Code of Conduct
Code of Conduct
GWDG has employees of different genders, from different cultures and with different backgrounds. This diversity is one of our strengths. At GWDG, we treat each other with respect. At GWDG we treat each other with respect. Both management and employees are jointly responsible for this. We strive to maintain a responsible, supporting and respectful manner working relationship with one another – regardless of the origin, education, religious/philosophical believes, physical capabilities, gender or sexual identity. If someone violates these values, we act. We communicate openly and fairly. We live an open culture based on trust and we accept criticism. Conflicts are resolved objectively and constructively. We consider different views and we respect opinions.
We do not tolerate
Causing disadvantages for others due to their gender, origin, nationality, religious/philosophical believes, physical capabilities, sexual identity or professional status.
Behaviour which repeatedly, continuously or systematically causes mental/psychological damage to or excludes individuals or exposes them to unfair criticism.
- Sexual harassment
Any lewd, demeaning or contemptuous remarks or actions.
- Threats and violence.
Activities which constitute an attack, a threat or which mentally/physically injure others at work. If we notice this kind of behaviour, we act immediately and take actions.
How to react to inappropriate behaviour?
GWDG encourages employees not to tolerate and to report inappropriate behaviour. This means that you do not look away, but to take actions.
- Directly confronting the harasser
If you think you are able to, clearly indicate to the person in question that you consider his/her behaviour inappropriate and harassing and that you do not tolerate this.
- Asking for help
You can refer to the management, works council or medical officer who will treat the matter confidentially.
- Be an example.
Create an environment of a fair and respectful culture of communication and conflict resolutions, objective feedback and transparent decisions
- Act promptly and set boundaries.
You can recognise inappropriate behaviour by keeping an eye on the interactions between the employees and on their emotional state. Do not tolerate discrediting or harassing.
- Ask for support.
Constructively resolving conflicts is a challenge. If required, refer to the company management and use advisory services the Company offers. The company management provides resources required for this.
The employer and, hence, managers must protect employees from discrimination, bullying and destructive conflicts.