The three documents are not separate from one another, but together form a kind of “escalation ladder.” The code of conduct is intended to make clear what behavior TU/e expects. If a report is subsequently made, the reporting procedure should ensure that it is handled properly and consistently. Ultimately, the sanctions policy should ensure that (serious) inappropriate behavior has consequences.

At the opening of the academic year next Monday, the Executive Board will be the first to sign the code of conduct. All TU/e employees will soon be asked to do the same through InSite, says Integrity and Social Safety Ambassador Ingrid Heynderickx. “Those who do not do so, will be invited to discuss the reasons why.”

It is not yet clear whether students will also be required to sign the code of conduct. This is still one of the options being considered for bringing the new code to their attention.

Desired behavior

TU/e already had a code of conduct, but the introduction of new core values prompted a revision. In the spring, the Executive Board approved the new version.

According to Heynderickx, it focuses mainly on the behavior TU/e expects from its employees and students, rather than on inappropriate behavior. “We don't really need to discuss behavior that is clearly inappropriate, because that is obvious to everyone. Of course, we do still mention it in the code of conduct.”

Gray area

There is, however, also a gray area between desired and inappropriate behavior. TU/e's starting point in such cases is how the person on the receiving end experiences the behavior, says Heynderickx. “You are the one who determines your own boundary, so if you feel that your boundary has been crossed, we hope you will reach out.”

TU/e has so far used the new approach in a total of five cases. Two of these were handled before the official introduction of the new policy, to test the approach, case manager Henny van Alphen says by email. Three more cases were added in 2026, one of which is still ongoing.

“In all cases, the expert team was asked for advice, and in the cases that have since been closed (four in total), the follow-up advice issued was fully adopted and implemented by the competent authority,” Van Alphen says.

Follow-up actions

The university has not imposed a sanction in any of the five cases. “In some cases, however, agreements were made with the person accused, and these were recorded in their personnel file.”

Van Alphen emphasizes that the process is never only about sanctions, and that many other follow-up actions are possible, most of which do not result in a sanction.

The sanctions policy in particular is a sensitive issue, says Heynderickx. Not because of the employees or students who might face sanctions, but precisely because of the people making reports. “Some people making reports want to seek redress and specifically want the other person to be punished. But there are also people who think: I don't know if I want to report this, because then I'll enter this whole system and someone might be punished.”

Sanctions do not necessarily always follow, she emphasizes. “What I really want to say is: report it anyway and don't keep it to yourself. A sanction does not necessarily always follow.”

Giving up control

Isn't it frightening for someone making a report to hand over the entire process to the university once a case manager takes over? “Yes, you do give up some control,” Heynderickx acknowledges.

“But, of course, the case manager also continues to consult with the person making the report throughout the process. Besides, I think that by the time you have reached that point, you are already at a stage where you think: now I also want other people to know that something is wrong here and for it to be addressed.”

Executive Board President Koen Janssen will be one of the first to sign the code of conduct on Monday. He hopes it will help foster a positive culture at the university. “We want everyone to feel safe and at home at TU/e, and for everyone to have the opportunity to develop to their full potential. The CORe values provide the framework for this, but a code of conduct is needed to make clear to everyone what this means in everyday practice. What can we expect from each other in terms of behavior, and what can’t we expect?”

And when behavior is not appropriate, there also need to be consequences, the president explains. “If you do something that goes against the values, there will be consequences. That is why we introduced the sanction policy. It was unanimously approved; there is broad understanding that this is necessary. Because if you put all that effort into fostering the right culture for the benefit of everyone in our community, you also need to be able to address people about their behavior and, when necessary, impose sanctions.”

Dealing with issues related to social safety is a balancing act, as becomes clear from the conversation with the Integrity and Social Safety Ambassador. For example, the university wants to acknowledge the experience of someone making a report, while also not immediately putting the accused person in the pillory. To help achieve this, the person who is the subject of a report will also be offered a confidential adviser from now on. “That creates an equal playing field.”

Signature

The easiest solution would be for everyone simply to follow the university's code of conduct. Although it came into effect in March and everyone has been required to follow it ever since, TU/e hopes that signing it will provide an extra push in the right direction. “The intention really is for everyone to sign it,” says Heynderickx.

New employees sign the code of conduct at the same time as their employment contract. The rest will soon receive a request through InSite. A first survey will follow at the end of September to see how many employees have actually signed it.

This article was translated using AI-assisted tools and reviewed by an editor.