Om NGO NR8 og min historie

(in english below)

OBS: Kære danskere. Min ytringsfrihed er blevet begrænset, derfor vil I opleve, at visse dele af teksten er slettet/markeret med sort. Længe leve Danmark og vores hypokritiske ytringsfrihed. Havde vi ikke været offentligt ansatte (men privat ansatte), havde det aldrig været et brud på lovgivningen, at jeg skrev om mine oplevelser.

Mine indlæg og min historie deles, da det er i offentlighedens bedste interesse at have indsigt i disse systemiske problemer.

I Danmark er offentligt ansatte systematisk udsat for repressalier og sanktioneringer, når vi ytrer os kritisk om strukturelle problemer. Jeg er sygeplejerske inden for det akut kirurgiske speciale og arbejder dedikeret med at redde liv på de afdelinger, hvor behovet er mest akut – en indsats som de danske regioner ofte tager for givet.

Jeg er i øjeblikket i gang med at overbygge min titel som sygeplejerske med en kandidatgrad og har forfattet "Marmorfortællinger"-serien på seks bind.

Baggrunden for NGO NR8

Grundet den markante efterspørgsel og det stigende antal sager med offentligt ansatte, der udsættes for repressalier i forbindelse med whistleblowing og lignende situationer som min egen, har jeg etableret NGO NR8.

Gennem min egen juridiske og professionelle kamp mod systemet har jeg erfaret, at vi som enkeltsager har minimal indflydelse på ledelser, HR-afdelinger, fagforeninger eller det danske retssystem. Som isolerede tilfælde negligeres vores bekymringer, og vi forsvinder i systemets mellemrum. Det er udfordrende for både fagforeninger og jurister at etablere præcedens i retssager vedrørende individuelle krænkelses- eller chikanesager blandt offentligt ansatte. Politiets begrænsede ressourcer og manglende kompetencer resulterer ofte i, at krænkelsessager negligeres eller afvises.

Først når vi identificerer andre med tilsvarende erfaringer og traumer, får vores sager juridisk og politisk tyngde. Først når bekymringshenvendelser fremsættes kollektivt, bliver medarbejderstemmer hørt, og der implementeres nødvendige ledelsesændringer på dysfunktionelle afdelinger.

Vi anerkender og værdsætter Styrelsen for Patientklagers arbejde med disciplinære høringer, der udfordrer autorisationen for medarbejdere, som har pådraget sig systematiske klager fra kolleger vedrørende faglig inkompetence.

NGO NR8 er den første organisation af sin art globalt, der implementerer vores specifikke metodologi og tilgang.

Vores mission og tilgang

Jeg og min bestyrelse har udviklet en platform og organisation, der kan samle ofre med fælles erfaringer. Der eksisterer for mange offentlige arbejdspladser, hvor der er systematisk tendens til at fjerne og sanktionere medarbejdere, som rejser kritik af systemiske problemer.

Ud over at styrke ofres juridiske position tilbyder vi som den første organisation verdensomspændende den psykologiske lettelse, som kun kan opnås gennem fællesskab med andre, der har gennemgået tilsvarende traumer. Vores grundlæggende arbejde er netværksbaseret – og det er bemærkelsesværdigt at observere, hvordan så enkel en tilgang kan katalysere betydelige systemiske forandringer.

Ved NGO NR8's officielle lancering vil jeg offentliggøre en pressemeddelelse med dokumentation fra adskillige verificerede og offentligt anerkendte kilder, der ligeledes har oplevet tilsvarende problematisk adfærd fra regionale myndigheder.

Min personlige sag: En systemisk analyse

Under min kliniske praktikperiode som 6. semesters sygeplejerskestuderende var jeg placeret på en akutmodtagelse, hvor jeg blev udsat for krænkende adfærd fra en kollega.

