Charter for the promotion of psychosocial well-being

[ Nederlandse versie ]

In 2013, a university-wide inquiry was conducted by Ghent University on psychosocial well-being at work, resulting in three action plans. One action plan involves the promotion of mutual respect.

In the context of this action plan, a working group has been installed, representative of the FPPW departments and offices, whose task involves formulating a vision statement about ways of interaction that promote the psychosocial well-being of the faculty members and in this way contribute to an optimal functioning of both the individual and the organization as a whole. The vision statement is an expression of how we wish to interact with each other in this faculty. A Charter has been put forward as the ideal means to unite these principles, as this enables faculty-wide support.

The aim of this Charter is to create and foster a pleasant and friendly working environment, in which people feel at ease and enjoy working (together).

We, members of the faculty FPPW, attach great importance to following 10 behavioural principles in pursuing an enjoyable and efficient working environment:

  1. Meetings and interactions are constructive and amicable. We search for solutions and make decisions in an open and respectful way. We hereby aspire maximal consensus.
  2. We strive for a positive working environment in which we express our appreciation for other people's work or efforts.
  3. We abstain from making pejorative judgments about faculty offices/departments or individuals, regardless of their presence.
  4. Mistakes are part of being human. In case of mistakes or problems, we address the person individually and constructively. Coworkers are not reprimanded publically.
  5. We strive for transparency in decision-making. We acknowledge different perspectives and we allow others to defend their point of view.
  6. Information needed for tasks is provided in a convenient and clear way. More experienced coworkers commit themselves to help less-experienced coworkers.
  7. When formulating and executing procedures we always take into account the human aspect.
  8. We aspire direct and respectful communication, both in searching for solutions and in conflict situations. In those situations, searching for solutions through dialogue is preferred over procedural solutions.
  9. We respect appointments and notify timely when we are unable to meet our commitment, in particular for meetings requiring a minimal number of attendees.
  10. We stand up for each other when we identify disrespectful or transgressive communication and behaviours.
When one has the impression that these behavioural principles are being violated, the best way of action is to contact the direct supervisor first to search for a solution.
When you experience problems regarding well-being at work, you can also contact a counsellor of Ghent University for a confidential conversation (; 09/264.42.53 of 09/264.42.99).


Liesbet Goubert, tel. 09 264 6262

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