the policy may seem self-evident and something that everyone should be able to support, such as "treating everyone with respect", “managing different ideas, perceptions and potential differences of opinion in a constructive and professional manner" or “helping to create an inclusive work environment in which diversity is valued and differences are approved". But what does it mean, is it really self-evident and does it have the same implications for everyone? Since the approval on the Staff Policy, work has been under way to implement it. It is important for all staff work together to make the Staff Policy part of their day-to-day working life.

Clarification discussions

“Implementing the Staff Policy is very much a case of discussing with my colleagues how I should behave, but also what I can expect in terms of treatment from others.

The expectations in the Staff Policy are formulated in a fairly general way and may often need to be clarified based on different types of situations. By discussing different types of situations that can arise at work and how staff and managers should behave in different situations, the Staff Policy becomes a way of working on work environment and equal opportunities issues.

“The Staff Policy is a complement to laws, rules, guidelines and policies, one example being the government's common basic values. The policy offers important support in terms of work environment and equal opportunities management.”

Lina Julin is working on a project which, between 2023 and 2025, will support managers with personnel responsibilities in implementing and clarifying the Staff Policy, as well as the Work environment and equal opportunities policy and the Gender Mainstreaming Plan. All three documents represent different parts of the systematic work environment and equal opportunities management. The departments/equivalent have differing needs for support, which is why the project is also working on adapting the arrangements for implementing and clarifying each department/equivalent.

Better work environment leads to more funding

Naturally, all staff want a good work environment and to feel respected in the workplace. Unfortunately, this is not always the case, which is why it is important to work actively and preventively on the work environment, for example by discussing different types of clarifications of the Staff Policy.

However, results in the core activities can also be improved through active and systematic work environment management. For example, research shows that academic outcomes, including publications and external research funding, are better if researchers have a good organisational and social work environment.

“A good work environment is an important prerequisite for successful activities,” notes Julin.

Support material

The project is working to develop different types of support material to help heads of department and managers work actively on areas such as the Staff Policy, so that it becomes part of day-today activities and helps ensure a good work environment.

“Heads of department and managers are asking for different concrete tools to work on these types of issues, in order to get started but also to keep the issues alive. Therefore, in autumn 2024, ‘question cards’ containing short questions will be drawn up. These could be suitable for use at a regular staff meeting, for example.

There have also been requests for support in organising workshops on the Staff Policy, which the project will undertake continuously during the project period on request.”

Furthermore, bystander training is being offered to staff with the aim of ensuring that they know how to act when they see undesirable behaviour.

Introductory materials and dilemma exercises that could be used in a workshop have been available for some time, and now there are also online training sessions on the intranet for, staff, managers and local HR. The project has also produced a film on the Staff Policy, partly as a way to stimulate engagement and activity.

Natural part of University’s activities

Information on the support available through the project to managers responsible for staff has been communicated via various channels, including the Staff Gateway, head of department meetings and HR function meetings. In autumn 2024, the project will begin contacting HR and heads of academic departments to find out what help or support they may need to develop their work environment and equal opportunities management.

“We try to provide support in a way that ensures the Staff Policy becomes a natural part of day-to-day work. It doesn't need to be very advanced or take up a lot of time.”

Anders Berndt