Jeg rettede gentagne henvendelser til afdelingsledelsen med bekymringer vedrørende arbejdsmiljøet og anmodede om formelle møder for at dokumentere de krænkelser, jeg var blevet udsat for. Da ledelsen konsekvent negligerede at håndtere sagen administrativt, resulterede frustrationen i, at jeg dokumenterede krænkelserne skriftligt. Da ledelsen blev opmærksom på denne dokumentation, blev jeg afskediget – i stedet for at sagen blev håndteret gennem etablerede procedurer.

• Jeg blev placeret på en ulovlig sanktionsliste på det hospital, hvor krænkelserne fandt sted. Trods tilknytning til to andre afdelinger blev jeg afskediget med successive usaglige begrundelser. Da den implicerede medarbejder efterfølgende blev ansat på en afdeling på et andet hospital, hvor jeg havde været tilknyttet i næsten to år, blev jeg ligeledes afskediget derfra uden anden begrundelse end denne sag.

Min case illustrerer, hvordan institutionelle systemer beskytter hierarkisk placerede individer uafhængigt af deres adfærd eller professionalisme.

Dokumentation og juridisk proces

Jeg tilbød gentagende muligheder for dialog og ansvarliggørelse til den implicerede part, med håbet om menneskelig anerkendelse og ansvar for handlinger, der havde ødelagt en ung sygeplejerskestuderendes karrierestart og personlige velvære. De krænkelser, som mine kolleger observerede og efterfølgende rapporterede til politiet som vidner.

Under den efterfølgende retssag vil fire kolleger vidne om tilsvarende hændelser med samme implicerede part. I løbet af de to år, jeg kæmpede for min professionelle eksistens, lykkedes det mig at identificere flere individer, der havde oplevet krænkende adfærd fra samme person. En kollega beskyldte ham for uetisk adfærd over for patienter, herunder manipulation af kritisk triageringsrækkefølge. Dette repræsenterer et realistisk scenarie, da tilsvarende sager med læger er blevet dokumenteret flere gange inden for de seneste tre år.

Forud for offentliggørelsen af min sag tilbød jeg Region Hovedstaden at håndtere situationen internt mod en objektiv og saglig behandling af min klage. Som offer ønskede jeg ikke den personlige eksponering, der følger med offentlige retssager og medieomtale. Min familie har offentlige tilknytninger, og jeg prioriterede at begrænse eksponeringen til et minimum. Mit ønske var udelukkende professionel genopretning og retfærdig behandling.

Da regionen afviste dette tilbud, påbegyndte jeg en systematisk søgning efter andre med tilsvarende erfaringer med samme individ. Som enhver systematisk krænker havde han efterladt et dokumenterbart spor, som jeg valgte at følge.

Min research og undercover-arbejde, som dokumenteres i mine kommende publikationer, beskriver denne proces detaljeret.

Eskalering og whistleblowing

Da jeg præsenterede Region Hovedstadens HR-afdeling for mine vidner samt andre kvinder, der havde indgivet klager, og kollegaen der anklagede ham for patientrelaterede overtrædelser, blev jeg afskediget dagen efter. Dette markerede afskedigelse nummer fem.

Min respekterede afdelingsleder anbefalede efterfølgende, at jeg kontaktede den danske whistleblowerordning. Hendes handlingsmuligheder var begrænset af HR-afdelingens håndtering af sagen, og hun kunne ikke yde yderligere assistance.

Da sagen involverede beskyldninger vedrørende unge patienter kombineret med krænkelsesaspektet, transcenderede den fra en individuel MeToo-sag til en whistleblowersag med offentlig interesse og patientsikkerhedsimplikationer.

Systematisk problem og organisatorisk respons

NGO'en er etableret som respons på dokumenteret efterspørgsel – et klassisk supply-and-demand-scenarie. Antallet af tilsvarende sager har nået et niveau, der nødvendiggør organiseret intervention. Samtidig er organisationen grundlagt for at spare fremtidige ofre for den isolation og systemnavigation, jeg gennemgik. Ingen ofre bør være tvunget til selvstændigt at identificere andre ramte, navigere juridiske systemer eller udsætte sig for yderligere repressalier blot for at blive taget seriøst som offer.

