The responsibilities of the Dean’s Plenipotentiary for Equal Treatment include:

• wspieranie pracowników, doktorantów i studentów w rozwiązywaniu konfliktów,

• supporting staff, Ph.D. students and students in conflict resolution,
• ensuring fair and honest treatment of all members of the Faculty’s community,
• taking action to ensure full observation and implementation of the equal treatment principle and prevention of discrimination based on any legal feature,
• promoting and spreading knowledge on equal treatment and anti-discrimination standards,
• cooperation with Ombudsman for Equal Treatment and Anti-Discrimination in order to implement pro-equality solutions.

The Dean’s Plenipotentiary for Equal Treatment may:

• wysłuchać, pomóc zdiagnozować problem i wybrać sposób jego rozwiązania oraz łagodzić jego negatywne skutki,

• listen to you, help you diagnose the problem and choose the right way to solve it or soothe its negative consequence,
• support you in conflict resolution,
• provide the relevant information on rules and legal regulations binding at the University of Wrocław,
• identify sources of problems which have negative impact on functioning of the Faculty,
• help you find information and clarify the reported issues,
• provide basic information to the authorities of the Faculty of Social Sciences,
• recommend change of policies, rules or procedures to the Dean and Rector in order to improve functioning of the Faculty and University with respect to equality policies.

Problems may be reported to the ds. Dean’s Plenipotentiary for Equal Treatment by:

• individuals:

– lecturers and instructors,

– other employees,

– Ph.D. students,

– students.

• scientific clubs, student organisation.

The Dean’s Plenipotentiary for Equal Treatment may also take action at the initiative of the authorities of the Faculty, Institute, Department or at her own initiative.

Problems may be reported to the ds. Dean’s Plenipotentiary for Equal Treatment by people who were discriminated against or unfairly treated, or who witnessed such situations. Members of the Faculty community may discuss problems they experience without further disclosure of the situation or taking any formal actions. Further steps are always defined by the concerned individuals depending on the circumstances and options they choose.

The plenipotentiary accepts reports provided in person, by phone, e-mail or traditional mail, however any intervention (clarification) can be taken by the Plenipotentiary only upon a personal meeting with the Plenipotentiary and her obtaining an authorisation signed by the person reporting the problem or conflict.

Reports are processed according to the following procedure:

1. initial analysis of the case,
2. providing the reporting person with information on the Plenipotentiary’s responsibilities, procedures and terms of action,
3. collecting detailed information on the case, especially on the actual circumstances and expectations of the reporting person,
4. determination of further measures,
5. formal acceptable of the report and potentially respective actions;
6. the Plenipotentiary explores cases upon obtaining the necessary materials from the reporting person.

The responsibilities of the ds. Dean’s Plenipotentiary for Equal Treatment DO NOT INCLUDE:

• issuing decisions or binding opinions an any case,
• imposing sanctions on people or entities breaching the binding rules,
• acting on behalf of the person concerned,
• legal counselling,
• specialist psychological support,
• enforcing policies in any areas,
• participation in formal inquiries instituted by the Faculty or University, or in institutionalised complaint proceedings.

If the reported issue is not covered by the Plenipotentiary’s responsibilities, she refers the reporting person to the competent institution or person in charge of such cases.

In all her actions, the Plenipotentiary observes the principles of confidentiality, impartiality and neutrality. Having access to individuals and information important for the case, she always strives to keep confidentiality. In individual cases, the Plenipotentiary does not side with a student, employee, the Faculty or University. She does not gain personal profit from finding a solution to the problem in question. She avoids any situations of potential conflict of interest.

Pełnomocniczka Dziekana ds. Równego Traktowania co roku sporządza Sprawozdanie z działań. Jest ono przekazywanie do The Dean’s Plenipotentiary for Equal Treatment prepares an annual report of her work. The report is delivered to the authorities of the Faculty of Social Sciences.