Harassment and victimisation
Introduction Stockholm University is to be characterised by its excellent environment for work and study. All employees and students shall be treated equally and with respect. At Stockholm University we shall jointly safeguard our work and study environment. A good environment enables creative development and excellent outcomes for work and study. At Stockholm University, victimisation, harassment associated with discrimination on any grounds and sexual harassment are unacceptable and must not take place. Victimisation, harassment and sexual harassment all jeopardise the affected person's job satisfaction and chances of success in work or study. As soon as the university becomes aware that someone has been affected, action will be taken immediately. In this brochure, Stockholm University explains the forms that victimisation, harassment and sexual harassment may take, what you can do if you or someone else becomes subjected to such behaviour, the university's responsibilities, the sanctions faced by those subjecting a person to victimisation, harassment or sexual harassment. Astrid Söderbergh Widding Vice-Chancellor Production: Human Resources Office, Student Services, Council for Equal Opportunities and Equality, and Matador kommunikation. Illustrations: Jan Ed. Printing: Ark-Tryckaren, 2015. 3
What is victimisation? All organisations experience occasional differences of opinion, conflicts and difficulties in working together. However, these occasional conflicts are not considered victimisation or bullying. Victimisation is defined as recurrent reprehensible or negative actions directed against individuals and that may lead to the person experiencing it being marginalised. Examples include deliberate insults, demeaning treatment, ostracism, withholding of information, persecution or threats. Victimisation brings with it the risk that individuals as well as entire groups will be adversely affected, in both the short and long terms. People experiencing victimisation are at risk of physical and mental illness, low self-esteem and impaired performance at work or in their studies. Consequences for groups may include reduced efficiency, staff turnover and absenteeism. 4 5
What is harassment? Harassment is defined in the Discrimination Act (SFS 2008: 567) as a behaviour that violates someone's dignity and that is associated with any discrimination on the grounds of gender, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age. PSST... WHAT DOES A HETERO SEXUAL LOOK LIKE? Harassment may include one person making comments about another's appearance or behaviour, for example. It may also involve texts, images or gestures that allude to any of the grounds for discrimination and that are perceived as offensive and unwanted. For example, someone might comment in a disparaging, ridiculing or generalised way about "female", "homosexual" or "Asian" characteristics. Harassment is particularly serious when a person in a position of authority (e.g. a manager, supervisor or tutor) harasses a person in a position of dependence (e.g. an employee or student). The person experiencing it determines whether something is perceived as offensive. One person may therefore interpret a behaviour as harassment while another does not. The harasser must also be aware that the behaviour is unwanted and offensive. It is therefore important that people who perceive themselves as harassed speak out. Sometimes, however, it is obvious that the harasser should have realised that their behaviour was unwanted. In those cases no further clarification is needed for it to be deemed harassment. The seven grounds for discrimination (SFS 2008: 567) Gender. Legal female or male, or a person intending to change gender. Transgender identity or expression. A person not identifying themself as a woman or a man, or expressing (by their manner of dressing or in some other way) that they belong to another gender. Ethnicity. National or ethnic origin, skin colour or other similar circumstance. Religion or other belief. Religious faith and belief such as Buddhism or atheism. Disability. Permanent physical, mental or intellectual limitation of a person s functional capacity due to injury or illness that existed at birth, has occurred subsequently or may be anticipated. Sexual orientation. Homosexual, bisexual or heterosexual orientation. Age. Length of life to date. 6 7
What is sexual harassment? Sexual harassment is defined in the Discrimination Act (SFS 2008: 567) as conduct of a sexual nature that violates someone s dignity. This may involve unwanted touching, groping, jokes, suggestions, looks, images or jargon that are sexually explicit and that are perceived as offensive. Both women and men may experience sexual harassment. Both women and men can sexually harass others. However, it is more common that men harasses women. Harassment is particularly serious when a person in a position of authority (e.g. a manager, supervisor or tutor) harasses a person in a position of dependence (e.g. an employee or student). It is the person experiencing it who determines whether something is perceived as offensive. One person may therefore construe a behaviour as sexual harassment while another does not. The harasser must also be aware that the behaviour is unwanted and offensive. It is therefore important that people that perceive themselves as harassed speak out. Sometimes, however, it is obvious that the harasser should have realised that their behaviour was unwanted. In those cases no further clarification is needed for it to be deemed sexual harassment. Sexual harassment may involve unwanted touching, groping, jokes, suggestions, looks, images or jargon that are sexually explicit. 8 9