Den danske whistleblowerordning godkendte offentliggørelsen af min historie. Alt for ofte har vi i Danmark oplevet, hvordan patientsikkerhed og velvære kompromitteres, fordi medarbejderes bekymringshenvendelser ignoreres systematisk.

Min sag indgår desværre i en større statistik: ni andre læger er involveret i krænkelsessager inden for samme periode, hvoraf alle øvrige enten er fængslet eller døde. Dette dækker kun perioden 2022-2025.

Strukturelle problemer og juridiske begrænsninger

I Danmark har sygeplejerskestuderende ingen forvaltningsmæssige rettigheder. Uden autorisation kan regioner behandle studerende efter eget skøn uden krav om begrundelse eller dokumentation.

Jeg præsenterede omfattende dokumentation og juridisk argumentation (alt er dokumenteret). Systemets respons var elimination snarere end problemløsning.

Jeg erindrer specifikt, at lederen fra Hillerøds akutmodtagelse udtalte: "Jeg vil ikke investere mere tid i sagen – du har kun været studerende her" – efter jeg havde rapporteret seksuelle krænkelser på hendes afdeling, hvor jeg var under hendes administrative ansvar.

Efter min autorisation og et års ventetid modtog jeg endelig skriftlig begrundelse fra Region Hovedstaden. Begrundelsen var identisk med dem, mine andre kilder havde modtaget for deres sanktioneringer – næsten ordret copy-paste: "Vi har ikke tillid til dig som medarbejder på grund af din kritiske udtalelser."

Juridiske konsekvenser af transparency

Efter godkendelse fra whistleblowerordningen dokumenterede jeg mine erfaringer på platformen "Tales of Marble", designet til de kommende seks publikationer. Dette medførte juridiske konsekvenser.

I 2022 blev der implementeret lovgivning til beskyttelse af offentligt ansatte mod navneoffentliggørelse online. Denne lov blev oprigtigt udviklet for at beskytte sundhedsprofessionelle efter adskillige sager, hvor civile havde identificeret offentligt ansatte gennem patientjournaler og efterfølgende forvoldt skade. Ironisk nok anvendes den samme beskyttelseslov nu til at retsforfølge mig. Jeg understreger, at jeg aldrig har haft direkte kontakt med den implicerede part – det drejer sig kun om det faktum, at jeg har skrevet om sagen på min hjemmeside, hvilket juridisk kategoriseres som "stalking." Havde vedkommende været privatansat, ville dette være et civilt anliggende snarere end en straffesag.

Min platform opnåede 150.000 læsninger og udviklede sig til en af Danmarks største platforme for sundhedsprofessionelles deling af traumatiske arbejdsoplevelser. Dette bekræftede hurtigt, at mine erfaringer ikke var isolerede. Den kommende pressemeddelelse og NGO NR8's hjemmeside vil dokumentere omfanget og kvaliteten af vores arbejde.

Vision og systemisk forandring

Ved NGO NR8's officielle lancering opfordrer jeg til kollektiv stemmeafgivelse og erfaringsdeling. Jeg har fundamentalt tro på kollektiv styrke og vores evne til ikke blot at rumme, men transformere smerte til konstruktive samfundsændringer. Min personlige smerte resulterede i seks kommende publikationer, en pressemeddelelse og verdens første NGO med vores specifikke metodologi. Yderligere skabte den motivation til at færdiggøre min autorisation, sikre mit drømmejob og samtidig etablere en organisation dedikeret til at hjælpe andre og katalysere systemforandring.

Vores langsigtede mål inkluderer lovgivningsændringer, etablering af forvaltningsmæssige rettigheder for studerende og elimination af den behandling, jeg blev udsat for. Min sag vil etablere præcedens for fremtidige lignende sager.

