During the first half of 2023 (or until August), 25 major themes were addressed. In total, 10 topics were addressed, relating to issues such as harassment, dehumanising and inappropriate behaviour, as well as suggestions such as unequal representation, preferential treatment and equal opportunities at AVU. There were also 5 counselling sessions, including one external psychological counselling in English and Ukrainian, as well as coaching, HR-management counselling and legal counselling.

As a result of the cases dealt with, for example, the termination of cooperation with an external company providing reception and security of the building on weekends, or the systemic setup of data and information collection to limit barriers to equal representation.

Currently, 9 cases are still in the process of being resolved, addressing boundary crossing in the sense of dehumanization, unequal treatment, as well as issues of after-care of the AVU environment.

The past period has shown that the dynamics of each case are different and it is rather tricky to talk about the end of each case. It is not always the end of the whole case by the decision itself or the formal closure of the case. Some cases persist, reopen or escalate in various ways. Post-care is a term that alludes to the fact that persons who have been involved in certain cases may meet again within a setting and continue to remain in that milieu. In this regard, the environment at the AVU has been and needs to be treated and set up in a way that is once again safe and preventative for actors and bystanders.

Equality and Diversity Department (GRID)

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When it comes to the actual process of how GRID works, it typically involves:

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