What's the point of filling out a WPA?

It’s about that time again.

In 2025, a questionnaire will land in the inbox of every employee at Health.

The workplace assessment (WPA) is about well-being, both in terms of the physical environment and the psychological workplace environment. The psychological part of the workplace assessment is 100% anonymous, but local management teams will of course react to any patterns and issues that the questionnaire reveals.

A number of initiatives were initiated at the Department of Biomedicine after the last workplace assessment in 2022. These initiatives are centred on strengthening the psychological workplace environment, and we asked an employee at the department whether the initiatives are noticeable.

"Yes, they are," says Tove Christensen.

Efforts at Biomedicine that support an environment where no one experiences offensive speech and behaviour:

Beginning in 2023, the topic was incorporated into SDD dialogues between research group managers and heads/deputy heads of department.
Employees are encouraged to participate in the university's management courses for research group managers.
A communication seminar was held for all employees at Biomedicine.
New SDD managers are thoroughly briefed on important HR procedures, rules and guidelines.
The department regularly draw attention to AU's whistleblower scheme and to our rules regarding offensive behaviour.
Increased focus on onboarding, including a special focus on new international groups. We have also developed tailored introduction programmes for new international group managers.

Coffee, cake and a visit at the museum

She is an associate professor and multiple sclerosis researcher. She is group leader, course manager for the subject immunology and microbiology, as well as team leader for teachers on the subject. Furthermore, she is course manager for all Bachelor’s projects.

Last but not least, Tove Christensen has worked at the department for over 25 years. She knows how important a sense of community is for a workplace. Feeling like you belong and like everyone is working towards the same goal is a powerful motivator.

Which is why she also feels that it’s a good idea that research groups can apply to the department for funding for events with a professional and social objective.

"In my group, we've had a joint afternoon at the Steno Museum. We had coffee and cake while listening to a lecture about Jens Chr. Skou, and it doesn't really need to be much more than that. Not everyone had visited the museum before, especially the international members of the group. It's part of Danish science history, and spending time together in this way creates a sense of belonging," she says.

"When the department helps fund social events, it shows a level of care for employees by making them feel seen. It shows that they are attentive to the challenges of working in a competitive workplace.”

Tove Christensen emphasises that each employee also has a personal responsibility to become part of the community.

"A workplace with many people often has high staff turnover. If there wasn’t a framework initiatives across the department, then you’d primarily interact with those you already know. That's why it's great that you can join the faculty's research network or attend symposiums - it contributes to a sense of community," she says.

Efforts at Biomedicine that focus on a better balance between time and tasks – and less stress:

The department now has an email policy that e.g. clarifies when you are expected to respond to emails.
Focus on the guidelines in AU's stress folder.
The department has increased focus on supporting junior members of academic staff, e.g. through SDD dialogues and by systematically encouraging a dialogue after three months of employment.

Group discussions provide food for thought

Another initiative that Tove Christensen likes are the GDDs (group development dialogues for associate professors). The focus of these dialogues has been on how group leaders can guide younger employees in relation to their dreams and career aspirations.

"I was reminded that as a team leader you are responsible for helping younger employees articulate their own ambitions. It's something I’ve begun to increasingly think about on a daily basis - giving realistic suggestions on what it takes if they want to continue working at the department. And using my contacts to help them if they want to explore other avenues."

The group development dialogues have also focused on the responsibility that group leaders have towards themselves.

"There was a presentation on motivation and inspiration, which was great, and helped open my eyes to how I approach my work. It was very inspiring,” says Tove Christensen.

"The care demonstrated by having the meeting and the things that were said during meant so much to me.”

Efforts at Biomedicine that increase the sense of community and a sense of common purpose:

We give out awards that focus on more than just academic excellence.
The department has introduced GDDs (group development dialogues) for associate professors.
Twice a year, you can apply for funding from the department for well-being events with a professional and social objective.
The language buddy scheme - where colleagues practice languages together - continues.

Should I reply to an email in the evening?

The final focus area that Tove Christensen welcomes is clarity. Clarity on everything from email culture to personal relationships.

"It’s been made clear that we as employees are not expected to respond to emails sent on weekends and in the evenings. This has really been a stressor for me in the past. We also work on weekends, but it means a lot to me personally that the email policy has spelled this out," she says.

"Clarity is important. It's also really good they've clarified that intimate relationships between managers and employees are not appropriate - neither in terms of group dynamics or power imbalance."

Contact:

Lektor Tove Christensen
Aarhus Universitet, Institut for Biomedicin
Telefon: 87 16 78 43
Mail: tchr@biomed.au.dk

Arbejdsmiljøleder, lektor Birgitte Mønster Christensen
Aarhus Universitet, Institut for Biomedicin
Telefon: 93 52 17 38
Mail: bmc@biomed.au.dk

Institutleder Thomas G. Jensen
Aarhus Universitet, Institut for Biomedicin
Telefon: 27 78 28 05
Mail: thomas@biomed.au.dk