Jeg ønskede at skabe en platform, der kunne samle ofre og levere den psykologiske lettelse, som hverken advokater, HR-afdelinger eller fagforeninger kan tilbyde – følelsen af fællesskab og forståelse. Samtidig skaber vi de juridiske sager ved at forbinde ofrene og har identificeret et juridisk loophole i lovgivningen, som gør det muligt for os at arbejde effektivt inden for systemets rammer. Som det viste sig, er smerte betydeligt mere håndterbar, når den deles kollektivt. Selvom jeg oprindeligt følte ambivalens omkring denne erkendelse – da eksistensen af andre ofre naturligvis ikke er ønskværdig – indså jeg hurtigt, at verden manglede et sådant tilflugtssted. Et sted med pro bono-arbejde drevet af dedikerede professionelle, der arbejder udelukkende i fællesskabets interesse: jurister, konsulenter og sygeplejersker, der sikrer, at ofre ikke skal navigere systemet isoleret, forhandle selvstændigt eller identificere andre ofre. At ofre ikke udsættes for repressalier blot for at rapportere deres erfaringer.

Jeg ønsker ikke at bidrage til den nuværende MeToo-bevægelse i dens eksisterende form. Jeg opfordrer ikke til fremstående flere år eller årtier efter hændelser. Mit mål er specifikt at omdirigere bevægelsen og elimine undskyldninger for manglende dokumentation af sager.

Effektiv metodologi og samarbejde

Vores tilgang demonstrerer allerede effektivitet. Vi fungerer som værdifulde interne samarbejdspartnere for regioner. Når vi kontakter dem – først efter systematik er etableret (vi følger en "serial predator-regel" kræver tre klager mod samme part før intervention) – tilbyder vi løsninger og dialog. Vi faciliterer, at de kan undgå offentlig kritik og massesøgsmål gennem implementering af nødvendige ledelsesændringer. Vores fokus er systemisk forandring, ikke økonomisk kompensation. Vi kræver arbejdspladser og miljøer, vi ønsker at investere i professionelt. Vi accepterer ikke længere, at inadækvate HR-afdelinger bestående primært af jurister dikterer ledelseskvalitet. Denne systemiske tilgang har bidraget til den nuværende sundhedskrise på alle niveauer.

Jeg ser frem til at bidrage konstruktivt til den offentlige debat og opfordrer kraftigt til engagement og erfaringsdeling ved vores lancering.

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Alarié

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About NGO NR8 and My Story

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NOTE: Dear Danes. My freedom of expression has been limited, therefore you will experience that certain parts of the text are deleted/marked in black. Long live Denmark and our hypocritical freedom of expression. Had we not been public employees (but private employees), it would never have been a breach of legislation for me to write about my experiences.

My posts and my story are shared as it is in the public's best interest to have insight into these systemic problems.

In Denmark, public employees are systematically subjected to reprisals and sanctions when we express ourselves critically about structural problems. I am a nurse within the acute surgical specialty and work dedicatedly to save lives in the departments where the need is most acute – an effort that the Danish regions often take for granted.

I am currently in the process of upgrading my title as a nurse with a master's degree and have authored the "Marble Tales" series of six volumes.

Background for NGO NR8

Due to the marked demand and the increasing number of cases with public employees who are subjected to reprisals in connection with whistleblowing and similar situations as my own, I have established NGO NR8.

Through my own legal and professional struggle against the system, I have experienced that we as individual cases have minimal influence on management, HR departments, unions, or the Danish legal system. As isolated cases, our concerns are neglected, and we disappear in the system's gaps. It is challenging for both unions and lawyers to establish precedent in lawsuits regarding individual harassment or bullying cases among public employees. The police's limited resources and lack of competencies often result in harassment cases being neglected or dismissed.

Only when we identify others with similar experiences and traumas do our cases gain legal and political weight. Only when concern inquiries are made collectively are employee voices heard, and necessary management changes are implemented in dysfunctional departments.

