Social Safety at IEM CAS

At the IEM CAS, we are continuously working to create a respectful and safe work environment for everyone. We maintain a zero-tolerance policy toward bullying, harassment, and violence based on gender, race, ethnicity, or economic status.

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About the social safety agenda

We view the creation of a respectful and safe work environment at the IEM CAS as a shared commitment and responsibility of our entire community; we shape our workplace culture together. The social safety agenda is therefore based on an active approach and mutual respect among all of us. The independent position of an Ombudsperson in this system serves as a key protective pillar and a confidential point of contact, guaranteeing all employees and students at the IEM CAS confidentiality and impartial assistance in resolving challenging situations.

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Ombudsperson

The position of an Ombudsperson at IEM CAS is currently held by Eva Oliva.

The Ombudsperson helps resolve issues faced by employees, including cases of discrimination, bullying, harassment, and violence. The Ombudsperson serves as an independent and confidential point of contact who guarantees maximum protection and confidentiality.

In particular, the Ombudsperson:

  • It raises awareness about a safe work environment and ways to prevent inappropriate behavior, including lecturing and training.
  • It provides assistance and counseling to individuals who contact it. If necessary, it refers them to other relevant authorities or institutions.
  • It investigates reports from individuals working at the IEM CAS, including on its own initiative, if it has reasonable grounds to suspect undesirable behavior.
  • It may request information from authorities and employees at the IEM CAS facilities that is necessary for investigating a report.
  • It proposes measures to address specific complaints.
  • It proposes long-term systemic measures with a preventive effect.

Procedures for reporting complaints

Any employee of the IEM CAS may contact the Ombudsman in situations where they encounter inappropriate behavior related to work and workplace relationships. Inappropriate behavior is defined in detail in the Code of Conduct [insert link] (see below).

Inappropriate conduct includes, for example:

  • bullying
  • harassment
  • violence
  • coercion
  • aggression
  • unequal treatment
  • hate speech
  • stalking
  • intimidation
  • promoting and encouraging inappropriate conduct

Who can file a complaint

  • a person directly affected by the inappropriate conduct
  • a person who witnessed the inappropriate conduct
  • anyone who learned about the inappropriate conduct secondhand

How should a complaint look like

A complaint may have various forms, but to facilitate the investigation of a given complaint, we recommend to:

  1. describe the situation
  2. provide contact information
  3. attach any supporting evidence

Complaints can also be submitted anonymously. However, if you expect further communication or wish to be kept informed about the progress of the case, we recommend providing, for example, an email address or phone number. Depending on the severity of the complaint, it may be appropriate to discuss the situation in more detail or meet in person. Yet, anonymous reports are also addressed. However, investigating them can be more difficult, which may extend the time it takes to resolve the matter.

Protection of involved persons

The identity of the whistleblower and the information contained in the report are protected under all circumstances. Only the Ombudsperson has access to this information, and all information related to reports, including personal data, is secured electronically. The Ombudsperson is also bound by confidentiality and does not disclose any information to third parties without the whistleblower’s consent.

Abuse of the reporting system and false accusations are considered violations of the internal regulations of the IEM CAS. Such abuses will be treated as separate cases of inappropriate conduct in accordance with the procedures outlined here. The Ombudsperson takes steps to restore the reputation of those who have been falsely accused.

Other useful contacts and support services

Here you will find additional useful contacts in case you need to seek professional help in crisis situations.


Guideline on Ensuring a Fair and Safe Working Environment at the IEM CAS

The social safety agenda is formally addressed in the Guideline on Ensuring a Fair and Safe Environment at IEM CAS. The policy outlines the fundamental institutional values and commitments, including rules and procedures related to ensuring respectful and safe treatment of employees at IEM CAS.

  • Guideline on Ensuring a Fair and Safe Working Environment at the IEM CAS

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Code of Conduct

The Code of Conduct at the IEM CAS aims to prevent misconduct that could jeopardize the satisfaction, safety, and motivation of employees, or damage its credibility.

This Code of Conduct applies to all individuals working at the IEM CAS regardless of their employment status, job classification, merits, experience, or academic rank, including students and external collaborators. The Code of Conduct applies throughout the entire duration of employment and collaboration at the IEM CAS and covers all activities related to work, both on and off the premises, such as during business trips or when representing the Institute.

The purpose of the Code of Conduct is to contribute to the creation and cultivation of a fair and safe work environment for everyone without distinction, based on mutual respect, professional responsibility, and integrity. It therefore defines provisions concerning general ethical principles and standards, interactions with colleagues, and the conduct of those in positions of authority.