HYY actively works to ensure that there is no discrimination, harassment, racism or other inappropriate treatment in the Student Union. HYY must be a safe space for everyone.
Equality means that all human beings are equal regardless of any personal reasons or characteristics, which include gender, age, ethnic and national origin, nationality, language, religion and belief, opinion, disability, health and sexual orientation. Equality is one of the values of our Student Union.
Our key steering documents related to equality are the Equality Plan and the Policy Paper. The Equality Plan guides our internal operation in relation to organisations operating under us, for instance. The Policy Paper, on the other hand, describes our policies as relevant to the advocacy work we conduct towards the University and society.
We support the organisations operating under us and encourage them to take equality into account as well as create a safer atmosphere for all students. Organisations’ activities may not conflict with our Equality Plan. We organise training events annually on different aspects of equality and have also drafted equality instructions for organisations. Organisations can also borrow a portable induction loop.
We provide the organisations operating under us with different facilities they can use. The New Student House and Domma both have facilities for organising meetings, parties, academic dinner parties and sauna evenings. Information on the accessibility of our premises is available here.
HYY’s principles of safer space apply to our activities and events. With our principles, we aim to create practices that help everyone promote a safer and more equal environment.
HYY has two harassment contact persons who offer support to HYY’s members who have encountered harassment, bullying, discrimination or any other kind of inappropriate treatment. Organisations operating under HYY may also consult the harassment contact persons in harassment cases. Any contacts with the harassment contact persons are entirely confidential, and the harassment contact persons are under an obligation of secrecy.
The harassment contact persons offer advice on processing the situation and, if needed, support you with taking the matter forward. They can, for instance, help you find the right parties to contact or create a plan of action, or they can facilitate discussion between different parties. In cases involving University personnel, we will also include the University’s harassment contact persons in the process. No case will be taken forward unless you want to do so.
The harassment contact persons are not judges or officials – they are a neutral party helping you process the situation. They do not punish the person accused of harassment or resolve the situation for you. The accused also has the right to be heard. A successful contact requires you to be active and prepared to discuss the matter. Contacting a harassment contact person does not replace the potential need to seek professional help either. If you are worried about your coping in the situation, please contact the FSHS or some other help provider. When there is suspicion of a crime having been committed, please always contact the police, too.
You can reach both harassment contact persons by email at email@example.com
Tiia Niemi, firstname.lastname@example.org, 050 543 9608
Janne Kajander, email@example.com, 050 543 9609
If the person harassing you is a staff member at the University, you can also contact the University’s harassment contact persons:
Timo Valtonen, firstname.lastname@example.org
Terhi Somerkallio, email@example.com
In the context of the harassment contact person activities, harassment refers to inappropriate and undesired behaviour. Harassment may occur through expressions, speech, messages, gestures or touching, for instance.
In legislation, harassment means infringing human dignity in such a way that it creates a degrading or intimidating environment towards another person. Harassment may be related to characteristics including gender, age, origin, nationality, language, religion, belief, opinion, political activity, trade union activity, family relationships, state of health, disability and sexual orientation.
Violating organisations’ principles of safer space or other instructions may also be interpreted as harassment.
All conflict situations between individuals do not automatically constitute harassment or bullying.
Each harassment situation is different, so we will look for the measures that best suit the situation. Below is an example of how the process could proceed in some situations.
The key equality actor at the University of Helsinki is the Equality and Diversity Committee. The composition of the committee includes the vice rector in charge of equality, the University’s equality advisor and two student representatives. The committee is in charge of promoting equality at the University through the University’s Equality and Diversity Plan, for instance. Do not hesitate to contact members of the committee if you want to influence the realisation of equality at the University!
The accessibility of studies is supported by individual arrangements – practical arrangements used to facilitate smooth study progress. You may require such arrangements due to dyslexia or a sensory disability, for instance. The realisation of the arrangements is determined based on your situation and needs. The arrangements may entail, for instance, receiving lecture material in advance, additional time for returning an assignment or an alternative completion method.
There are both equality and accessibility liaisons operating at the University. You can contact them on a low threshold on any matters related to equality or accessibility, and their contact details can be found here.