We acknowledge and value the Danish Patient Safety Authority's work with disciplinary hearings that challenge authorization for employees who have incurred systematic complaints from colleagues regarding professional incompetence.

NGO NR8 is the first organization of its kind globally that implements our specific methodology and approach.

Our Mission and Approach

I and my board have developed a platform and organization that can gather victims with common experiences. There exist too many public workplaces where there is a systematic tendency to remove and sanction employees who raise criticism of systemic problems.

In addition to strengthening victims' legal position, we offer as the first organization worldwide the psychological relief that can only be achieved through community with others who have gone through similar traumas. Our fundamental work is network-based – and it is remarkable to observe how such a simple approach can catalyze significant systemic changes.

At NGO NR8's official launch, I will publish a press release with documentation from several verified and publicly recognized sources who have likewise experienced similar problematic behavior from regional authorities.

My Personal Case: A Systemic Analysis

During my clinical practice period as a 6th semester nursing student, I was placed in an emergency department where I was subjected to harassing behavior from a colleague.

I made repeated inquiries to the department management with concerns regarding the work environment and requested formal meetings to document the harassment I had been subjected to. When management consistently neglected to handle the case administratively, the frustration resulted in me documenting the harassment in writing. When management became aware of this documentation, I was dismissed – instead of the case being handled through established procedures.

• I was placed on an illegal sanction list at the hospital where the harassment took place. Despite being affiliated with two other departments, I was dismissed with successive unjustified reasons. When the implicated employee was subsequently employed in a department at another hospital where I had been affiliated for almost two years, I was likewise dismissed from there with no other justification than this case.

My case illustrates how institutional systems protect hierarchically placed individuals regardless of their behavior or professionalism.

Documentation and Legal Process

I repeatedly offered opportunities for dialogue and accountability to the implicated party, with the hope of human recognition and responsibility for actions that had destroyed a young nursing student's career start and personal well-being. The harassment that my colleagues observed and subsequently reported to the police as witnesses.

During the subsequent lawsuit, four colleagues will testify about similar incidents with the same implicated party. During the two years I fought for my professional existence, I managed to identify several individuals who had experienced harassing behavior from the same person. A colleague accused him of unethical behavior toward patients, including manipulation of critical triage order. This represents a realistic scenario, as similar cases with doctors have been documented several times within the last three years.

Prior to the publication of my case, I offered the Capital Region of Denmark to handle the situation internally in exchange for an objective and factual treatment of my complaint. As a victim, I did not want the personal exposure that follows with public lawsuits and media coverage. My family has public affiliations, and I prioritized limiting exposure to a minimum. My wish was exclusively professional restoration and fair treatment.

When the region rejected this offer, I began a systematic search for others with similar experiences with the same individual. Like any systematic harasser, he had left a documentable trail, which I chose to follow.

My research and undercover work, which is documented in my upcoming publications, describes this process in detail.

Escalation and Whistleblowing

When I presented the Capital Region of Denmark's HR department with my witnesses as well as other women who had filed complaints, and the colleague who accused him of patient-related violations, I was dismissed the day after. This marked dismissal number five.

My respected department head subsequently recommended that I contact the Danish whistleblower scheme. Her options for action were limited by the HR department's handling of the case, and she could not provide further assistance.

Since the case involved accusations regarding young patients combined with the harassment aspect, it transcended from an individual MeToo case to a whistleblower case with public interest and patient safety implications.

Systematic Problem and Organizational Response

The NGO is established as a response to documented demand – a classic supply-and-demand scenario. The number of similar cases has reached a level that necessitates organized intervention. At the same time, the organization is founded to spare future victims from the isolation and system navigation I went through. No victims should be forced to independently identify other affected parties, navigate legal systems, or expose themselves to further reprisals just to be taken seriously as victims.

The Danish whistleblower scheme approved the publication of my story. All too often we have experienced in Denmark how patient safety and well-being are compromised because employees' concern inquiries are systematically ignored.

