Combating harassment, discrimination and other workplace misconduct with proper actions and policies is key for a better quality of life and work within any organization. These conducts have serious consequences on the health of staff members, the effectiveness and efficacy of work groups, the motivation of staff and their degree of work satisfaction; they also translate into further costs for the University as they lead to an increase in sick leave and disabled status applications and, finally, can even harm the University’s public image. For these reasons, UniTrento undertakes to prevent and combat these forms of undesirable behaviour.

Three different documents of UniTrento address the subject from different perspectives:

• the Regulations for the protection of human dignity and the prevention and fight against mobbing, harassment, discrimination;
• the Code of Ethics;
• the Code of Conduct.

The Regulations for the protection of human dignity and the prevention and fight against mobbing, harassment, discrimination, issued by Rector's Decree no. 375 of 28 May 2019, govern the position of the Confidential counsellor, who is responsible for preventing, managing and helping to solve cases of mobbing, bullying, harassment, discrimination or other dysfunctional phenomena that occur in the work or study environment.

The Code of Ethics, issued by Rector's Decree no. 285 of 29 May 2014, requires that 'university members' refrain from the conducts defined in the Code itself (article 6, paragraph 2, "Abuse, harassment and mobbing"), and provides for the "Procedure for ascertaining violations" and related sanctions (under article 17).

The Code of Conduct, issued by Rector's Decree no. 582 of 27 October 2014, applies to the University's management, administrative and technical staff, and language expert staff. The Code recommends to refrain from "conduct that may constitute harassment or mobbing" (article 3, paragraph 2), while article 16 (Responsibilities resulting from the violation of duties) provides for the possibility of disciplinary proceedings and clarifies that the violations provided for in the Code are considered "for the purpose of measuring and evaluating individual performance", with the consequences this can have on economic incentives.

Since 2014, the Committee for equal opportunities, well-being at work and against discrimination (CUG) has been active in this area of work, replacing the previous Committee for Equal Opportunities, established in 2005.