The new Respect programme

It¡¯s not a coincidence that Respect has often been high on the ETH agenda since 2004. For Julia Dannath, Vice President for Personnel Development and Leadership, whose office is responsible for devising the new programme, treating each other with mutual respect is an important cornerstone for the foundation of any university. ¡°Respect creates a climate of openness, a platform for constructive exchange of ideas and space for critical thinking, all of which are central factors for a successful teaching and research institution,¡± she says.

A varied programme with universal appeal

At ETH, this issue is now being addressed with a permanent Respect programme that builds on the content of previous campaigns while exploring the topic in greater depth. It covers a broad array of issues such as collaboration, personal integrity, diversity, respect and conflict management. ETH staff and students can sign up for workshops, attend talks with experts and benefit from practical tips and tools (e.g., background information and checklists). The programme is being continuously expanded and updated. If you miss a particular live talk or presentation, you can watch it later on the Lifelong Learning Hub L3H.

The aim of the newly launched programme is for all ETH members to regularly engage with the various dimensions of respectful behaviour and to strengthen their skills and incorporate them into their thinking and everyday actions. After all, any type of human interaction can produce challenging situations that can lead to friction or outright conflict ¨C but they can be sources of inspiration and encouragement as well.

Conflict as a part of healthy work culture

If the spirit of the new programme¡¯s motto ¨C Respect, Reflect and Respond ¨C is suitably activated, we should not only be able to defuse tricky situations, but also use them as opportunities and build bridges in the process. ¡°If we have a respectful attitude and are prepared to constantly reflect on both our own and the other person¡¯s situation and respond in a thoughtful manner, this should allow potential frictions to have a constructive and productive impact,¡± explains Dannath. This is exemplified by collaboration in science, where critical questioning and out-of-the-box thinking are important for reviewing existing theories and models and developing innovative approaches.

Allowing different viewpoints is part of good team and leadership culture in other workplace contexts as well. According to Dannath, collaboration founded on mutual respect is characterised in part by the ability to take criticism on board and accept management decisions even if they do not match our own point of view. It is crucial for controversial issues to be addressed honestly, fairly and objectively.

The Respect programme also highlights the importance of reporting issues and seeking support if the boundaries of professional communication and conflict culture are not respected, if a situation is too tricky to handle, or if personal boundaries are crossed. Depending on the situation, ETH members can get in touch with one of the university¡¯s internal or external contact and advice services if they experience or witness inappropriate behaviour that breaches the rules set out in the Respect Code of Conduct.