My case is unfortunately part of a larger statistic: nine other doctors are involved in harassment cases within the same period, of which all others are either imprisoned or dead. This only covers the period 2022-2025.

Structural Problems and Legal Limitations

In Denmark, nursing students have no administrative rights. Without authorization, regions can treat students at their own discretion without requirements for justification or documentation.

I presented comprehensive documentation and legal argumentation (everything is documented). The system's response was elimination rather than problem-solving.

I specifically remember that the manager from Hillerød's emergency department stated: "I will not invest more time in the case – you have only been a student here" – after I had reported sexual harassment in her department, where I was under her administrative responsibility.

After my authorization and a year's wait, I finally received written justification from the Capital Region of Denmark. The justification was identical to those my other sources had received for their sanctions – almost word-for-word copy-paste: "We have no confidence in you as an employee because of your critical statements."

Legal Consequences of Transparency

After approval from the whistleblower scheme, I documented my experiences on the platform "Tales of Marble," designed for the upcoming six publications. This resulted in legal consequences.

In 2022, legislation was implemented to protect public employees against name publication online. This law was genuinely developed to protect healthcare professionals after several cases where civilians had identified public employees through patient records and subsequently caused harm. Ironically, the same protection law is now being used to prosecute me. I emphasize that I have never had direct contact with the implicated party – only written documentation, which is legally categorized as "stalking." Had the person been privately employed, this would be a civil matter rather than a criminal case.

My platform achieved 150,000 readings and developed into one of Denmark's largest platforms for healthcare professionals' sharing of traumatic work experiences. This quickly confirmed that my experiences were not isolated. The upcoming press release and NGO NR8's website will document the scope and quality of our work.

Vision and Systemic Change

At NGO NR8's official launch, I encourage collective voting and experience sharing. I have fundamental faith in collective strength and our ability to not just contain, but transform pain into constructive social changes. My personal pain resulted in six upcoming publications, a press release, and the world's first NGO with our specific methodology. Furthermore, it created motivation to complete my authorization, secure my dream job, and simultaneously establish an organization dedicated to helping others and catalyzing system change.

Our long-term goals include legislative changes, establishment of administrative rights for students, and elimination of the treatment I was subjected to. My case will establish precedent for future similar cases.

I wanted to create a platform that could gather victims and deliver the psychological relief that neither lawyers, HR departments, nor unions can offer – the feeling of community and understanding. At the same time, we create the legal cases by connecting the victims and have identified a legal loophole in the legislation that makes it possible for us to work effectively within the system's framework. As it turned out, pain is significantly more manageable when shared collectively. Although I initially felt ambivalence about this realization – as the existence of other victims is naturally not desirable – I quickly realized that the world lacked such a refuge. A place with pro bono work driven by dedicated professionals who work exclusively in the community's interest: lawyers, consultants, and nurses who ensure that victims do not have to navigate the system in isolation, negotiate independently, or identify other victims. That victims are not subjected to reprisals merely for reporting their experiences.

I do not wish to contribute to the current MeToo movement in its existing form. I do not encourage coming forward several years or decades after incidents. My goal is specifically to redirect the movement and eliminate excuses for lack of documentation of cases.

Effective Methodology and Collaboration

Our approach already demonstrates effectiveness. We function as valuable internal collaboration partners for regions. When we contact them – only after systematics are established (we follow a "serial predator rule" requiring three complaints against the same party before intervention) – we offer solutions and dialogue. We facilitate that they can avoid public criticism and mass lawsuits through implementation of necessary management changes. Our focus is systemic change, not financial compensation. We demand workplaces and environments we want to invest in professionally. We no longer accept that inadequate HR departments consisting primarily of lawyers dictate management quality. This systemic approach has contributed to the current healthcare crisis at all levels.

I look forward to contributing constructively to the public debate and strongly encourage engagement and experience sharing at our launch.

Alarié