Background

  • Everyone should treat each other respectfully, and at Stockholm University, there is a zero-tolerance when it comes to discrimination, harassment, sexual harassment and victimisation.
  • Everyone should react and oppose if you feel exposed or see others being exposed.
  • Harassment is behaviour that violates someone's dignity and is associated with any discrimination on the grounds of discrimination. (DL 1 kap. 4§ punkt 4)
  • Sexual harassment is a behaviour of sexual nature that violates someone's dignity (DL 1 kap. 4§ punkt 5)
  • Victimisation is actions directed against one or more employees offensively and may lead to illness or that they are excluded from the workplace community (AFS 2015:4, 4§)

 
How to handle

  • Contact your immediate manager or if he/she is involved, contact the manager of the manager, and if he/she also is involved, contact the HR department. This person represents the employer and is obliged to act and take it further.
  • Additional contacts for advice include HR dept, work environment representatives (skyddsombud), colleagues and the Union.
  • Managers have to act immediately. They have to
  • Make clear that harassment etc. is not tolerated at Stockholm University.
  • Act immediately and discretely.
  • Bring the errand to the Head of the department and/or HR.
  • Make sure the harassment stops.
  • Inform about the possibilities for support and help.
  • Any investigations are conducted by the HR department and can lead to actions.

 

DBB Code of conduct (14 Kb)

 


Harassment

Behaviour that offends someone and is associated with any of the seven grounds of discrimination. It is a kind of hostile or aggressive act that aims to cause another person harm or discomfort.

Harassment is an unwelcome behaviour and particularly severe when a person in a position of authority (e.g. a manager, supervisor or tutor) harasses a person in a dependent role (e.g. an employee or student).

Example:
Someone might comment in a critical, ridiculing or generalised way about “female”, “homosexual” or “Asian” characteristics. The common thing about harassment is that they make a person feel insulted, threatened, offended or ill-treated.

The person experiencing it determines whether something is perceived as offensive.
One person may, therefore, interpret behaviour as harassment while another does not.
The harasser must also be made aware that the behaviour is unwanted and offending. It is therefore vital that people who perceive themselves as harassed speak out. Sometimes, however, it is evident that the harasser should have realised that their behaviour was unwanted. In these cases, no further clarification is needed for it to be supposed harassment.

 

Sexual Harassment

Harassment can also be sexual and is then called sexual harassment, and there are a lot of examples in connection with “MeToo”.

Sexual harassment differs from a mutual "flirt" in that it is unwelcome and is especially severe when it is a manager, supervisor or teacher who harasses a person in the dependency position, e.g. Supervisor -> PhD student, Manager -> Staff, Teacher -> Student. It is the exposed person who decides what is abusive.

Example:
It may involve touching, jokes, suggestions, looks or images that are sexually suggestive. It can also be about sexual jargon.

It could be someone touching you in a way you think is sexual, sexually pushing against you, spreading sexual rumours about you, sexually looking at you, coming up with sexual allusions with the help of body language, sends text messages etc.

 

Additional information

https://issuu.com/stockholmsuniversitet/docs/su_trakasserier_och_krankande_sarbe

https://www.su.se/english/staff/personnel/working-environment-health/harassment

Information about offending acts: harassment, sexual harassment and victimization (922 Kb)