The University of Southern Denmark uses the Danish Working Environment Authority’s definition of offensive behaviour stated in guideline 4.3-1 from February 2019. The Danish Working Environment Authority’s guidelines states that in connection with the performance of work, it must be ensured that the work does not entail a risk of physical or psychological deterioration as a result of offensive acts, including bullying and sexual harassment. [...]
The behaviour is considered offensive if one or more persons grossly or repeatedly subject other persons to behaviour that these persons perceive as degrading. Offensive behaviour is a collective term for bullying, sexual harassment, and other ways in which behaviour can be offensive. The behaviour must be perceived as degrading by the person(s) who is/are subjected to it. It is irrelevant whether the behaviour is a result of thoughtlessness or a clear intention to offend. The key is the person’s experience of the offensive behaviour.
Bullying
Offensive behaviour in the form of bullying may include hurtful remarks, being shouted at or ridiculed, defamation, unfair deprivation of responsibilities and work tasks or unfair devaluation of employees’ and students’ work performance or skills.
Sexual harassment
Offensive behaviour in the form of sexual harassment may include (but is not limited to) unwanted touching, unwanted sexual solicitation, lewd jokes and comments.
Abasement
Abasement on the basis of race, skin colour, religion or belief, political opinion, sexual orientation, gender, age, disability or national, social or ethnic origin may also be offensive.
The examples are not exhaustive.
Ordinary leadership practice, peer feedback and the like are not in themselves considered offensive behaviour.