‘Looking out for each other’: a program about social safety at WUR

Since 2022, the ‘Looking out for each other’ Social Safety Programme at WUR has actively contributed to strengthening and promoting social safety at WUR. The activities from the first programme (which ran until the end of 2024) have now been completed. But this doesn’t mean that we are ‘finished’ with social safety.

Addressing the issue of social safety requires continuous attention. In the follow-up programme, which will run until the end of 2026, new pillars and initiatives have consequently been defined; these will build on the previous programme and are in accordance with the Royal Netherlands Academy of Arts and Sciences (KNAW) report on social safety in Dutch academia. Among other things, the programme will focus on the support structure at WUR, specific key roles within this structure (such as those fulfilled by managers), the subsequent development of the Social Safety Contact Point and the specific activities that are aimed at employees, lecturers, students and PhD candidates.

Three pillars: culture, structure and system

The follow-up programme will focus on the three pillars that have been designed to strengthen social safety at WUR. These pillars are based on the KNAW report ‘Social Safety in Dutch Academia’ from Naomi Ellemers. Within these pillars, WUR has now formulated a number of initiatives and priority areas that will be implemented in the coming years.

*Explanation of the KNAW system: system, culture and structure

“Workplace culture is formed by the interplay of all of the unwritten rules, habits and assumptions that guide everyday behaviour. This is supported by defining experiences at work, such as narratives about role models and symbols of success. These are embedded in the structures that the organisation uses to develop, assess and reward behaviour. Because the unwritten rules in the workplace also reflect the criteria that may or may not be used in recruitment and promotion procedures. The culture is also maintained by the systems deployed to correct and redirect undesirable behaviour. These will be insufficiently effective as long as managers do not visibly take action, officers are not well placed to help with complaints, and improvement concerns take precedence when it comes to the handling of complaints. An integrated approach therefore means that in addition to workplace culture, organisational structures and reporting systems will be addressed.” (Elaboration on the KNAW report)

Culture

The KNAW report states that an organisational culture largely determines how colleagues interact with each other. Culture is apparent in the attitudes, actions, beliefs, processes, procedures, rituals and narratives that are valued by the employees and the organisation. At WUR, we want to strengthen a learning culture in which people are given space and feel valued so that they can openly discuss ideas, dilemmas and mistakes with each other. When it comes to culture, the following interventions will be undertaken within the programme at WUR:

  • Let’s talk, in which more and explicit attention is paid to the importance of having good discussions about social safety, which includes training courses for employees and managers (also explicitly for PhD candidates and lecturers).
  • The social playground for students, in which we initiate a discussion among students about social safety in a safe environment, known as the ‘social playground’. This focuses on the use of social manners.
  • Learning culture, in which the ongoing ‘Looking out for each other’ campaign will be continued, e.g. through the use of the poster campaign, and the narrowcasting screens in the buildings, through the publication of social safety dilemmas on the Intranet, which will invite employees to provide a response, and through regular reporting on the progress of the programme. The range of workshops and training courses will be updated and will be offered via the Intranet and the website.
  • You can read more about this in the Social Safety Follow-up Programme.

Download the infographic about social safety at WUR

Download the infographic about social safety

Structure

Adjustments in organisational structure can neutralise the pressure on social safety. This can be done by investing in the improvement of collaborative relationships, by clearly putting managers in a position where they can take responsibility for people’s well-being, and by identifying risks. When it comes to structure, the following interventions will be undertaken within the programme:

  • A basic training course for managers. A basic social safety training course will be created for managers. The ‘Leadership Development Programme’ will include a range of training courses with regard to refresher courses and continued education on social safety competences.
  • Ten-phase plan: a ten-phase plan that focuses on dealing with transgressive behaviour will be drawn up for all managers. Workshops will also be offered as a part of this plan.
  • You can read more about this in the Social Safety Follow-up Programme.

System

A systematic approach that focuses on prevention and the prompt adjustment of behaviour is more effective.

The initial Social Safety Programme led to the creation of codes of conduct and the establishment of the Social Safety Contact Point. For the purpose of strengthening the systematic approach within WUR, we will be focusing on the subsequent development of the Contact Point and the improvement of the signalling structure until the end of 2026.

Members of the Social Safety project group

Joyce van der Velde (Manager of the ‘Looking out for each other’ Social Safety Programme), Brigitte van Heerde, Astrid Mars, Barbara Veltrop, Nicole Rodenburg and Sjef Moling.

If you have any ideas or suggestions for the social safety programme or for improving social safety at WUR, please send an email to socialsafety@wur.nl or joyce.vandervelde@wur.nl