Students What can you do if you are harassed? Tell the person subjecting you to victimisation, harassment or sexual harassment that you regard it as offensive and you want the behaviour to cease. You can also ask someone you trust to speak to the person you feel is offending or harassing you. Make a note of the time and place, what happened, what was said and how you felt. Notes like this may be helpful in an investigation. Tell someone you trust about what happened. Inform an employee in your Department or Student Services as soon as possible. It is important to resolve the situation quickly. If you want advice and support If you want to seek advice and support without initiating an investigation, you can contact the Student Union or Student Health Service. HMM, HOW DO WE GET ROUND THIS? ALWAYS BLOODY COMPLAINING! Stockholm University is obliged to investigate When an employee becomes aware that a student perceives themself as subjected to victimisation, harassment or sexual harassment associated with their studies, we will investigate the circumstances. We are also obliged to take action where appropriate to prevent further abuse. A Departmental employee or manager will establish as discreetly as possible what took place (e.g. by talking to the people involved). Coordinator for Equal Treatment of Students at Student Services is then contacted. The Department investigates victimisation. Student Services investigates harassment and sexual harassment. The head of Student Services decides, in consultation with the Vice-Chancellor, whether the investigation should lead to any action. If you report harassment or sexual harassment, or you are involved in an investigation of them, according to the Discrimination Act, you shall not be penalised or subjected to adverse action (reprisals). Follow-up In the long term, the Department concerned will assure itself that the offensive behaviour has ceased. If you are unhappy with the investigation or the position the University takes, you can contact the Equality Ombudsman (DO). 10 11
Employees What can you do if you are harassed? Tell the person subjecting you to victimisation, harassment or sexual harassment that you regard it as offensive and you want the behaviour to cease. You can also ask someone you trust to speak to the person you feel is offending or harassing you. Make a note of the time and place, what happened, what was said and how you felt. Notes like this may be helpful in an investigation. Tell someone you trust about what happened. Inform your Department head, another manager or the Human Resources Office as soon as possible. It is important to resolve the situation quickly. If you want advice and support If you want to seek advice and support without initiating an investigation, you can contact your safety representative, trade union or the occupational health service HELLO DARLING! Stockholm University is obliged to investigate When a manager at the University becomes aware that an employee perceives themself as subjected to victimisation, harassment or sexual harassment, we will investigate the circumstances. We are also obliged to take action where appropriate to prevent further abuse. The Department investigates victimisation. The Human Resources Office investigates harassment and sexual harassment. The head of the Human Resources Office decides, in consultation with the Vice-Chancellor, whether the investigation should lead to any action. If you report harassment or sexual harassment, or you are involved in an investigation of them, according to the Discrimination Act, you shall not be penalised or subjected to adverse action (reprisals). Follow-up In the long term, the Department concerned will assure itself that the offensive behaviour has ceased. If you are unhappy with the investigation or the position the University takes, you can contact the Equality Ombudsman (DO). 12 13
What sanctions does the person subjecting someone to victimisation, harassment or sexual harassment face? If Stockholm University concludes after an investigation that victimisation, harassment or sexual harassment has occurred, the Department concerned will ensure that it prevents these actions from continuing. An employee at the University that subjects another employee or a student to victimisation, harassment or sexual harassment, faces receiving a warning, being transferred or, in serious cases, being dismissed. A student that subjects another student or an employee at the University to harassment or sexual harassment faces receiving a warning or being suspended from studies for up to six months. 14 15
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